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Some Common Techniques for Conflict
Resolution  
The conscious decision to settle a dispute is known by various names, including conflict resolution, conflict management, or conflict regulation. It's a necessary skill in today's workplace, and individual approaches vary and are sometimes multifaceted. "War Zones"The most common form of conflict at work results from a feeling that expectations haven't been met – i.e., "somebody" isn't doing his or her job and "somebody else" has had to pick up the slack. Conflict can also result from overwork or burnout, incompatible work styles, or a coworker's bad behavior As a preventive measure, some workplaces institute activities such as games and sports activities. One of the more unusual activities combines prevention and treatment: Coworkers at the New York Stock Exchange have arranged charity boxing matches as a means of settling disputes originating on the trading floor. But once the proverbial dogs of war have been unleashed, hostilities tend to follow a set pattern. Things typically come to a head, and conversations between the parties involved become increasingly tense and angry. Accusations fly back and forth, and the coworkers likely can't stand the sight of each other. In a worse case scenario, the dispute looks to be headed to blows. At this point, the coworkers might see the light of day and try to find a way out of their entrenched positions. Or, more likely, their supervisor will have decided to intervene, and the process of conflict resolution will begin. TreatmentSome of the more common techniques employed to resolve conflict in workplace include: • Dialogue – Getting
the two parties to talk through the underlying issues
of a dispute is, in theory, the easiest method of
conflict resolution. In practice, however, it's probably
the most difficult, if only because it involves looking
at things from the other person's point of view.
• Mediation/Arbitration
– Bringing in a third party to mediate the
dispute is also a common form of conflict resolution.
The third party will provide an objective assessment
of the dispute, and then either find a solution acceptable
to both sides, or decide in one or the other's favor.
• Narratives – Asking
both sides to put the details of a conflict on paper,
in the form of a narrative, can help, too. This strategy
allows each side to have their say (in writing),
followed by a more detached, analytical examination
of the issue, the "plot," and the players, before
possible solutions are suggested. Above all else, conflict resolution requires that both parties be willing to search for a mutually acceptable solution. Discuss This ArticleHave something you'd like to say? Tell us what you think! Read and post comments for this article. Like this article? Read more! Browse our archive of 1,552 career resources. Also, see our master index of all MedHunters articles! Find a JobChoose your career: MedHunters is the world's biggest healthcare job board. Our job directory has 16,110 jobs with 2,333 hospitals and other direct employers. We want you to find your next job on MedHunters. Need Help? Call us at 1-888-884-8242, email us at info@medhunters.com or sign up now. Have an article or story for MedHunters? Email us today at submissions@medhunters.com. |
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