When employees are given multiple, incompatible roles at once or when their job overlaps with that of another employee or work group, role conflict results. Role conflict makes workers more stressed.
By avoiding conflict, you leave the other person hanging. It's a risky strategy because ignoring the problem won't solve it. Additionally, it may cause unhealthy relationship issues because it would appear that you don't care how things turn out.
When a person in a position of authority uses the threat of punishment to coerce subordinates into obeying their requests, this is known as coercive power. The motivation to obey is the fear of punishment. Expert power, legal power, reward power, and informational power are only a few examples of the various forms of coercive power.
In order to develop a framework for addressing and resolving the conflict, it is essential to set guidelines when managing conflict. By providing clear instructions, guidelines can help to make sure that everyone engaged in the issue is aware of what is expected of them and how the conflict will be resolved.
The accommodating conflict management style involves placing the other person's needs and desires ahead of your own. It's a good method to resolve minor disputes amicably and go over them. It helps especially when you don't care as much about the issue, don't want to fight, or think you might be wrong.
For a business, conflict management abilities are necessary because they enable people to settle disagreements fairly and sensibly. They also assist to avoid disagreements from becoming major issues and may even contribute to better employee satisfaction.
The avoidance style helps to prevent conflict by sidestepping it or putting it off until later. This can be helpful in the short term, but ignoring problems could lead to a buildup of tension and unhealthy relationships.
High cooperation and low assertiveness characterize the collaborative approach to conflict management. This form of conflict resolution can be time-consuming and requires attentive listening to comprehend the viewpoints of the other party.
A win-win strategy that puts the relationship and the result first is the collaborative conflict management method.
The first step in settling a problem is acknowledging that one exists. It sounds simple, but sometimes it's hard to tell when there might be problems or disagreements between team members. There are situations when people might not feel at ease admitting that there is a conflict.
Conflicts can't be resolved unless all relevant perspectives are considered. Spend the time necessary to understand all the important details.
Active listening and understanding the viewpoint of the other party are key components of collaborative conflict management. Although it might take time, doing so can result in greater outcomes and stronger relationships.
One of the problems with competing styles is that they can damage relationships, which may make the other person less likely to work with them.
A communication conflict may result from a misunderstanding of the intent behind words or actions. The speaker and the listener, as well as their various points of view, the words they use and the various connotations each word has for each individual, the implicit message (intent versus actual words), the context, and the process of flow, are all important factors in the complex process of communication.
The goal of a competing style is to win the argument by pushing your point of view and ignoring the other person's.
Putting the other person's needs and wants ahead of your own is a key component of the accommodating conflict management approach. It's a good method to resolve minor disputes amicably and get over them.
