Sooner or later there will be an explosion: no one can live without conflicts. One common form is when a person disagrees with a group. But if squabbles get out of hand, cohesion and, at some point, success will be at stake. Conflict resolution techniques are needed. How can you learn to find compromises with a company? What are conflict resolution strategies?
In this article:
Why resolve conflicts with a group? Conflict resolution strategies and their assessment Different types of conflicts How to recognize conflicts in a group Reducing the likelihood of conflict: 4 important factors 8 questions about conflict resolution
Why resolve conflicts with the group?
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It’s cruel but true: in this world, conflicts are more normal than exceptional. For example, in the workplace. Harmony and harp sounds? Rarely seen. The good news is that many conflicts disappear on their own.
It is not necessary to settle every dispute by turning to a mediator. Other conflicts flare up regularly - or swing so high that an explanatory conversation over tea and cookies is no longer enough to resolve them. However, resolving disagreements is important for the health of the participants and the success of the entire group.
Causes
Psychology and sociology highlight the main causes of intragroup and intergroup conflicts.
- Competition for limited resources . Arises due to a divergence of interests. This could be a claim for finance, market, territory, equipment. One of the reasons is information, or rather, its lack. The group may resent the fact that some are given permission to do a certain activity and others are not. Or one department received a bonus, but another did not receive it. This also includes the struggle for more comfortable living conditions.
- Unfair distribution of benefits .
Within an enterprise, there may be uneven rewards for employees. Another reason is a different number of responsibilities with the same reward. Here, the stability of work and the peace of the team is violated by the need of its members for justice. - Conflict between formal and informal leaders . In any large team, sooner or later an informal group appears, and it, accordingly, has its own leader. His ideas may not coincide with management and may even have a negative impact on the production process. These conflicts require special consideration and, if necessary, elimination of the informal leader sabotaging the work process. It is worse when an informal leader appears within the country, which causes significant damage to the state.
- Band size. This factor is no less important to consider. The smaller the group, the more attractive the individual evaluates belonging to it. Conflict with a small group is perceived most painfully, especially if it has an authoritative position in the team. In this case, there is a fear of losing the feeling of being chosen and belonging to the status. On the other hand, tension increases in a small group when new members join it. With large teams this is less noticeable, since the ties that bind are weaker.
Conflict resolution strategies and their assessment
Dispute mediation is the best form of conflict resolution. But there are different, more or less reasonable, conflict resolution strategies:
The escape
Those who run away follow an avoidance strategy. This can be useful when the enemy is much stronger. At the same time, this is not a real solution to the conflict, because the “refugee” has no room for maneuver.
Struggle
He who fights can win an argument or discussion. However, this is not always satisfactory—the law of the strong does not necessarily lead to the best solutions. But this is especially important when it comes to collaboration.
5 Ways to Resolve Conflict
Resignation
The other side of the coin is to give up early. So, you have peace of mind, but again you cannot voice your ideas and desires. Thus, resignation is not suitable as a permanent conflict resolution strategy.
Mediation
If the battles are completely bitter, a neutral perspective can help resolve the conflict. This can be done through mediation or observation.
Compromise
To compromise, the conflicting parties need significantly greater tolerance. This is only a partial agreement, as the parties are giving up some aspects. Moreover, the cause of the conflict has not been fully resolved. So this is also not an ideal option.
Agreement
Agreement or cooperation can be reached if both parties to the conflict find common solutions. The point is not to unilaterally force something, but to develop a constructive solution to the conflict.
Forms of manifestation
Conflict between groups can occur in different scenarios:
- rivalry , when communities need to achieve the same goal,
- clash , in which groups seek to cause harm to each other,
- domination , one group tries to dominate and control another, while the second puts up resistance,
- avoidance , a group or individual tries to withdraw, avoid interaction by any means,
- suppression , one group gains an advantage, begins to impose its own rules,
- adaptation , the desire of one group or individual to adapt to another group for the sake of maintaining status, peace of mind, life.
The form of manifestation depends on the size of the group, the strength and capabilities of its participants, the likely degree of punishment that will follow upon submission, and the willingness to take risks.
Different types of conflicts
There are different types of conflicts. These are, for example, value conflicts, power conflicts, goal conflicts, relationship conflicts or perception conflicts. The causes of the conflict may be specific:
- Personal animosity.
- Different values (politics, religion, society, etc.).
- Envy and jealousy among colleagues.
- Tension due to increasing pressure from competitors.
- Mobbing.
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- Weak leadership.
- Stress and excessive demands.
- Fuzzy assignments and task distribution.
- Health problems.
Knowing these types of conflicts can be a step towards resolving them. Because a vigilant observer can recognize a problem through certain premises.
How to recognize conflicts in a group
Resolving conflict is not always easy. But first you need to recognize it as such. This is not always so simple, especially in large, extensive companies and groups. Signs of impending conflict may include (for example, at work):
- The number of reports of illness is increasing.
- There were requests from employees for transfers.
- Employees quit.
- The error rate is increasing.
- The tone becomes noticeably rougher.
- Employees just dump work on each other.
- An individual changes his behavior noticeably.
Conflict culture of personality
Regardless of whether there are international conflicts, examples of which most clearly demonstrate the destructive nature of the conflicting behavior of the parties; or we are talking about a minor quarrel between work colleagues, the optimal way out seems extremely significant. The ability of the opposing parties to find compromises in a complex disputed situation, to restrain their own destructive behavior, to see possible prospects for further cooperation with real opponents - all these factors are the key to a possible favorable outcome. At the same time, no matter how important the total role of state policy, economic and cultural-legal systems in society is, the origins of this trend are in certain specific individuals. Just like a river begins with small streams.
We are talking about a conflictological culture of personality. The corresponding concept includes the ability and desire of an individual to prevent and resolve social conflicts (Samsonova N.V.). In this case, it is advisable to recall the concept of “constructive conflict”. Examples of modern conflicts (given their aggravated and large-scale nature) demonstrate, rather, the absence of any constructiveness in conflict interaction. In this regard, the concept of conflictological culture of the individual should be considered not only and not so much as one of the conditions for the optimal resolution of controversial situations in society, but also as the most important factor in the socialization of the personality of every modern individual.
Reducing the likelihood of conflict: 4 important factors
How to reduce the likelihood of conflict between an individual and a group? These four factors help:
- Communication: one-on-one conversations, rationale for decisions.
- Transparency: keep things informed, explain processes.
- Appreciation: Take into account the wishes of each group member.
- Participation: search for solutions together, give freedom of choice.
Conflict resolution:
Protection
If the conflict has already fully escalated, immediate action must be taken. Especially when you, as a manager, feel that one of the employees is in danger - because he is constantly being insulted or even threatened, or his health is in poor condition.
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Spatial separation of brawlers is often the first step. Even warnings to fire individual employees may well be an option. But this is the last resort - if all else fails.
Mediation
Otherwise, you should first clarify who is responsible. Who should be the mediator between the fighters? Someone has to fill this role, otherwise no one will feel responsible. This could be a team leader or the HR department at work.
It is important that he or she actively guides the process from start to finish, for example by holding individual discussions and suggesting compromises. Basically: keep the pool of participants as small as possible. Otherwise, the confrontation between two people threatens to escalate into a street fight involving everyone in the group.
Connection
During the conversation, you can explore the main questions: how did the conflict arise? What are the positions of the two opponents? Who or what contributed to the dispute? It is best to ask each applicant to tell his or her side of the story and listen to his or her point of view.
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It is important for the mediator to maintain a neutral position, calmness and objectivity. Anyone siding with one of the two sides increases the risk of escalation. The moderator must focus on resolving the conflict - and therefore on the future. How can we get out of this together? The reasons and the question of guilt are important, but the solutions are more important. It is best to find a solution that is fair for both parties to the conflict and for the group as a whole. The emphasis is on honesty.
Monitoring success
Conflict resolution is a matter of trial and error. If it was possible to physically separate two rivals, but conflicts continue to flare up at the next meeting, the problem is not solved.
Therefore, it may also be appropriate to insist on compliance with the (newly established) rules. According to the motto: “We agreed that we will act one way or another if something is unclear. Please stick to it!”
Types of contradictions
- Internal contradictions are a clash of interests of two parties, represented by individuals, groups or organizations.
- Antagonistic - open hostility that does not imply a truce; non-antagonistic – accepting compromises).
- Basic and non-basic contradictions;
- Objective and subjective contradictions.
At the beginning of any kind of conflict there are contradictions that manifest themselves in social tension; they are latent and static; conflict is an open form of conflict.
Social conflict is a stage of clash of interests of individuals, groups, institutions or organizations that increase opposing tendencies. It is expressed in the confrontation of individuals or groups for the use or possession of a good.
