- The need for effective conflict resolution practices is present in all areas of any society. Business, government, family life, all require a certain level of cooperation in order to function effectively. The importance of learning how to resolve conflict became most apparent in the 1950's and 1960's during the Cold War.
Experts from the United States and Europe from various fields came to together to identify and implement conflict resolution strategies to present to international officials. Their efforts were unsuccessful at the time, however the study of conflict resolution grew from there. The importance of keeping the peace in the face of nuclear threat prompted the need for understanding and managing conflict. - One well known theory on conflict resolution is the Thomas-Kilman Conflict Mode Instrument (TKI), made up of conflict style descriptions, first formulated by Kenneth Thomas and Ralph Kilman in the 1970s. This model addresses the five conflict resolution styles seen in the general populace. They are:
ÞCompetitive
ÞCollaborative
ÞCompromising
ÞAccommodating
ÞAvoiding
The theory proposes that in identifying and understanding individual conflict resolution styles, we're better able to formulate an approach that would best resolve a particular set of circumstances.
Conflict resolution approaches typically start out with identifying the key stages of conflict escalation. Initially, a backdrop, or background friction may exist. The emergence of the actual conflict would then be the first or second stage. Hard feelings, or stalemates may occur at this point, after which the de-escalation phase can begin.
The actual resolution process is free to begin once negative drives are effaced and processed. Both sides can now take more inclusive perspectives and work towards solutions that benefit both parties. Once a resolution is reached, the restoration of peace can begin.- Through effective conflict resolution practice, interpersonal relations benefit in several ways. It encourages input from all parties involved, and creates a two (or more)-way conversation model. Each participant is then able to acknowledge the importance of others' views and perspective.
By asking questions and encouraging an exchange of ideas, conflicts can be resolved through a win-win approach where all interests are factored into the outcome. The result is mutual respect and a deeper understanding and appreciation of interpersonal relations in general.
Conflict is a part of life. It's only a bad thing if conflicts are never resolved. Once resolved, though, the outcome is growth, be it personal, or professional. When done correctly, conflict resolution can lead to a better understanding of ourselves and others. When team dynamics are involved, consistent conflict resolution practices promote a sense of team morale and capability.
Disagreements will lead to an outcome, one way or another. Employing effective conflict resolution skills can mean the difference between a positive or a negative outcome. The more quickly conflicts are resolved, the earlier progress can be made.
