What Is Conflict Management? - Definition

Conflict management is the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently. It is common thing everywhere in every organization it happens

Stewards experience workplace conflicts as well. It would be great if you get along with everyone, but there will be times when somebody will get on your nerves or do something that would irritate or anger you. It happens to everyone. It is important that the stewarding manager know how to manage workplace conflicts. Conflict management and resolution is one of the most important roles of the manager. The process should address every steward’s concern and the conflict should be resolved to everyone’s satisfaction.
A good conflict management and resolution strategy will help greatly reduce potential problems at work. Stewards need to be able to work together, so the stewarding manager needs to be able to resolve conflicts. The absence of hostility and aggression in work will help stewards be more effective and efficient. There are actually various conflict management strategies that stewarding managers can use in order to resolve conflicts. We thought we’d discuss some below:
1. Avoidance. Generally, this is the least most effective strategy. Managers should not avoid conflict resolution. Conflicts should be addressed and immediately resolve. However, avoidance can be useful if there are no pressing needs to resolve problems immediately. Often, stewards like most employees will prefer to evade or ignore problems or issues completely. Unfortunately, this is not something one can do on a long term basis.
2. Accommodation. This strategy aims to have one party more open to the needs of the other party in a conflict but typically at the expense of the former. This can be very useful if one party to the problem does not care much about the issue involved. The accommodating party usually possesses little power in the situation, so he or she is more accommodating. The great thing about this strategy is that the parties can typically build a better relationship after conflict management and resolution.
3. Compromise. This is probably the best conflict management strategy. The ultimate goal is collaboration and accommodation of both parties. Parties are encouraged to give up some ground in order to gain ground on other. This is the best conflict resolution strategy if time is fairly limited and the issue is not worth exploring any further.
4. Competition. This is the opposite of compromise. This strategy is about supporting one party’s claim over the other. It supports one party’s needs while it ignores another. This is a win-or-lose approach and it is only useful when the issue is important, when time is limited or when one party’s need is more important than the other. However, this is the least effective strategy. It can be viewed as steam-rolling your stewards.
5. Collaboration. This is the least used strategy. This takes time and this requires a lot of conflict resolution and management skills. This is about getting the parties to acknowledge and accept differences. This aims to get the stewards to open themselves to alternative solutions to their issue. This is the most important strategy when the issues are crucial to everyone involved.
So, what conflict resolution and management strategies have you used? Which ones do you find most effective?