There are also two types of strategies for behavior in conflicts: passive and active. The first is avoiding a dispute, making concessions, the second is forcing agreement, compromise, cooperation.
The leader must understand which conflict management methods will work, which scheme is best suited for a particular situation, and ensure that the participants choose it. We suggest studying the five main strategies in detail and find out in which situations they should be used.
Care
This option is for those who self employed database are not ready to conflict and cooperate with the opposing side. Choosing to leave means the participant's refusal to achieve goals, both their own and the opponent's. The strategy will work if:
the problem is too simple to spend so much effort on solving it, or there are other, more important tasks;
the participant wants to reduce the emotional intensity and is not against the opponent changing his point of view;
the conflict has no chance of a positive outcome.
Compliance
This strategy differs from withdrawal in that it requires taking into account the interests of the opposing party and striving for cooperation. In carrying it out, the participant sacrifices his own interests in favor of the opponent. Concession should be shown if:
a person understands that he is wrong;
the subject of the conflict is more important for the opponent than for the participant;
the party wants to reduce losses in the event of a defeat in an incident.
However, using this strategy creates the risk of developing a reputation as a weakling and of similar situations being repeated over and over again.
Compulsion
The complete opposite of compliance. When using this strategy, the participant seeks to resolve his own interests to the detriment of the opponent's interests. This is usually the case when the position being defended is of vital importance.
Conflict Management Strategies
Coercion leads to confrontation within the team, damaged relationships with colleagues and threatens a complete loss of authority if the position of this party ultimately turns out to be wrong.
Compromise
Accepting a compromise solution will partially satisfy the interests of both parties. This step is usually taken when it is necessary to find a more or less reasonable solution in a short time.
Compromise negotiations as a method of conflict management will allow at least a temporary solution to the problem.
This strategy also has its downsides. As a result, it may happen that neither side is satisfied, so no one will honor the agreements reached.
Cooperation
An improved version of compromise. Both strategies are considered the most constructive. In this case, the parties to the conflict work together to resolve the issue in order to fully satisfy the interests of each participant.
This strategy is ideal for those interested in truly resolving the incident, but it is the most time-consuming.
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