Criteria for Conflict Management
To address conflicts effectively, developing a transparent criteria system is necessary. These criteria contribute to the practical and fair resolution of disputes, allowing one to consider the interests of all parties. For example, conflict management should be based on equity and fairness to each participant. It implies the exclusion of any demographic characteristics, such as gender or age, and creates equal opportunities for all parties (Rahim and Katz, 2020). Moreover, one must not take either side to avoid prejudice and favoritism. The solution to the conflict should benefit both the participants and the organization.
The most effective way to resolve disputes involves fostering long-term relationships between the participants (Sasikala et al., 2021). An important criterion is maintaining good relations between the parties after the conflict is resolved, as this will have a positive impact on the organizational atmosphere. In addition, essential criteria include the validity, consistency, and transparency of the decisions. Nobody’s rights should be violated during conflict resolution (Rahim and Katz, 2020). By following these criteria in conflict management, you can achieve the optimal results for both parties and the organization.
Choosing an Appropriate Strategy
Choosing an appropriate strategy for conflict management depends on various factors. These factors include the causes and extent of the conflict, the participants, and the situation’s impact on the organization. Furthermore, it is crucial to consider the potential vulnerabilities of the parties (Rahim and Katz, 2020). All this complicates the choice of a practical approach, especially when decisions must be made quickly.
The most effective strategies are collaboration and negotiation. With this approach, the parties to the conflict can discuss the problem and find a solution jointly (Sasikala et al., 2021). For negotiations, a mediator can be involved, who can objectively and critically assess the situation and help find the best solution. In some cases, compromise and accommodation strategies can be effective, especially for short-term solutions (Sasikala et al. 2021). However, both of these approaches imply a certain disregard for the interests of the parties, which might lead to a more protracted conflict in the future.
References
Rahim, M. Alfzalur and Jeffrey P. Katz. 2020. “Forty years of conflict: the effects of gender and generation on conflict-management strategies.” International Journal of Conflict Management 31 (1): 1-16.
Sasikala, P., C. Santhiya, and K. Swetha. 2021. “Conflict management in work place.” PalArch’s Journal of Archaeology of Egypt / Egyptology 18 (08): 4749-4758.