To resolve conflict amicably, human resource managers should engage the conflicting parties to find out the stage of conflict. The pre-conflict stage is where either one or all parties in conflict realize the divergence in ideas or interests. At this stage, tensions begin to develop and if the differences are not resolved, there is potential for confrontation. At the confrontation stage, one side or both side express their dissatisfaction with a given situation.
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At the confrontation stage, other individuals, not party to the conflict, begin to take sides and gather information on the conflict (Fisher, 2007, p. 25). At the crisis stage, the conflict has escalated and the situation may be irreversible if preventive measures are not implemented fast. One or both parties in conflict may exhibit violent or aggressive behavior towards each other.
Mapping out conflict begins with identifying who the parties in the conflict are, their relationship, and the issue under contention. After mapping out the conflict, the arbitrator should use negotiations to help the conflicting parties to reach a place where all parties are comfortable with the situation (Scott, 2010, p.123). The arbitrator should encourage the involved parties to compromise in a bid to realize a solution. If the parties do not want to compromise, the arbitrator can use coercion and threats to get them to resolve the conflict amicably.
The concepts of stages in conflict resolution, conflict mapping, and tactics in resolving conflict give a summary of conflict management strategies. Therefore, being a team leader, I will be able to encourage positive conflict management by using the three concepts to manage the differences in my team.
Fisher, S. (2007). Working with conflict: skills and strategies for action. USA: Palgrave MacMillan.
Scott, V. (2010). Conflict Resolution at Work for Dummies. Canada: Wiley Publishing Inc.