Understanding and recognizing conflict during its early stages is the first step to a successful conflict resolution. Most conflicts occur as a result of differences in personalities, values, style, and goals, while others result from the scarcity of resources, leading to competition for the scarce resources in the environment. Conflicts can, however, be used to transform different situations into positive results. This can be done by accepting conflicts as a normal occurrence and using the same conflicts as learning experiences and chances to utilize one’s leadership skills.
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Awareness is also essential in conflict resolution in that through it, people are able to understand ways on how to deal with the effects of conflicts (Baden, 2007). This can be established by having people openly speak out on how they feel about the different situations and their possible recommendations.
There are various conflict management styles that help in solving conflicts and which could be useful in solving the conflict in the case of Zimmerman vs. Trayvon Martin. One of the most effective conflict management styles is accommodating. This is when one decides to abandon his goals, beliefs, and objectives to embrace the situation in the environment. Accommodating requires one party to sacrifice and find possible solutions to existing problems and to resolve conflicts. The management style is preferable as it helps in maintaining a good relationship between the involved parties (Butler, 2009).
Avoidance is another approach to conflict resolution, whereby the different parties just evade the dispute to avoid a conflicting situation. With this approach, both parties do not pursue their goals and objectives; hence, the problems are not solved (Baden, 2007). This approach is common in situations where the issue is minor or where there are no signs of winning.
Collaborating is another possible management style whereby the different parties team up to achieve the set goals and objectives from both sides. This approach requires a high degree of trust between the parties. The use of this technique has been found to take longer to resolve a conflict. The different parties could also compete as a strategy of conflict resolution whereby one party focuses on achieving their goals without having to consult the other party. The approach helps in making quick decisions, especially in critical situations.
Compromising could also be used for conflict management. Here, none of the parties achieve their goals or objectives (William & Killian, 2003). This is considered to be the easiest way to avoid conflicts.
The above-discussed strategies of conflict management are important in maintaining a good relationship between the two parties in the case of Zimmerman vs. Trayvon Martin. Accommodating would be the best method of choice for the case. Additionally, negotiations are essential in handling and solving conflicts so as to reach an agreement. Principled negotiations consist of several principles that govern the negotiation process. One essential principle is to separate the people from the problem and deal with the problem separately. The second principle requires the parties involved in the negotiations to focus more on interests, not position. They should focus on the interests that motivate people in different situations.
The third principle requires the parties to invent a variety of options to come up with a viable solution to the problem. The fourth principle of negotiation requires the parties to focus more on the objective criteria by applying the best possible criteria to solve the conflict. Negotiations could also be hindered by poor communication, misunderstanding, poor relationships, and emotional responses (William & Killian, 2003).
Baden, E. (2007). Conflict Management. New Jersey: John Wiley & Sons.
Butler, M. (2009). International Conflict Management. Oxon, UK: Routledge.
William, P. & Killian, J. (2003). Handbook of Conflict Management. Hampshire, UK: Taylor & Francis.