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Conflict Resolution
To effectively resolve conflict, one must have a realistic understanding and acceptance of conflict. Many people accept conflict only grudgingly in theory and are even less tolerant of its open expression in the workplace. Conflict continues to be viewed negatively by many people and professionals.
Conflict is a basic ingredient in our evolutionary biology and psychology; it is part of our human makeup and chemistry. Likewise, some forms of personal and social conflict are peripheral, unnecessary and destroy relationships, while other conflicts are substantive, that is, necessary and useful, encouraging the growth and development of relationships and society.
Conflict results from the absence of reason and from being overrun by emotion. For instance, establishing communication ground rules in conflict resolution are ostensibly calculated to preclude or limit unhelpful emotional outbursts by parties which are thought to impede the calm, rational discussion of substantive issues. Emotion unchecked will likely or even predictably lead to physical aggression. This technique may have the reverse effect: suppressing the expression of emotion may lead to an escalation of the conflict. We must accept the expression of emotion as a natural and necessary part of the conflict, not to be suppressed but constructively managed. In resolving conflict, we redirect and use the energy the conflict generates constructively. To be successful, we must read the conflict between the parties and devise a strategy that effectively uses the parties’ force and energy to negotiate the conflict.
Simply stated, conflict is the discrepancy between what the perceived reality of the situation is and what is seen as the ideal. Conflict can be healthy and will allow participants to expand their understanding of issues and tasks. Applying the appropriate approach to conflict will help manage conflict when it occurs. Encouraging collaboration
Conflict is a basic ingredient in our evolutionary biology and psychology; it is part of our human makeup and chemistry. Likewise, some forms of personal and social conflict are peripheral, unnecessary and destroy relationships, while other conflicts are substantive, that is, necessary and useful, encouraging the growth and development of relationships and society.
Conflict results from the absence of reason and from being overrun by emotion. For instance, establishing communication ground rules in conflict resolution are ostensibly calculated to preclude or limit unhelpful emotional outbursts by parties which are thought to impede the calm, rational discussion of substantive issues. Emotion unchecked will likely or even predictably lead to physical aggression. This technique may have the reverse effect: suppressing the expression of emotion may lead to an escalation of the conflict. We must accept the expression of emotion as a natural and necessary part of the conflict, not to be suppressed but constructively managed. In resolving conflict, we redirect and use the energy the conflict generates constructively. To be successful, we must read the conflict between the parties and devise a strategy that effectively uses the parties’ force and energy to negotiate the conflict.
Simply stated, conflict is the discrepancy between what the perceived reality of the situation is and what is seen as the ideal. Conflict can be healthy and will allow participants to expand their understanding of issues and tasks. Applying the appropriate approach to conflict will help manage conflict when it occurs. Encouraging collaboration