Resolution of Conflict: Steps & Technique for Successful Resolution

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Resolution of Conflict; is the process of resolving disagreements or disputes between individuals, groups, or organizations. It entails determining the fundamental cause of the issue and arriving at a mutually acceptable solution.

This page will go over the various types, methods, procedures, tactics, and approaches of conflict resolution. We will also look at workplace conflict resolution, its benefits and drawbacks, as well as why it is so important. In addition, we will discuss conflict resolution in narrative and the factors that drive it.


Steps of Conflict Resolution

The steps of conflict resolution can be summarized as follows:

  1. Identify the problem: The first step in resolving a conflict is to identify the problem. It’s important to understand the root cause of the conflict to find an appropriate solution.
  2. Explore solutions: Once the problem has been identified, both parties should explore potential solutions.
  3. Select a solution: After exploring different solutions, both parties should select the most appropriate solution. This may involve compromising or finding a solution that meets both parties’ needs.
  4. Implement the solution: Once a solution has been selected, both parties should work together to implement it.
  5. Evaluate the outcome: After implementing the solution, both parties should evaluate the outcome and ensure that the conflict has been resolved successfully.


Resolution of Conflict Types

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There are different types of conflict resolution, including negotiation, mediation, arbitration, litigation, and collaboration.

Personal relationships, family dynamics, business conflicts, and even global conflicts between nations can all benefit from conflict resolution. Depending on the setting and the parties involved, the tactics and approaches employed may differ.

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Negotiation Strategy

One of the most common methods of conflict resolution is negotiation, which involves both parties working together to find a solution that meets everyone’s needs. Negotiation can be used in a variety of situations and can be particularly effective when there is a shared interest or goal.

Mediation Strategy

Another strategy is mediation. Mediation involves a neutral third party who helps parties communicate and work towards a resolution.

The mediator does not make decisions, but helps parties clarify their issues, interests and concerns, and helps them find common ground.

For example, a couple going through a divorce may use a mediator to help them negotiate custody arrangements and division of property.

Arbitration Strategy

A third strategy is arbitration. Arbitration involves a neutral third party who acts as a judge and makes a decision about the outcome of the conflict.

The parties involved agree to accept the arbitrator’s decision as final and binding. For instance, two parties in a contract dispute may agree to submit their case to an arbitrator instead of going to court.

Collaboration Strategy

Finally, a fourth strategy is collaboration. Collaboration is a process in which parties work together to find a mutually beneficial solution. In collaboration, parties involved in a conflict identify shared interests and work to find a solution that satisfies everyone’s needs.

For example, a group of coworkers who are having a conflict may collaborate to find a solution that benefits everyone and improves their working relationship.

In conclusion, the strategies of conflict resolution are a set of techniques that can help parties involved in a conflict reach a resolution that is mutually acceptable. By using negotiation, mediation, arbitration, or collaboration, parties can work towards resolving their differences in a constructive and peaceful manner.

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Conflict Resolution in the Workplace

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Conflict in the workplace can be detrimental to productivity, employee morale, and ultimately, the success of the organization. Effective conflict resolution involves creating a culture of open communication and respect, where employees feel safe to raise concerns and work collaboratively to find solutions.

Employers can also consider training programs and the use of third-party mediators to help resolve conflicts in a timely and effective manner.

Effective communication is key throughout the process, and it’s important to remain open-minded and flexible in finding a solution that works for everyone.


Conflict Resolution Techniques

Resolution of Conflict is a process of finding a mutually agreeable solution to a dispute between two or more parties. There are various techniques that can be used to resolve conflicts in a constructive and peaceful manner.

Reframing Technique

One such technique is reframing, which involves changing the way a problem is viewed. By reframing the problem, parties may be able to identify a new solution or compromise that they were not able to see before.

De-escalation Technique

Another technique is de-escalation, which involves reducing the intensity of the conflict. This can be achieved by acknowledging the emotions and concerns of each party, listening actively to their perspective, and finding common ground.

By reducing the emotional intensity of the conflict, parties may be able to focus on finding a solution rather than on winning the argument.

Problem Solving Technique

Problem-solving is another technique that involves working together to identify the underlying issues that are causing the conflict.

This technique involves defining the problem, generating ideas, evaluating the pros and cons of each solution, and selecting the best option. By working collaboratively, parties may be able to find a solution that meets the needs of all parties involved.

Brainstorming Technique

Finally, brainstorming is a technique that involves generating a large number of ideas in a short period of time. This technique encourages parties to think creatively and outside of the box.

By generating a large number of ideas, parties may be able to identify a solution that they would not have thought of otherwise.

For example, imagine that two coworkers are arguing about how to approach a project. They are both passionate about their ideas and are having difficulty finding common ground.

By using the de-escalation technique, they may take a break and acknowledge each other’s concerns. They may then use the problem-solving technique to identify the underlying issues and brainstorm possible solutions.

By reframing the problem and thinking creatively, they may be able to identify a solution that meets both of their needs.


The Drawbacks of Conflict Management

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The process of finding a mutually acceptable solution to a disagreement between two or more parties is referred to as conflict resolution. While it can be an efficient method of resolving disagreements, there are some drawbacks to this method.


The time and resources required to address difficulties

One significant downside is the amount of time and resources required to resolve conflicts. Conflict resolution frequently entails a protracted process of negotiation and compromise, which can be time-consuming and expensive.

If two business partners disagree about how to run the company, it may take multiple meetings and discussions with lawyers and mediators to reach an agreement.

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Possibility of one party feeling defeated

Another disadvantage of conflict resolution is the potential for one party to feel like they lost. This can occur when one party is required to compromise or give up something they value in order to reach a resolution.

For example, in a divorce settlement, one spouse may feel like they got the short end of the stick if they are required to give up a significant portion of their assets or time with their children.

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Conflict settlement is not always successful

Furthermore, conflict resolution may not always be possible or beneficial in all circumstances. Conflict resolution, for example, may not be suitable or safe for the victim in circumstances of domestic violence or abuse.

Overall, while conflict resolution can be an effective tool for settling disagreements, it is critical to examine its potential downsides and limitations before pursuing this technique.

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Conflict Management examples

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One example of conflict resolution could be a workplace disagreement between two colleagues about how to approach a project. They have different ideas about how to proceed and neither is willing to compromise.

In this situation, the first step in conflict resolution would be to identify the source of the disagreement and try to understand each other’s perspectives. This could involve open and honest communication to clarify the goals and objectives of the project, as well as each person’s role and responsibilities.

Next, the parties could brainstorm different solutions that would meet the project requirements while also addressing each other’s concerns.

This could involve considering different approaches, dividing up tasks, or finding common ground that would allow both parties to feel heard and valued. Once a solution is agreed upon, the parties can work together to implement it and monitor its success.

Overall, conflict resolution requires effective communication, active listening, and a willingness to compromise and find a mutually acceptable solution. By working together to address conflicts in a constructive and respectful manner, parties can build stronger relationships and achieve better outcomes.


Why is Resolution of Conflict Important?

Resolution of Conflict is important for several reasons. Firstly, it helps to maintain positive relationships between individuals and groups. Conflicts can create tension and negative emotions that can damage relationships and hinder collaboration. By resolving conflicts, parties can rebuild trust and respect, and work towards a common goal.

Resulting in more effective and efficient problem-solving

Second, resolving conflicts can lead to more effective and efficient problem-solving. When parties are at odds, they may become more concerned with winning the argument or proving their point than with finding a solution that works for everyone.

As a result, remedies may be useless or incomplete. Parties can work together to address problems more effectively and achieve better outcomes by resolving disagreements and finding mutually accepted solutions.

Conflict resolution lowers stress and boosts well-being

Thirdly, Resolution of Conflict can reduce stress and improve well-being. Conflict can be a significant source of stress, anxiety, and even physical health problems. By resolving conflicts, individuals can alleviate these negative effects and improve their overall well-being.

Finally, conflict resolution is essential for creating a positive and productive work environment. Conflict can lead to high turnover rates, low morale, and reduced productivity.

By addressing conflicts in a timely and effective manner, employers can create a positive work environment that promotes collaboration, innovation, and growth.

In conclusion, Resolution of Conflict is an important process that can help individuals and organizations navigate difficult situations and build stronger relationships.

By understanding the different methods, steps, strategies, and techniques involved in Resolution of Conflict, we can learn to navigate conflicts effectively and create positive outcomes for all parties involved.

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