Why are they needed? Conflict management methods are recommended for use in any team where violent clashes of interests are possible. Managers should be the first to react to heated arguments that smoothly turn into aggressive confrontation.
How to use? There are various methods, ways and strategies of conflict management. All of them are divided into passive, with the participation of the manager and disputants, and active, when a mediator is invited and agreements are documented.
The article explains:
Types of conflicts
Positive and self employed database negative consequences of conflicts
2 forms of conflicts
Conflict Management Strategies
Conflict Management Methods
Step-by-step conflict resolution
A simpler 3-step conflict resolution algorithm
Conflict Resolution Guidelines
Common Mistakes in Conflict Management
3 Absurd Conflict Resolution Ideas That Worked
Prevention of conflicts in the team
5 Scenarios for Using Neural Networks to Increase Website Conversion by 40%
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Types of conflicts
A conflict is an intersection or, more precisely, a clash of different views, opinions, and opposing interests. Such situations can arise for various reasons: material – because of money or position, non-material – out of principle or conviction.
A conflict is not an argument or a quarrel. The difference is that when it arises, the subject of discussion is not in doubt, and the opponents experience mostly neutral or even positive emotions. A quarrel can start over a trifle, and even that will be forgotten in the process of clarifying the relationship. In this case, there is enough negativity on both sides. In a conflict, the subject of the clash and the emotions that arise are always important.
Types of conflicts
Conflicts that arise in organizations are of the following types:
Conflict of goals. Participants see the state of the incident subject in accordance with their own goals. For example, departments cannot develop a unified marketing strategy: some want to increase sales, others - primarily promote the brand.
Conflict of interest . The parties strive to possess the same resource – the subject of the incident.
Emotional conflict . Occurs in the process of interactions between people. In such clashes, participants often replace the subject of the incident with a person.
The development of a conflict can be associated with both management errors and employee behavior. The boss has incorrectly organized the work process, made a mistake in distributing job responsibilities, poorly established the communication system, team management. On the other hand, the habits and manners of employees, their integrity, and attitude to work can easily lead to a conflict.
When a person works in a team where everyone is on their own, they become vulnerable. Everyone reacts to this state differently: some get angry and give up everything, leaving the project, others start to take out their dissatisfaction on their colleagues, others take on everything at once and end up burning out. In the end, everything collapses.