Soft Skills In Project Management - Soft Skills In Project Management

Categories of Conflict

According to the conflict theory which details conflict management, conflicts are either rational or due to personal styles, and occur mainly due to conflict of interest. Relational or personal conflicts are generally regarding individuality or self-perception, or essential characteristics of association like faithfulness, defiance of belief, professed unfaithfulness or absence of values. Conflict management approach, and conflict negotiation will be greatly influenced by the type and nature of conflict.

Instrumental conflicts concern objectives, organisations, practices and resources, tangible and essential within the company or for a person.

Conflicts of interest affect the aspects in which the resources of attaining objectives are allocated, like funds, time, location and team. They can also be around aspects associated to these like knowledge, significance, or and proficiency. An example is when a family argue whether utilize funds to repair the house or proceed on a holiday.

Conflict resolution is an approach to reach a balanced solution to a difference of opinion, which may be monetary, individual, emotional, or political. When an issue occurs, often negotiation is the most suitable action to solve the misunderstanding of the internal conflict.

Conflict Management Strategies in Companies

Conflict can occur in any condition when more than one person is affected,. The triggers of conflict can be different objectives, idealistic diversities, or inconsistencies in authority. Badly handled conflicts create a trust deficit and professional efficiency is affected. For companies which are small, and achievements are closely associated with the interrelation of limited persons, conflicts can cause a significant effect on the business. With a fundamental knowledge of the conflict management strategies, small business can effectively manage conflicts, before these become uncontrollable. The conflict management strategies are mentioned as under.

Accommodating

This approach is basically based on satisfaction of needs to the opponent, and this strategy occurs when peace is desired, or it is believed that the subject is insignificant.

Avoiding

The avoidance strategy pursues a policy of indefinite postponement of the issue. By neglecting or prolonging the conflict, it is expected that the problem will resolve in routine without a deliberate effort. In some conditions, evasion may be a suitable conflict management strategy, like after the termination of services of an inefficient employee. The engagement of a more effective alternate person may pacify the issue.

Collaborating

Collaboration involves incorporation of various opinions from numerous individuals. The purpose is to discover an innovative solution which has acceptance of all the persons. Collaboration can be a lengthy activity, which may not be be suitable for all kinds of conflicts.

Compromising

The compromising policy usually requires partial foregoing of needs by both persons involved in conflict, to reach an acceptable solution. This strategy is normally used during contract negotiations, when each contributor foregoes something.

Competing

Competition results in either success or failure of the parties concerned. This conflict management strategy is normally used by extremely aggressive people, and normally suitable in a few occasions only, like crisis circumstances. Generally, this conflict resolution strategy is applied only at extreme situations, when other conflict management strategies and conflict negotiation are not suitable.

Also read:

Conflict Management Styles in Facilitated Leadership