Conflict management is often confused with conflict resolution, but the management of various conflict issues such as gossip, feuding or terrorism is a long term approach to an issue and may or may not end in a resolution.  Conflict resolution is the act of resolving a dispute between two parties.

There are various types of conflict that one can find in the workplace or that we impose on each other in our personal lives.  Understanding the nature of conflict and how we react to it can assist in overcoming the problems.  In addition, there are various methods that can be implemented in order to resolve the issues at hand.  While conflict may seem to be a stumbling block in our lives, it can also be an excellent learning curve and can result in a much better understanding of how to address certain aspects of our lives.

The advantages of engaging in conflict resolution include:-

•  A Better Understanding of the Situation.  Having the ability to discuss openly the predicament allows both parties to clearly understand how the other thinks and feels.  This additional understanding will benefit their long term relationship.

• Resolutions Result In Better Bonding Between Co-Workers.  Mutual respect achieved through communication has long term benefits for all parties concerned.

• The Process Results In Self-Analysis.  The process of conflict resolution affords people the opportunity to analyse their own goals much more closely and this attention to details often results in a much clearer focus both in their careers and their personal lives.

In conflict resolution, you can stem the tide of a negative environment but a good understanding of the process is vital.  It is important to understand that conflict often results in a heightened level of emotion and knowing exactly what conflict is will help to ensure that you address it properly.

1. Conflict, when left alone, will develop and grow
2. Conflict is much more than a disagreement.
3. Conflict can result in intense emotional behaviour
4. Conflict is perceived as a threat to our nature and results in a non objective view of the facts.

Once you have established that a conflict requires resolving, you can make use of a range of services which will include actively listening to the parties concerned, gathering all the information with regards to the conflict, agreeing to the origins of the problem and brainstorming to find possible solutions.  Finally you will be able to negotiate a solution between the parties and learn from the experience.

There are some important key factors to consider when getting involved in conflict resolutions in the workplace or elsewhere. 

• Listen attentively to all parties and pay close attention to the method of delivery as well as the actual words used as this will inform you more clearly of the intent as well as the information.

• Take the focus away from who is right and who is wrong.  Negotiations and compromise can only be achieved when both parties feel that they are being respected and that blame is not laid on either side.

• Remove the personal from the professional.  Conflict can often result in personal emotions taking over where professionalism should be.  Being able to make the conflict about the work and not the person if vital.

• Deal with one thing at a time.  Conflict is very difficult to work through and can be exhausting, so deal with one issue at a time and take breaks when required particularly if you see that no progress is being made.

• Accept, Forgive and Move On.  There are times when letting go may be required.  Accepting that some situations are beyond your control that you may be required to forgive and move on.  Not having this ability can result in long and tiresome negotiations that may not lead to a resolution.

• There is extensive information on dealing with conflict in the workplace and how to achieve your aims.  It is vital to ensure that the conflict is deal with in order that it doesn´t escalate further.  Having a good understanding of the conflict resolution procedures and methods used will help to ensure that you remain in control and that a resolution is achieved which is mutually beneficial for both parties and where respect and teamwork can be maintained.

There is extensive information on dealing with conflict in the workplace and how to achieve your aims.  It is vital to ensure that the conflict is deal with in order that it doesn´t escalate further.  Having a good understanding of the conflict resolution procedures and methods used will help to ensure that you remain in control and that a resolution is achieved which is mutually beneficial for both parties and where respect and teamwork can be maintained.

http://www.mediationprocess.org/conflict-resolution

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Actions to Avoid in Conflict Resolution

• Do not avoid the conflict, hoping it will go away. Trust me. It won’t. Even if the conflict appears to have been superficially put to rest, it will rear its ugly head whenever stress increases or a new disagreement occurs. An unresolved conflict or interpersonal disagreement festers just under the surface in your work environment. It burbles to the surface whenever enabled, and always at the worst possible moment. This, too, shall pass, is not an option – ever.
• Do not meet separately with people in conflict. If you allow each individual to tell their story to you, you risk polarizing their positions. The person in conflict has a vested interest in making himself or herself “right” if you place yourself in the position of judge and jury. The sole goal of the employee, in this situation, is to convince you of the merits of their case.
• Do not believe, for even a moment, the only people who are affected by the conflict are the participants. Everyone in your office and every employee with whom the conflicting employees interact, is affected by the stress. People feel as if they are walking on egg shells in the presence of the antagonists. This contributes to the creation of a hostile work environment for other employees. In worst case scenarios, your organization members take sides and your organization is divided.

http://humanresources.about.com/od/managementtips/a/conflict_solue.htm

Resolution Mediation

http://www.resolutionmediation.net/

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Managing Your Human Resources

Organization leaders are responsible for creating a work environment that enables people to thrive. If turf wars, disagreements and differences of opinion escalate into interpersonal conflict, you must intervene immediately. Not intervening is not an option if you value your organization and your positive culture. In conflict-ridden situations, your mediation skill and interventions are critical.

Actions to Avoid in Conflict Resolution

• Do not avoid the conflict, hoping it will go away. Trust me. It won’t. Even if the conflict appears to have been superficially put to rest, it will rear its ugly head whenever stress increases or a new disagreement occurs. An unresolved conflict or interpersonal disagreement festers just under the surface in your work environment. It burbles to the surface whenever enabled, and always at the worst possible moment. This, too, shall pass, is not an option – ever.
• Do not meet separately with people in conflict. If you allow each individual to tell their story to you, you risk polarizing their positions. The person in conflict has a vested interest in making himself or herself “right” if you place yourself in the position of judge and jury. The sole goal of the employee, in this situation, is to convince you of the merits of their case.
• Do not believe, for even a moment, the only people who are affected by the conflict are the participants. Everyone in your office and every employee with whom the conflicting employees interact, is affected by the stress. People feel as if they are walking on egg shells in the presence of the antagonists. This contributes to the creation of a hostile work environment for other employees. In worst case scenarios, your organization members take sides and your organization is divided.

http://humanresources.about.com/od/managementtips/a/conflict_solue.htm

Resolution Mediation

http://www.resolutionmediation.net/

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The Master of Arts in Conflict Resolution prepares baccalaureate graduates and post-graduate professionals from various disciplines with current study, practical application and training in mediation, negotiation, conciliation and reconciliation. Bethel ICR graduates receive a MA in Conflict Resolution, certificates for completing training in Tennessee Supreme Court Rule 31 Family Mediation, Civil Mediation and Domestic Violence for Family Mediators.

“The Masters in Conflict Resolution prepares graduates to provide professional conflict resolution services in every area of dispute,” said Phillips. “Our graduates are fully and uniquely prepared to enter this profession and address the increasing demand for their services.”

Unlike seemingly similar programs, the Institute for Conflict Resolution relies heavily on a mentored experience for our students, according to Phillips. “Our faculty mentors partner with students to address issues relative to the course of study and the practice of dispute resolution, reconciliation and negotiation – our graduates are uniquely trained and prepared to be practitioners,” he said.

The thesis-based practitioner program prepares graduates for immediate employment or practice as mediators – one of the countries top 50 emerging professions in 2011, according to Phillips. “Never before has there been such a demand on the professionals dedicated to resolving conflicts, whether in a divorce, post-divorce, business, community or institutional setting,” he said. “It also offers the graduates opportunities in human resources, advising, consulting, law enforcement, management, professional development and more.”

http://www.prnewswire.com/news-releases/consensus-to-provide-mediator-training-in-bethel-universitys-master-of-arts-in-conflict-resolution-112199604.html

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[UKPRwire, Thu Jan 28 2010] Consensio, a leading conflict management and workplace mediation provider, today announces the launch of its Conflict Clinic. This free interactive service will allow HR professionals to access information on informal conflict resolution processes, including mediation and conflict coaching.

Consensio’s Conflict Clinic is a unique and bespoke service which offers HR professionals a one-stop shop for enquiries about managing workplace conflict. The Conflict Clinic will provide clear, practical and professional advice in a timely manner.

Although many organisations are aware of the costs of conflict and would like to offer informal in-house dispute resolution processes, they face various challenges. These include a limited capacity of staff with conflict resolution or mediation skills, a lack of awareness of mediation services, as well as the prevalence of employees who choose the formal route to conflict resolution.

The new ACAS Code of Practice on Grievance and Disciplinary Procedures recommends the use of mediation to resolve workplace conflict as a means of decreasing formal grievances and Employment Tribunal (ET) claims. Current figures show that ET claims are at a record high and these numbers are expected to continue to rise in 2010. With this in mind, and reacting to client demand for access to impartial professionals, Consensio has developed the Conflict Clinic to allow organisations to directly contact an expert for support and guidance.

“The use of alternative forms of dispute resolution, including mediation, to resolve workplace conflict is important in any type of organisation. But in order for this to be successful, staff within organisations require adequate skills, as well as confidence. Due to the significant cost of conflict to organisations and employees, organisations need to work harder to solve conflict before it reaches formal process and escalates to Employment Tribunal”, said Anna Shields, Director of Consensio. “The Conflict Clinic has been created to help organisations get support and advice from experts in the field, to answer questions and concers HR professionals may have, and to promote informal ways of resolving conflict, such as through the use of mediation or conflict coaching.”

To access the Conflict Clinic, please visit: www.consensiopartners.co.uk.

About Consensio
Consensio is a leading provider of conflict management and workplace mediation solutions to organisations across the UK. Consensio believes that each client is unique and its team of experts pride themselves in creating and delivering cost-effective bespoke solutions to help manage workplace conflict. Consensio works in partnership with its clients and offers an array of services including: mediation, coaching, consultancy and accredited training. Consensio’s customers span small organisations to FTSE 100 enterprises, in both the private, public and third sectors across the UK. For more information about Consensio, please visit: www.consensiopartners.co.uk.

http://www.ukprwire.com/Detailed/Business/Consensio_Announces_the_Launch_of_its_Conflict_Clinic_65689.shtml

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