Because conflict will at times occur within the workplace, managers should understand the various approaches that could be used to resolve them. And when deciding what style to apply, it’s important to consider the entity’s culture, the parties involved and the nature of the specific disputed issue.

Avoidance

This strategy involves one of the conflicted parties staying away from the issue instead of confronting it. With this approach, the problem may go away if the other party doesn’t pursue resolution. Avoidance is manifested as backing down when confronted, changing the subject or even physically removing oneself from the situation. While the underlying differences may remain unaddressed, there are times when avoidance is the best course of action.

Accommodation

This involves a degree of cooperation in place of assertiveness. One individual gives up their own interests to allow the other party’s concerns to be addressed. The accommodating approach is often used when one of the parties prefers to maintain harmony, rather than pursue victory. This often happens when the said person doesn’t perceive the alternate as a significant threat.

Collaboration

This is a win-win approach that involves parties working out issues together to come up with a solution that meets everyone’s needs. The style is well suited for formal dispute resolutions where parties employ a mediator to help them work out the problems. While this kind of strategy would suit certain situations, it’s crucial to be prepared to change tactics if it becomes apparent that collaboration won’t be successful.

Compromise

This usually involves elements of collaboration, in that the involved parties must bargain to agree on the solution. It however lacks the win-win element of collaboration. Instead, conflicting parties will identify interests they’re willing to compromise on in an attempt to resolve matters. The end result is often a settlement that prevents the conflict from escalating further.

Confrontation

Here, one party places their own interests above those of all others involved in the dispute. The hallmark of this approach is assertiveness, and those who opt to use it aim to confront the issue head-on. Competition is often characterized by high levels of emotions, as the parties establish positions in what could at times evolve into hostile exchanges. While confrontation could be appropriate for some scenarios, it could permanently damage relationships if misused.

Conflict resolution styles determine whether or not disputes will have a positive or negative result. An important aspect of conflict management lies with recognizing that there’s not just one way to handle friction. Individuals with the right skills are able to select solutions appropriate for particular situations they’re facing, as opposed to always using what one is comfortable with.