When dealing with conflicts both as a direct participant and as a potential mediator, it is important to know your limitations. In many non-Western cultural contexts such as Afghanistan, Vietnam and China, it is also important to find « win-win » solutions; However, the routes taken to find them can be very different. In these contexts, direct communication between the parties to the dispute, which explicitly addresses the issues in conflict, can be perceived as very rude, which exacerbates the conflict and delays resolution. It may be helpful to involve religious, tribal or community leaders. communicating difficult truths through third parties; or make suggestions through stories. [39] Intercultural conflicts are often the most difficult to resolve, as the expectations of the parties to the dispute can be very different and there are many reasons for misunderstandings. [40] Of the three types of conflicts discussed here, the task conflict seems to be the easiest to resolve. But it often turns out that task conflicts have deeper roots and more complexity than they seem to have at first glance. For example, colleagues arguing over which of them should go to a conference outside the city may have a deeper conflict based on a sense of rivalry. • Negotiation. When resolving conflicts, you can and should fall back on the same principles of collaborative negotiation that you use in negotiation.
For example, you should aim to examine the interests underlying the parties` positions. B for example the desire to resolve a dispute without attracting negative publicity or repairing a damaged business relationship. Also determine your best alternative to a negotiated agreement or BATNA – what you will do if you fail to reach an agreement, if you . B find a new partner or take legal action. By thinking about options and looking for compromises between problems, you may be able to negotiate a satisfactory outcome to your dispute without the help of outside parties. Excellent work that is done here, which above all offers executives excellent solutions to deal with everyday problems in our organizations. All three types of conflict are visible, although the conflict of values is more due to issues related to religion. The best way to resolve conflicts in the workplace is to approach the person you are having problems with calmly and confidently, express and listen to your own feelings in a non-angry and understanding way of expressing and understanding in order to understand and grasp their feelings about it. This confrontation can take the form of a meeting for lunch or coffee and may require a third party, depending on the brutality of the conflict. This type of quiet confrontation is a win-win situation: ideally, you get along well with the person and they will be understanding. Otherwise, they will lose their temper and trigger a tantrum that will make you look good and make them look like a fool.
Cooperation may be the best solution when consensus and commitment of other parties is important; when the conflict arises in a collaborative and trusting environment and when it is necessary to take into account the interests of multiple stakeholders. But most importantly, the most desirable outcome is when a long-term relationship is important for people to continue to work together productively. Cooperation is, in a nutshell, a shared responsibility and a mutual commitment. For the parties concerned, the outcome of conflict resolution is less onerous; However, the process of finding and establishing a win-win solution can take longer and should take a long time. Conflict resolution can be formal or informal in the workplace and is known to facilitate the following: It is useful to categorize these common conflicts in this way. I wonder where the identity and cultural conflicts over gender, sexual orientation or ethnic origin would be? These issues are in some cases more sensitive or personal than conflicts of values and relationships, but I have seen that they fall under both. Thank you. In some cases, accommodation may be an appropriate solution to conflict.
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