Conflict management is the process of identifying, addressing, and resolving disputes or disagreements between individuals or groups. The goal of conflict management is to minimize the potential negative impacts that can arise from disagreements and increase the odds of a positive outcome. Conflict management is not the same as conflict resolution, as it does not imply conflict rejection, but rather aims to minimize the negative outcomes of conflict and promote the positive outcomes of conflict.
There are five common styles for conflict management, as identified by Thomas and Kilmann: competing, compromising, collaborating, avoiding, and accommodating. Each style has its own advantages and disadvantages, and the appropriate style to use depends on the situation and the individuals involved.
Common reasons for disagreements include personal values, perceptions, conflicting goals, power dynamics, and communication style. Conflict management involves the use of processes, tools, and skills to find creative and respectful ways to manage disagreements and disputes. It is important to choose the right conflict management style to respond constructively whenever disputes arise.
Conflict management is an important skill in the workplace, as conflicts are a natural part of any workplace. Properly managed conflict can improve group outcomes, including effectiveness or performance in an organizational setting. Conflict management seeks to resolve disagreements or conflicts with positive outcomes that satisfy all individuals involved or are beneficial to the group.
