When it comes to managing conflict remotely, there are four C's that matter: Commitment, Communication, Conflict Resolution, and Camaraderie in a framework developed by attorney, mediator, negotiator and conflict resolution expert Damali Peterman.
The Theory Of The Four C's: Conflict, Coexistence, Competition, Cooperation.
There are a few simple steps to every conflict resolution process, which can you can use for disputes between coworkers or between supervisors and employees. These steps comprise the acronym LEAD—Listen, Empathize, Acknowledge (and Apologize), and Do something.
So here's a simple way to remember a conflict resolution process. Four A's: Acknowledge, Accept, Appreciate, Apologize.
Conflict theory holds that social order is maintained by domination and power, rather than by consensus and conformity. According to conflict theory, those with wealth and power try to hold on to it by any means possible, chiefly by suppressing the poor and powerless.
In conflict management, or any kind of mediation exercise, there are three principle decision models: Capitulation, Compromise, and Collaboration (the 5C version also lists Consensus and Co-existence, but in my experience, both can be achieved through any of the original three options).
SolutionOne has adopted the six R's of managing conflicts of interest: register, remove, restrict, recruit, relinquish or resign.
So, if you want to have a healthy relationship, you and your spouse have to be able to resolve conflicts in a manner that still preserves the relationship. Herring suggests three ways to handle conflict in marriage: compromise, co-exist, and capitulation (known as “The 3 Cs”).
If organizations can integrate the four Cs namely Competence, Commitment, Contribution and Character in their culture, this will help alignment between the organizational goals and individual goals and make an organization from Good to Great.
The six principles of conflict resolution are to affiliate, empathize, engage, own, self-restrain, and build trust. These principles and guidance for putting them into practice are discussed below.
Agree on a resolution and what must be done to make it happen. Once both parties have agreed on an acceptable solution, they need to own it. Have each participant acknowledge their responsibilities.
“C-type conflict” is a cognitive conflict that reflects disagreements among members of a team. This kind of conflict focuses on substantive, issue-related differences of opinion.
The ABC triangle was developed by Johan Galtung. This has three aspects: the attitudes (A) of the actors involved, their behaviour (B), and the contradiction (C). The contradiction (conflict) is defined by the actors involved in terms of the incompatible values or goals between them.
What to Do When Conflict Happens introduces the C.A.L.M. model: C - CLARIFY the issue. A - ADDRESS the problem. L - LISTEN to the other side. M - MANAGE your way to resolution.
According to Cahn and Abigail, interpersonal conflict consists of four unique parts: 1) interdependence between or among the conflict parties, (2) incompatible goals/means, (3) conflict can adversely affect a relationship if not handled effectively, and (4) there is a sense of urgency to resolve the conflict.
A collaborating conflict management style demands a high level of cooperation from all parties involved. Individuals in a dispute come together to find a respectful resolution that benefits everyone. Collaborating works best if you have plenty of time and are on the same power level as the other parties involved.
Set some ground rules for discussing conflict
Team members should listen to one another, respect one another's points of view, and refrain from interrupting each other. The tone of the conversation should be calm, rational and non-threatening.
The 5-5-5 method is simple, according to Clarke. When a disagreement comes up, each partner will take 5 minutes to speak while the other simply listens, and then they use the final five minutes to talk it through.
Creating the life and career success you want and deserve is simple common sense. It's not hard, but you need to do it right. Four C's of success: clarity, commitment, confidence, and competence.