While each style can be appropriate to different situations, a collaborating style is generally the healthiest for relationships because it emphasizes a team-oriented approach to finding a solution that satisfies both partners.
Debates, competition and industry disruption are all examples of healthy conflict that can lead to fresh perspectives and growth for a business. This article is for business owners and managers who want to learn what healthy workplace conflict looks like and how it can benefit their company.
A collaborative negotiation style is usually the most effective style for managing conflict and fostering productive long-term relationships; however, different conflict-management styles can be effectively applied to different phases and types of conflict in management.
Healthy reactions (Calm, non-distrustful, and humble reactions). The unhealthy consequences of conflict are a loss of love, rejection, separation, embarrassing, and fear of refusal.
Conflict is healthy when it's aim is to improve the outcomes for the team. It's healthy when it's respectful and not personal. It's healthy when it's out in the open, visible to all members of the team and available equally so everyone can safely participate.
Bring Involved Parties Together to Talk
This is a time for brainstorming, active listening, and being open to different perspectives - the goal is to come to a common understanding of what the problem is, what role each individual is playing in the conflict, and what some possible solutions might be.
Answer and Explanation: The correct answer is C. Collaboration. It is considered a win-win strategy because the parties involved in a conflict try to work with each other to come up with a solution that benefits them both according to the problem they may be facing.
The approach-approach conflict has two or more pleasant goals or outcomes you must decide between. This type of conflict is typically the easiest to resolve. In comparison, avoidance-avoidance conflict involves two goals or opportunities with negative valences.
Collaboration
It is the most effective but most difficult way of managing differences. It requires trust and commitment on all sides to reach a resolution by getting to the heart of the problem. All parties need to be willing to empathise and try to understand each other's situation.
Positive conflict: Positive conflict resolution, also known as healthy conflict, occurs when people at odds exchange their differing views in a productive, constructive way. Each side acknowledges the differences and attempts to understand where the other is coming from.
Perhaps the Number One reason why conflict is healthy for relationships is that conflict signals a need for change, for both parties. Conflict provides an opportunity for making change — if both partners are up for it. Conflict gives you a chance to work on the problems in your relationship.
Known as 'The Four Horsemen', these are criticism, contempt, defensiveness and stonewalling. All couples are likely to engage in these communication styles at some point. However, if consistently experienced, these counterproductive behaviours can have a very negative impact on your relationship.
Compromise. Compromise is the most common form of conflict resolution. In compromise both parties have to concede something and, therefore, reach an agreement quickly.
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).
The key to conflict resolution is the three R's: recognize the conflict, respond to the conflict, and resolve the conflict. When we learn to recognize our conflict reactions, every professional can respond in a way that transforms the situation.
Positive conflict is constructive in nature. It produces new ideas, solves continuous problems, provides an opportunity for people and teams to expand their skills, and fosters creativity. When opposing ideas are explored, a breakthrough in thinking can occur.
Avoiders deliberately ignore or withdraw from a conflict rather than face it. Avoiders do not seem to care about their issue or the issues of others. People who avoid the situation hope the problem will go away, resolve itself without their involvement or rely on others to take the responsibility.
Examples of positive conflict in the workplace that can be helpful may include miscommunication highlighting an ineffective workflow or employees who feel excluded and call for more diversity.
A value conflict over sacred issues can be one of the most difficult challenges to overcome in negotiation and conflict resolution. Research on value conflict offers strategies for moving beyond entrenched positions.