The goal of conflict management is to manage yourself and others so as to bring about the best possible resolution of a conflict situation in terms of the issue at hand, the relationship. When handled effectively, conflict carries with it opportunity:Conflict is a signal that changes might be necessary in the relationships or the situation so conflict management can build relationships. It also encourages listening and taking the perspective of the other person for greater rapport.Conflict stimulates problem-solving and open communication to arrive at better solutions. Conflict provides a means for expressing emotions which can ultimately clear the air and reduce tension.
The school principal must take the first step in resolving a conflict. He must examine how to use the 5 conflict management styles and strategies. The start of being an effective conflict manager is being aware of your style in conflict and the style of those that you deal with. These styles were identified by two psychologists, Kenneth Thomas and Ralph Kilmann in the 1970’s to illustrate the options that we have in dealing withconflict.
There are 5 different styles for the principal to manage a conflict. These are tendencies and we may use any one of these styles at different times. However, people tend to have one or two preferred or default ways of dealing with conflict.
First, avoid the conflict. A person who avoids conflict does not deal the issue at hand when it arises. This means that neither his own concerns nor those of the other person are addressed. Avoiding might mean diplomatically sidestepping an issue, postponing an issue until a better time, or withdrawing from a threatening situation Next, accommodatesomeone who accommodates the other person in a conflict and who prefers to satisfy the concerns of the other person, thereby neglecting his own concerns. Accommodation carries with it an element of self-sacrifice. This mode might involve selfless generosity or charity or yielding to another’s point of view.
Third thing to do is to compromise. The individual who prefers to compromise wants to find an expedient, mutually acceptable solution. Compromising addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. Compromising might mean splitting the difference, exchanging concessions, or seeking a quick middle-ground position.
Then, collaborate, in collaboration, the individual prefers to work with the other person to find a solution that fully satisfies the concerns of both. This is the best way to achieve the win/win solution: one where each party feels that he or she achieved his or her goals. It involves exploring an issue to identify the underlying interests of the parties in order to arrive at an outcome that meets both sets of concerns. Collaborating might take the form of exploring a disagreement to learn from each other’s insights, or looking for a creative solution to an interpersonal problem. Next is to Compete
An individual who competes pursues his or her own interests without regard to the other person’s goals and seeking to impose his power in order to win his position. Competing might mean standing up for one’s rights, defending a position believed to be right, or simply trying to win.
The school principal must also learn that conflict management strategies
are based on four factors:
The issues: the extent to which the conflict involves important priorities, principles or values are involved in the conflict;
Next is the relationship: the importance of maintaining a close, mutually supportive relationship with the other party; then the relative power: the power balance between you and the other party; and lastly the• available time, how much time you have to resolve the issue.
By knowing when to use each strategy, you can begin to make choices about which is the most appropriate to the situation.
Reference:
D.Presleywww.delorespresley.com 2014
By: Imelda N. Martin | Nagwaling Elementary School Pilar District | Pilar, Bataan
