Techniques to solve conflits

Techniques to solve conflits

Techniques to solve conflits

In a controversy the instant we feel anger we have already ceased striving for the truth, and have begun striving for ourselves.

The Buddha‖

 The main problem in conflicts is defined by Buddha, conflict is extending itself when people deny the objective justice but begin to think about themselves. This is moral characteristics of conflicts. Contemporary view says that the management of conflicts involves diagnosis and style of handling inevitable for its nature conflicts. A diagnosis should indicate whether there is need for an intervention and the type of intervention needed. In general, an intervention is designed (a) to attain and maintain a moderate amount of substantive conflict in no routine tasks at various levels, (b) to reduce affective conflict at all levels and (c) to enable the organizational members to select and use appropriate styles of handling conflict so that various situations can be effectively dealt with

1. Integrating

(high concern for self and others) style is associated with problem solving, i.e., the diagnosis of and intervention in the right problems. The use of this style involves openness, exchanging information, looking for alternatives, and examination of differences to reach an effective solution acceptable to both parties. This style is often described as a win win style of handling interpersonal conflict that satisfies the concern of both parties and is associated with functional outcomes

2. Obliging

(low concern for self and high concern for others) style is associated with attempting to play down the differences and emphasizing commonalities to satisfy the concern of the other party. An obliging person neglects his or her own concern to satisfy the concern of the other party. This style is often described as a lose win style of handling interpersonal conflict that satisfies the concern of the other party and is associated with functional outcomes.

3. Compromising

(intermediate in concern for self and others) style involves give-and-take whereby both parties give up something to make a mutually acceptable decision. The present study is not concerned with this style, but it is associated with functional outcomes

4.Dominating

(high concern for self and low concern for others) style has been identified with win lose orientation or with forcing behavior to win one's position. A dominating or competing person goes all out to win his or her objective and, as a result, often ignores the needs and expectations of the other party. This style is often described as a win  lose style of handling interpersonal conflict that does not satisfy the concern of the other party and is associated with dysfunctional outcomes

5. Avoiding

(low concern for self and others) style has been associated with withdrawal, buck passing, or sidestepping situations. An avoiding person fails to satisfy his or her own concern as well as the concern of the other party. This style is often described as lose lose style of handling interpersonal conflict that does not satisfy the concern of either party and is associated with dysfunctional outcomes