However, if there are other, more significant conflict situations, then they need an additional strategy for their correct and rapid resolution, or, otherwise, they can cause tension in relations or cause feelings of hostility. In order to become successful, to have good relations in the family or with close people, one must know how it is possible to communicate correctly with the family and how to resolve conflicts in the organization.
At once it is necessary to note the fact that conflicts are not always bad. If you correctly model conflict situations, then you can win from this! Since one should not forget that conflicts always bring with them certain changes and enable people to improve and learn. Conflicts stimulate imagination and curiosity, they save us from the predictability and monotony of life. When they are repaid, a closer relationship between people can be established.
But sometimes conflicts can cause serious harm to relations, they take away energy, time and even money. Prolonged conflicts will certainly affect your health, both mentally and mentally, which will adversely affect your work and relationships with loved ones.
In order to resolve conflicts in the organization or family, use the styles of their solutions, which are listed below.
So what should you do and say if there is a conflict situation. According to psychologists, there are five types of behavior:
Competition.
As a rule, competition reflects the desire to satisfy personal needs on other people (the "victory / defeat" model). People with a difficult nature usually choose so to resolve conflicts. With all this, they can use a variety of ways to achieve their goal: authority, power, connections, experience, etc.
Assignments.
Assignments mean that you put other people's needs first, instead of your own (the "defeat / victory" model). Going to concessions is necessary only when one of the parties involved in the conflict is not so interested in fully defending their personal interests (and perhaps she will think that the interests of the other party are more important). This style of behavior is effective when it is necessary to prevent a split in relations and preserve harmony. This can be done when it is necessary to resolve conflicts in the organization, since in this case beneficial cooperation should be more important than personal interests.
Avoid conflicts in the organization, instead of their permission.
People who prefer this style of behavior, as a rule, try not to focus on the conflict, they are simply indifferent to their personal and the needs / fears of other people. This is done when people do not want to have common business with an opponent. It can be effective only if it is used as a short-term (intermediate) strategy until the situation is fully clarified or all emotions come to an end.
Advantageous cooperation.
People who choose this style, want to meet the needs or fears of their own or others. Cooperation will require much more energy and time than other styles of behavior. Usually people who prefer this style, initially try to come to a resolution of the conflict not very quickly.
Compromise.
A compromise is something between all of the above behaviors. This style, one way or another, will lead to partial satisfaction of the needs / concerns / concerns of both sides. Compromise can be used when the goals of both sides are important enough, but not 100%.
The main stages of conflict resolution:
Organization of a bilateral dialogue. Gather the top managers and other colleagues, and tell them that you are completely open and attentive to the needs of the organization's employees, and frankly discuss the problem that has appeared, trying to put an end to it once and for all. However, do not forget, everyone has the right to express their own point of view.
Involvement in the dialogue of the conflicting party. It must be remembered that both conflicting sides should participate in the dialogue simultaneously. It is very important to be able to listen to your opponent, then to take a strategically correct decision that satisfies both sides.
Processing all the information received is the third stage of conflict resolution in the organization or company. Both conflicting parties are obliged to rethink the information received, and also to reconsider their feelings, and to realize what was originally caused by the conflict.
Full or partial agreement - achieved! This is the next effective psychological tool for conflict resolution. This process is characterized by the establishment of consent and trust.
The need to get rid of the disagreements. When an approximate consensus is reached, then there is a review of certain disagreements that both sides have. Now it is very important to clearly define for yourself that until you fully understand each other, your emotions, you can not overcome differences.
Consolidation of the received agreement. This is the final stage of conflict resolution. At this stage agreements are secured, and a compromise is reached.