CONFLICT MANAGEMENT – Strategy To Reduce Crisis


Conflict management is a process of conflict identification that arises at the workplace. These conflicts must be handled with intense care, reasonably and efficiently. It is also the core technique of management to cope with the clashes between employees. Although conflicts in a business are a natural part of the workplace, many companies develop conflict management teams that closely focus on the issue that arises from workplace conflicts. It is not considered a critical factor if a business has people who understand conflicts and know how to resolve them.

Conflict management is a crucial attribute of management also it is more challenging at the same time because different employees have different mindsets. They think about a particular thing which is the biggest reason that creates differences in the workforce, especially if a business is multi-nation or working across the border the conflict management team faces a tough time in that scenario.


Businesses ruminate conflict management as a significant attribute through which they build a strong workforce, aiming to maintain the business’s working environment. For this, businesses develop a team of people who are good at resolving issues and differences professionally and ethically. The styles that are using in conflict management are briefly described in the following manner.


‍Collaborating is one of the leading techniques or styles that multiple businesses use to cope with the issue raised by differences between employees. In this style, there is a combination of being cooperative and assertive for those who collaborate and attempt to work with others. It also helps them to find a solution that fully satisfies every individual working in the workforce. In a collaborating style, both sides can get what they want. As a result, it leaves a generous impact on other employees’ behaviors and minimizes the adverse feelings of co-workers. Through collaborating style management, build a long-term and effective relationship with employees working for the business. In the end, it is beneficial for both the companies and employees.‍


Competing is another style to settle employee differences, but it is way more complex than the collaborating style. Management of businesses is more focused on the outcome than the relationship building or concern of the workforce. In this style, leadership is highly concerned with their competitor and only working to develop a solid competitive advantage against their competitors. Through competing, styles management set a mindset of employees to beat their competitors and build a workforce who compete are assertive and willing to pursue one’s concerns at another person’s expense.


Avoiding style is also one that contributes to conflict management, which defines the avoiding nature of leadership; many businesses avoid issues that arise from conflicts in the workforce. By avoiding these issues, the command creates loopholes for the employees without any concern. However, avoiding conflict tends to be unassertive and uncooperative while management diplomatically withdraws the issue to avoid a threatening situation which may create a hazard for the business or create a disturbance in the working environment of the workplace. For instance, if an employee has an issue with a co-worker regarding their ethics of using gadgets or social media in the office on professional grounds. 


‍Accommodating or Accommodation styles play a vital role in conflict management. The management team accommodates the issue to satisfy the working employees. It is the opposite of the competing style, which seems more generous and manageable to resolve the differences raised by conflicts in the workforce. It could take advantage of the weak, which causes resentment. The accommodation style is more focused on building a relationship with the employee rather than the outcome, which directly reflects employees’ satisfaction in a workplace.


Compromising style is also included in conflict management style in which it aims to find an expedient or mutually acceptable solution. This style fully or sometimes partially satisfies both business and employees in the long run. It builds a profitable and robust relationship between employees and the business. Companies use compromising styles when the outcomes are not crucial and take too much time. On the other hand, enterprises develop some assertiveness and cooperativeness. For example, when management wants to decide and move on to more important things and is willing to give a little to decide in that scenario, they use the compromising style to reduce conflict issues.


Conflict management is a vital attribute for businesses. In the era of development and technological advancement, many businesses are more focused on building conflict management to secure the most valuable asset (employee or workforce). Differences between the employees do not only affect the profitability of the businesses, but it also harms the public image of the businesses, creating a loophole in the workforce. Such issues serve a solid competitive advantage to the competitors of the business disrupting the working environment of the workplace, that is why the businesses nowadays are more concerned about conflicts management.

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