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Kenneth Thomas and Ralph Riemann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating. This is based on the assumption that people choose how cooperative and how assertive to be in a conflict.
Identify a safe place and time to talk. Clarify individual perceptions involved in the conflict. Practice taking an active and empathetic listening stance. Generate options with the vision of a win-win outcome. Develop an agreement that works for all.
Clarify what the disagreement is. Establish a common goal for both parties. Discuss ways to meet the common goal. Determine the barriers to the common goal. Agree on the best way to resolve the conflict.
Listen to understand. Meet with each person on their own to understand what their issues are. Meet to discuss the key issues. Organize a meeting of yourself and the two people in a neutral and confidential environment. Hold follow-up review meetings.
Conflict Resolution in the Workplace. Conflict resolution is the process by which two or more parties engaged in a disagreement, dispute, or debate reach an agreement resolving it. A number of skills are needed for you to resolve conflicts in the workplace effectively.
Talk with the other person. Focus on behavior and events, not on personalities. Listen carefully. Identify points of agreement and disagreement. Prioritize the areas of conflict. Develop a plan to work on each conflict. Follow through on your plan. Build on your success.
What is conflict resolution? Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. The disagreement may be personal, financial, political, or emotional. When a dispute arises, often the best course of action is negotiation to resolve the disagreement.
Kenneth Thomas and Ralph Riemann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating. This is based on the assumption that people choose how cooperative and how assertive to be in a conflict.
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