Whatever peace the person was, all the same he at least once should start out in the conflict. And if to speak about working collective, then here disagreements happen very often. Therefore information on methods of permission of the social conflicts is relevant for managers, though the ordinary employee can find for them application therefore let's consider these ways in more detail.
Methods of constructive resolution of conflicts
- The most popular way to cope with disagreements – to leave from the conflict. The meaning of a method is in leaving (physically, economically or psychologically) the place of the conflict. The advantage of a method is speed of decision-making. This way in the presence of other more serious circumstances, insignificance of the cause of conflict, the bigger strength of the opponent, need of obtaining additional information is relevant. When using this method the existence of a problem is most often denied, tightening of the decision and respect for strict privacy is also applied. Unfortunately, the way does not approach in the presence of important problems, long existence of the causes of conflict or inadmissibility of temporary losses.
- The method of adaptation and concessions is not less often used. It is irreplaceable if one of the parties feels the wrongfulness or there is a need of creation of the platform for future disputes. Also reception is good when the opponent is more interested in a dispute subject, and you want to win over it for future cooperation.
- In case of orientation of the organization for collective work, among all methods of permission of the interpersonal conflicts the way of smoothing is preferable. It is based on underlining of the idea of community, need of elimination of disagreements for further collaboration.
- Not each opposition has to take place openly, there is a number of cases when it is inadmissible (for example, risk of loss of image, combination of circumstances, a lack of resources for open opposition or impossibility of involvement of the opponent in such type of the conflict). Then the method of the hidden actions within which different types of influences can be used – from lawful before bribery and sabotage is used. Application of a method can entail negative consequences, for example, to provoke the negative attitude of employees towards the management.
- At deficiency time or strong confidence of full clarity of the events the method of the fast decision is used. But it will be effective only in case of desire of both parties to meet halfway to each other, then the prize will be mutual. Advantages of a way over other methods of permission of the social conflicts is the speed, mutual respect of partners and development of the decisions favorable for both parties.
- Negotiations as a method of resolution of conflicts are used in case of desire to reach a compromise, that is, both parties are ready to accept average positions on the arisen contradictions. Use of a method is expedient in case of existence of enough time, limitation of resources or unacceptability of loss. Such method of resolution of conflicts as negotiations, can be applied only if desired each party to meet halfway and concede.
- At inaccessibility of a compromise the cooperation method is used, here the parties are not ready to concede, adopting the median provision. Therefore in this case reveal a situation which will allow to win to both parties.
Except the above-stated ways the method of force can be used, but it is justified in the rare occurences. Imposing of the decision to other party can be used in emergency situations when quick response is required. And the method only with essential superiority of administration before personnel will be effective.