CONFLICT MANAGEMENT

• Win-Win, Win-Lose, and Lose-Lose Situations

Win-win, win-lose, and lose-lose are game theory terms that refer to the possible outcomes of a game or dispute involving two sides, and more importantly, how each side perceives their outcome relative to their standing before the game. For example, a "win" results when the outcome of a negotiation is better than expected, a "loss" when the outcome is worse than expected.
expectations determine one's perception of any given result.


Win-win outcomes occur when each side of a dispute feels they have won
Since both sides benefit from such a scenario, any resolutions to the conflict are likely to be accepted voluntarily

Win-lose situations result when only one side perceives the outcome as positive. Thus, win-lose outcomes are less likely to be accepted voluntarily.

Lose-lose means that all parties end up being worse off. An example of this would be a budget-cutting negotiation in which all parties lose money. In some lose-lose situations, all parties understand that losses are unavoidable and that they will be evenly distributed. In such situations, lose-lose outcomes can be preferable to win-lose outcomes because the distribution is at least considered to be fair

http://www.beyondintractability.org/bi-essay/win-lose


Resolving conflict rationally and effectively

We've all seen situations where different people with different goals and needs have come into conflict
The fact that conflict exists, however, is not necessarily a bad thing: As long as it is resolved effectively, it can lead to personal and professional growth.
Thomas-Kilmann Conflict Mode Instrument (TKI) which helps you to identify which style you tend towards when conflict arises.
http://www.mindtools.com/pages/article/newLDR_81.htm

•  ACHIEVING EFFECTIVE CONFLICT MANAGEMENT

  Thomas (1976) proposes that each of the five management styles identified may be effective depending on the situation.  In fact, he matches the five conflict management styles with the appropriate situation as follows:

Avoidance

- When the issue is trivial
- When the costs outweigh the benefits of resolution
- To let the situation cool down
- When getting more information is imperative
- When others can solve the problem more effectively
- When the problem is a symptom rather than a cause

Compromise/sharing

- When the objectives are important, but not worth the effort or potential disruption likely to result from assertive behaviour
- When there is a "standoff"
- To gain temporary settlements to complex problems
- To expedite action when time is important
- When collaboration or competition fails

Competition/domination

- When quick, decisive action is essential, as in emergencies
- When critical issues require unpopular action, as in cost cutting
- When issues are vital to the welfare of the organization
- Against individuals who take unfair advantage of others

Accommodation

- When you find you have made a mistake
- When the issues are more important to others
- To build good will for more important matters
- To minimize losses when defeat is inevitable
- When harmony and stability are particularly important
- To allow subordinates a chance to learn from their mistakes

Collaboration/integration

- When both sets of concerns are so important that only an integrative solution is acceptable; compromise is unsatisfactory
- When the goal is to learn
- To integrate insights from individuals with different perspectives
- When consensus and commitment are important
- To break through ill feelings that have hindered relationships (pp. 101, 102)


http://www.mun.ca/educ/faculty/mwatch/vol1/treslan.html

• Team Conflict Management Strategies to Grow Your Organization

Defining Destructive and Creative Conflict

Destructive conflict is typically characterized by ineffective communication and work relationships leading to tension, argument, antagonism, or animus. Destructive conflict may take the form of mild team conflict, wider arguments or hostility, or even a dysfunctional senior leadership team. Left unaddressed, destructive conflict may spread throughout the work place. It reduces effectiveness and The PICAS Factors, and can tear apart an organization.

Constructive or creative conflict is characterized by effective communication and strong relationships. There is deep respect for and valuing of each other's ideas and perspectives. People have the mindset and skills to work together well with colleagues and customers of different cultural backgrounds. This builds The PICAS Factors and business success.

http://mdbgroup.com/conflict1.html

• Seven Strategies for Managing Conflict

Deal with it. Most people prefer to avoid conflict.

Conflict needs to be dealt with. If you ignore or avoid it, it can lead to increased stress and unresolved feelings of anger, hostility and resentment.

Think it through. Before addressing the person with whom you have a conflict, consider discussing the situation with an objective friend or family member

Talk it out, face to face. Meeting in person can be intimidating, but it is often the best way to go.

Use a mediator if necessary. If a situation is particularly volatile or troublesome and other efforts have not worked, you might invite a neutral third party, such as a supervisor, to act as a mediator if this is agreeable to all concerned

Apologize when appropriate. Be aware of your own part in creating the conflict. If you've done something wrong or inappropriate, be willing to acknowledge it and say you're sorry, even if the conflict is not entirely a result of your actions

Choose your battles. There always will be differing opinions and ways of doing things. Decide which issues you can live with and which need addressing

Work to minimize conflict. Take steps to minimize conflict at work before it happens

Work on your own communication skills. The ability to express yourself clearly will allow you to say what's on your mind, ask for what you want and need and get your point across

Avoid troublemakers as much as possible. They will suck you in and drag you down.

http://www.dcardillo.com/articles/sevenstrategies.html

• Conflict management

Conflict management involves implementing strategies to limit the negative aspects of conflict and to increase the positive aspects of conflict at a level equal to or higher than where the conflict is taking place
http://en.wikipedia.org/wiki/Conflict_management

• Resolving Conflict in Work Teams

http://www.innovativeteambuilding.co.uk/pages/articles/conflicts.htm

• Successful Team Conflict Management Strategies

http://www.life123.com/career-money/career-development/team-conflict/team-conflict-management-strategies.shtml