Conflict Management
One style of conflict management is the "cooperation" approach, wherethe manager attempts to create cooperation and teamwork among the membersof a team who have a conflict. This approach is usually successful whenall the members are open to suggestion and cooperation, and want toalleviate their differences. The key to cooperation in conflict managementis to find and approve of common answers that will resolve issues whilecreating cooperation and cohesiveness between team members. Managers mustbe open to early mediation and problem solving, so that conflicts do notspiral out of control. Negotiation should also begin early, and everyoneinvolved in the conflict should be part of the negotiation process. Itmust be realized that while negotiation can bring positive results, it maynot result in the final process being agreeable to everyone, but it shouldmeet enough criteria to create a new and harmonious situation, rather than
nager who uses the cooperation form of conflict management willinteract with his or her team, and is open to accommodation and change. Fear of management and their techniquescan be quite devastating to individuals and teams, and creating a feelingof trust and cooperation is probably one of the most important keys tocreating a thriving and contented work environment, peer environment, andclient environment. While it may seem effective in the short term (hopefully theproblem will simply disappear), it is quite damaging in the end. While I certainlyadmire the cooperation approach to conflict management, and understand itsvalue, I am more of a non-assertive and quiet individual, and I do notenjoy conflict with my peers or my superiors. Conflicts, no matter how trivial or large, generally do not disappear, andif allowed to fester they will usually become much more problematic thelonger they are ignored. They also understand the value ofcompromise if it is necessary, and are accommodating rather than assertivein their management and conflict resolution techniques. I also understand that if Iam to be a success at conflict management, I must challenge myself more,and use approaches that are more positive to conflict management, ratherthan fall back into avoidance and its negative connotations. Avoidance as a conflict management technique is notappropriate, and I recognize the need to change this pattern of behavior,and address conflicts head on, rather than avoiding them and creatinglarger problems in the end. First, it is a positive reaction to what can be a negative orstressful situation, and it creates a feeling of well being throughout theteam members. Avoidance is quite the opposite of cooperation for a number ofreasons. Their concern for others and for the success of the project is theirprimary goal, and they use effective and honest techniques to manageconflicts and misunderstandings. Unfortunately, I tend to be a practitioner of avoidance when it comesto conflict management and resolution. I do not enjoy conflict, and so, Itend to avoid it rather than welcome it with open arms. Cooperation is a positive form of conflict resolution for a variety ofreasons.
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Acceptance Essays
