Conflict Handling Styles

Conflict management provides the basis for conflict resolution. In conflict management, there are two styles of management

as follows:

v  Adversarial- This is a conflict handling style that breeds hostility and opposition and mostly brings about a win-lose outcome. These include litigation, adjudication and arbitration.

v  Non-Adversarial- it does not breed opposition or hostility but rather lead to a peaceful resolution of conflict and brings about a win-win outcome. These include Mediation, Communication and Negotiation. More often than not, peace scholars are proposing the non-adversarial conflict handling style for every conflict.

Conflict is a universal and inevitable phenomenon. Therefore, what matters is not the conflict in itself but how it is handled. According to the former British Prime Minister Tony Blair, “if a problem cannot be solved in the present, manage it until it can be solved”. More time, policies and resources must therefore be channeled towards conflict management to achieve sustainable peace.

Three Outcomes for Every Conflict

v  Produces a win-win outcome.

v  Produces a win-lose outcome.

v  Produces a lose-lose outcome.

Five Approaches to Conflict Management

v  Avoidance- It is often associated with withdrawal, buck passing or side stepping situations, and by so doing, the avoider fails to satisfy both himself and the other party. It only brings about temporal solution and can result to further complications if adequate care is not taken. It produces a lose-lose outcome.

v  Confrontation/Competition- It is a win-lose type of approach where the dominating party seeks to impose its ideas and decisions on the other party and insists that it must win by all means. This does not produce the best outcome because it can breed escalation.

v  Collaboration- It occurs when there is a great understanding for one’s weakness and sacrificing maximally for the other with the hope that someday, while in need, the other party will also make sacrifices for the other. It produces a win-win outcome.

v  Compromise- This is a form of cooperation where parties concede by giving out tangibles/tradeables. It produces either a win-win or win-lose outcome.

v  Join Problem Solving- It involves openness, exchange of information and examination of differences to arrive at an effective and acceptable solution that is mutual to both parties. It produces a win-win outcome.

When is it Appropriate to Use each of them?

S/N	Conflict Handling Style	Appropriate	Inappropriate
1	Confrontation	-In the case of Emergency -When you are not sure you are right. -A creative end is important -Reasonable hope exists to meet all concerns	-Collaboration or Cooperation has not been attempted. -you are overloaded with processing. -The issues are unimportant. -The goals of the other person are certainly wrong.
2.	Collaboration	-The Issue and relationships are both significant. -Cooperation is important. -A creative end is important. -Reasonable hope exists to meet all concerns	-Time is short. -You are overloaded with processing. -The issues are unimportant. -The goals of the other person are certainly wrong.
3.	Compromising	-Cooperation is important but limited time. -When solutions are even less than the best, it is better than complete stalemate. -When all efforts to collaborate will be misunderstood.	-Finding the most creative solutions possible is essential. -When you cannot live with the consequences.
4.	Avoidance	-The issue is trivial. -The relationship is insignificant. -Time is short and a decision not necessary. -You have little power.	-You care about both the issue and the relationship. -Used habitually for most issues. -Negative feelings may linger.