Conflict resolution


There are five major conflict resolution methods. Each one of these methods is better used for certain situations. I prefer using collaboration method of conflict resolution. This is because it brings about a win-win situation for both parties (Dunlop, Indulska & Raymond, 2003). It also reverses the conflict leaving both parties happier. The collaboration method also promotes rapport and mutual respect among conflicting parties. On the other hand, the forceful method is my least favored method. The method promotes animosity and creates a spirit of inferiority and superiority. It disallows for future respect among warring parties. The method is an absolute win-lose situation and leaves one party satisfied and the other completely devastated.

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The collaboration method is appropriate in most conflict resolution situations. It is however most appropriate under certain conditions. First, the collaboration method requires time to administer (Zarghami & Szidarovszky, 2011). For this reason, it is most appropriate for situations that allow for sufficient time to resolve conflict. Second, it is also best suited for major conflicts (Syukur, Loke & Stanski, 2005). Due to the time factor associated with the collaboration method it is only worth the effort when the conflict being resolved is worth the effort. On the other hand, the collaboration method is least effective for resolving trivial matters and for resolving conflict when limited time is available.


The forceful method of conflict resolution is the conflict resolution method. The concerns of one party are pursued while those of the opposing party are neglected (Zarghami & Szidarovszky, 2011). It sometimes includes pushing one opinion at the cost of the other and maintaining strong resistance against the second party.  The forceful method is most appropriate in certain situations. First, it is appropriate when other methods that are less forceful have been tried and proved ineffective. Secondly, it is also appropriate when one needs to stand for their rights and resist pressure and aggression. Thirdly, it may also come handy when the being forceful is justified and there lacks sufficient time (Gire, 1997). Finally, it may be employed to end a long–lasting conflict. The forceful method is leas appropriate when other methods of conflict resolution are available. It is also least appropriate when there is time to explore other options. Finally, it should not be employed if it abuses the rights of one individual.


Selecting the appropriate conflict resolution method requires a lot of decision making skills. To select the best method, I would consider a set of questions. First, it is important to consider the root cause of the conflict (Zarghami & Szidarovszky, 2011). If it is identified, it should be addressed appropriately. Second, it is important to consider the factors associated with the management which contributed to the conflict. If it is possible to resolve the conflict by negotiating with the management, it would be more appropriate in preventing recurrence of the same conflict again. Third, it is essential to determine how the conflict affects the overall productivity of an organization (Fisher, 2000). Eventually, it would be important to ensure that maximum productivity is promoted. Fourth, it is vital to determine how much time there is for the conflict resolution process. Certain methods are more appropriate when the time factor is limited. Fifth, the impact of the conflict in both the long-term and the short-term should be determined so as to make the decision that will affect the organization most positively. Finally, the impact of the conflict on the reputation of the organization as well as the relationship with all the related parties should be determined. The person resolving the conflict should ensure that the conflict resolution process does not soil the organization’s reputation.


Dunlop, N., Indulska, J., & Raymond, K. (2003). Methods for conflict resolution in policy-based management systems, 98–109.

Fisher, R. (2000). Sources of conflict and methods of conflict resolution. International Peace And Conflict Resolution, School Of International Service, The American University.

Gire, J. (1997). The varying effect of individualism-collectivism on preference for methods of conflict resolution. Canadian Journal Of Behavioural Science/Revue Canadienne Des Sciences Du Comportement, 29(1), 38.

Syukur, E., Loke, S., & Stanski, P. (2005). Methods for policy conflict detection and resolution in pervasive computing environments.

Zarghami, M., & Szidarovszky, F. (2011). Conflict Resolution Methods. Springer, 95–112.

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