Conciliation and arbitration: conciliation involves inviting an independent third party, the arbiter, to come in to conciliate the dispute. Both sides outline their positions and provide evidence, which will be assessed and the arbiter will make a judgement. Conciliation does not require a third-party.
Industrial democracy: running an organisation with the participation of the workforce. For example, sharing ownership of the means of production or having trade union representatives in company boards and governing bodies.
No-strike agreement: this happens when a trade union agrees not to undertake industrial action unless procedural steps have first been undertaken. This usually happens when the management team has agreed to certain conditions of the employee representatives.
Single-union agreement: recognising one union as the only representative of employees. This saves managers the difficulties of negotiating with several unions.
Frequently Asked Questions: Approaches to Conflict Resolution
How to approach conflict resolution?
Approaching conflict resolution effectively often involves staying calm, actively listening to the other person's perspective, clearly stating your own needs and feelings, focusing on the problem rather than attacking the person, brainstorming solutions together, and finding a mutually agreeable outcome. It's about finding a way forward that respects everyone involved.
What are the main approaches to conflict resolution?
Based on the Thomas-Kilmann Conflict Mode Instrument (TKI), there are five main approaches, often described by a combination of assertiveness (satisfying your own concerns) and cooperativeness (satisfying the other person's concerns):
- Competing (Win-Lose): High assertiveness, low cooperativeness. Pursuing your own concerns at the other person's expense.
- Accommodating (Lose-Win): Low assertiveness, high cooperativeness. Neglecting your own concerns to satisfy the other person's.
- Avoiding (Lose-Lose): Low assertiveness, low cooperativeness. Not addressing the conflict.
- Collaborating (Win-Win): High assertiveness, high cooperativeness. Working together to find a solution that fully satisfies both parties' concerns.
- Compromising (Partial Win-Partial Lose): Moderate assertiveness, moderate cooperativeness. Finding a middle ground where both parties give up something.
What is the win-win approach to conflict resolution?
The "win-win" approach is Collaboration. It's a method where parties work together creatively to find a solution that meets the needs and goals of everyone involved as fully as possible. This requires open communication, active listening, and a focus on finding mutual gain rather than just getting your own way.
What are the three major approaches to conflict resolution?
Often, when referring to major approaches, the focus is on the outcome or process used:
- Rights-Based: Focusing on who is right based on rules, laws, policies, or contracts (e.g., arbitration, litigation).
- Power-Based: Resolving conflict based on who has more power or leverage (e.g., strikes, coercion, seniority).
- Interest-Based: Focusing on the underlying needs, desires, concerns, and fears of each party to find a mutually satisfying solution (e.g., negotiation, mediation - this aligns with the "win-win" or collaboration approach).
What is the best approach to conflict resolution?
There is no single "best" approach. The most effective approach depends heavily on the specific situation, the importance of the relationship, the importance of the issue, the time available, and the willingness of the parties involved. Collaboration (win-win) is often ideal for complex issues and important relationships, while other approaches might be more suitable in different circumstances (e.g., competing for quick decisions in emergencies, accommodating to build goodwill, avoiding for trivial issues).
What is the CALM approach to conflict resolution?
CALM is a simple acronym often used to remember key steps in managing conflict constructively:
- C - Clarify the issue: Understand the problem, not the person.
- A - Address the problem: Approach the other person directly and respectfully.
- L - Listen to the other side: Understand their perspective without interruption.
- M - Manage your way to resolution: Work together to find a solution.
