CONFLICT RESOLUTION & RELATIONSHIP MANAGEMENT...

Appropriate Resolutions for life’s relationships.

           Disputes can arise anytime and anyplace. Without exception, disputes involve misunderstandings, conflicting positions (solutions) on the issues, and/or Communication Dynamics© between the parties; whatever the catalysts, the bottom line is that differences have not been resolved to one of the involved party's satisfaction. Most disputes, especially in a business context, are issue driven. The disputants adopt a business-like, solution-focused approach, dealing only with substantive issues and avoiding emotion-based or personality-generated catalysts. However, when personal values are challenged, interpersonal conflict becomes an integral part of the dispute and must be addressed. This is a human condition and denial is like putting your head in the sand; it doesn't work for the ostrich and won't work for disputants.

 

       People will do whatever it takes, in personal or business environments, to get their needs met.  The more 'loss' a person envisions, the harder a person will try to 'win'. Then as the conflict(s) escalates with the people on board, it takes on a life of its own. Then, as behaviours become more aggressive, or even passive, the potential for a functional resolution process diminishes and collaborative solutions are more difficult to achieve (Glasl). In effect, 'relationship managing' and 'conflict resolving' strategies become more complex.

 

        Before a dispute reaches its 'critical mass', when it looks out of control, the disputing parties invariably have gone through a process, The Conflict Resolution Continuum©, which probably involved:

Conflict Avoidance >>> Informal discussion and problem solving >>> More formal Negotiation.

 

        Then, if those involved could not come to an acceptable agreement, it can be assumed that the conflict had escalated into a dispute which needed a more formal and often assisted process for resolution; this might look like:

 

Executive coaching >>> Mediation >>> Administrative decision >>> Arbitration >>>     

 

          In specific circumstances, if and when the outcomes have been unsatisfactory to any of the parties involved, or if they perceived that they had not been allowed a fair and equitable access to a just process, the dispute could move to:

Judicial decision >>> Legislative decision >>> Non-violent direct action >>> >>>Violence

       What is important to remember is that the further that conflicts go down the 'escalation spiral', the less options (read choices) exist for a resolution which allows all parties to leave 'the table' relatively satisfied (and with honour/face). Think about this bottom-line reality next time you go to pick up the phone to give your lawyer(s) the 'attack' directive. There will be a cost to winning, maybe a HUGE cost....More about disputes...

Text Box: Resolving disputes needs strategic approaches;
a balance of rationality and humanity.   
rational objectivity is the hope.

Website table of contents  and Joseph Ravick …  links to what’s on this site and who I am.

ABOUT Conflict...  What conflicts look like…

DisputesWHAT DO DISPUTES LOOK LIKE,  and how do people react or respond when conflicts escalate into disputes? (the many faces of conflict),.

COMMUNICATION & CONFLICT  Definitions, terms, jargon

CONFLICT RESOLUTION TIPS AND GUIDELINES: Strategies and behaviours for you to apply when in conflict.

CONFLICT CHRONICLES: Original stories by Joseph Ravick with a common theme. The chronicles feature real-life conflicts describing the people, their relationships, and the outcomes which they experienced whether they liked it or not.