Five Conflict Resolution Strategies

As many people as there are opinions, sometimes these opinions are so opposite that they provoke irreconcilable contradictions. So there are domestic, interpersonal, and labor conflicts. And everyone behaves differently in them. Tactics in conflict situations are determined by what we want to get in the end. Sometimes it is more rational to take a one-sided loss, some need to reach a mutual agreement, and some do not consider anything other than a hundred percent victory.

In addition, the personal characteristics of a man – his character, temperament, and style of behavior in society influence the tactic. Effective communication skills and a general understanding of the psychology of people can prevent disagreements. Psychologists Kenneth Thomas and R. Kilmann studied the principles of diagnosis, prevention, prevention, and resolution of conflicts. They identified five basic styles of behavior. Let’s talk about these styles and conflict management examples.


This is the most practical strategy for all participants in the conflict. It implies a gain for each party without infringing on their interests. Cooperation assumes further interaction taking into account the needs of each, which is mutually beneficial. This strategy is based on a constructive dialogue in which everyone calmly and unemotionally expresses their desires.


This tactic involves the satisfaction of their interests to the detriment of rivals. It is used when they feel a certain superiority-information, authority, power, strength. Because competition infringes on opponents’ interests, it leads to the deterioration of interpersonal relationships, provoking alienation, and can even eradicate the relationship. This style of behavior is usually emotionally colored; it is characterized by a coercive tone and the use of psychological pressure.


It appears when one of the parties does not want to cooperate in any way to make efforts to resolve disagreements. Ignoring is a fairly common tactic, resulting in losing all participants, as no one’s interests are satisfied. Avoiding conflict can postpone it. Some people choose this behavior with the hope that things will resolve themselves.


This is also a way to avoid conflict, not to ignore it as such, but to compromise one’s interests. By adopting this strategy, a person knowingly agrees to a loss because he puts the interests of the other party above his own. It is appropriate to do this when the benefits of such a decision are more important to the other side than the loss is to you. Often this behavior is used to preserve a good relationship.


This tactic is aimed at winning for all parties, but each must make some concessions. With small losses, everyone will get at least partial satisfaction in their interests. This behavior is an effective way to create a foundation for mutually beneficial relations. However, it is crucial to understand that the concessions must equal the benefits gained. This requires constructive dialogue and high awareness of the interests and “losses” of the other party.

All of these methods are applicable in certain situations. Their knowledge allows you to benefit from cooperation, not necessarily with a complete win, i.e., a satisfaction of your interests. To use the knowledge correctly, the productive work of the brain is necessary – analytical abilities and active thinking allow you to assess the situation in time and choose the right tactics of behavior.

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