Conflict resolution can be defined as the informal or
formal process that two or more parties use to find a peaceful solution to
their dispute. A number of common cognitive and emotional traps, many of them
unconscious can exacerbate conflict and contribute to the need for conflict
resolution. The traps are:
Self-serving interpretation of fairness; rather than
deciding what’s fair from a position of neutrality we interpret what would be
most fair to us, then justify this preference on the basis of fairness.
Overconfidence; we tend to be
overconfident in our own judgment, a tendency that leads us to unrealistic
expectation;
Escalation of commitment to the chosen
course of action is another trap;
Conflict avoidance is natural but also represents a
potential problem; because negative emotions cause discomfort and distress.
Ways for conflict resolution:
1.
Draw principles of collaborative negotiation;
explore interests of underlying parties; determine the best alternative to
negotiate agreement; brainstorming options; look for trade off across issues.
Outcome may be satisfying without the aid of outside parties.
2. Mediation:
Enlist trained, neutral third party to help. These professional mediators work
with parties together or desperately help to reach a resolution that is
sustainable, voluntary and non-binding.
3. Arbitration:
Resembles a court trial except that a neutral third party serves as a judge and
makes decisions to end the dispute.
4.
Civil Litigation: A defendant and a plaintiff
face off before either a judge or a judge and jury, who weighs the evidence and
makes a ruling.
It makes
sense to start off with less expensive, less formal conflict resolution
procedures, such as negotiation and mediation; arbitration and litigation
demand large commitments to money.
Source: Katie Shonk, "What is conflict resolution
and how does it work?”
The Hindu, 12th November, 2015
