Hi

There's some relatively well known work called the 'conflict MODE assessment', published by K W Thomas & R H Kilmann (1976).

It is freely available on research gate as a PDF.

It has a clear and easily understood structure and logic to it. I have found it can really help to inform discussion around conflict. In my experience, it certainly helps to promote understanding and provides structure to conversations which are often, quite tricky to engage in.

I have also found that the longer conflict is left to bubble under the surface, the harder it becomes to resolve. Therefore, I would always want to discuss conflict as soon as it becomes apparent - recognising of course, that there is a difference between (positive) creative tension, and (negative) personal conflict.

Conflict is always a difficult thing to understand and totally resolve, but I hope this might help you get closer to it.

Darren Leech, thank you for this insightful response sir, I also downloaded the suggested work for my consumption. It's great!

Intra-organizational conflict can rarely be managed, let alone resolved: organizations should capitalize on functions and dysfunctions with mindfulness, improvisation, and reconfiguration (and in so doing foster learning, adaptation, and evolution in the workplace).

Article Conflict in Organizations

Darren Leech Thank You Very Much For the Insight. Temitope Joshua Adeusi Thank You

Olivier Serrat, thanks for your thought, sir.

the interests based approach, it help you to empathize with the real needs and feelings of the others involved in the conflict.

I put the emphasis between Daily food Every cell health care To prevent the occurrence of congenital disease Food is therefore the cause of all health problems.

Yes, it works in my organisation and I got fruitful results by applying it.

Temitope, conflict is part of organisational and daily life especially in the context of the individualisation and instrumentalisation that have been enhanced as a consequence of neo-liberal ideology in workplaces and society. Perhaps, what needs to be done is firstly, a recognition of its intricate embeddedness in organisational and societal settings, secondly, trying to promote an alternative discourse to neoliberalism and thirdly fostering greater relational interactions between staff in workplaces and people in society. Interesting discussion point...

Conflict in the workplace is an opposing force between two or more people. When it occurs, do not take a side with a person. Listen to everyone and get their version of the stories they give. Accept and empathize with those involved. Let those involved know that conflict is bound to happen in any human institution. Let those involved know that you want to resolve it and be open to everyone. Let those involved accept the causes of the conflict and they must be willing to get a third person to @resolve it with them. If the parties involved understand themselves, you can easily resolve the conflict with them. After settling the issues with them, let them shake hands with each other and embrace themselves to signal peace. Do not engage yourself in a verbal argument with the parties involved in the conflict during the conflict resolution stage. You can also have dinner with those involved in the conflict after their concerns were resolved.

James Klutsey, thank you for your practical approach to this discussion.

Dear @Temitope Joshua Adeusi I utilize escape and avoidance mechanism as the conflict resolution strategy as long as possible.

Regards!

in my country have big politics conflict with different of the colors . "What conflict resolution strategy do you apply in your workplace and personal life and how effective is it? " i effect them with the Allah

Michael A. Cretacci Yes, more so that nobody can live in isolation. Thank you so much, Dr.