Conflict Resolution

The latest issue facing management and supervision is the idea of conflict resolution. Apparently resolving conflict within a unit or institution is a desired and perhaps necessary endeavor for having a peaceful and harmonic existence. Most workshops I have attended have included a component on conflict resolution sometimes couched in other terms such as building relationships, working within the current structure, dealing with people, etc.

There is no question that as quickly as our society moves and as much stress as we tend to experience from day to day, conflict between people is inevitable. We just don’t think and act the same as each other. We come to the table with different and unique personalities, values, histories, agendas, situations, and views. At the table, though, we try to establish some sort of commonality and unified thought. While most good managers rely on consensus building and motivation, ultimately it seems that decisions are often based on one person’s mandate and authority. Of course, this can then result in resentment, a sense of helplessness, and a loss of personal identity for the recipients. Good managers find a way to lead gently but firmly and avoid the kind of conflict that festers into unproductive behavior.

But conflict can arise in families, friends, the workplace, even in social situations or especially in driving down the road. According to Emmanuel Kant, we individually are skewed by our own concepts and interests. If our concept of good driving is staying within the prescribed limits and following the law (which seems to be a pretty good concept), then we tend to be frustrated with those who operate outside of the law. Just as we each have a concept of what good music is, so we each have conceptualized good behavior, proper reactions, and organization. It is really no surprise that conflict often arises between people. In fact, in a way, it is surprising that more conflict does not exist.

Cynically, however, I am a little weary of the emphasis placed on conflict resolution. Is it really necessary to have workshops, sessions, books, articles, and conventions on this topic? Doesn’t it really just come down to common sense? Two people should work together to find commonality. In the case of disagreement, avoid allowing it to escalate. Keep reactions professional and keep the goals as a focus. Bow to authority but always maintain personal standards. Mostly, avoid hurting someone and avoid making conflict a personal issue.

My goal is to meet conflict directly but gently and work diligently to keep it from taking over any situation.