Conflict Resolution: Approaches and Strategies

Subject: Sociology
Pages: 2
Words: 601
Reading time:
3 min
Study level: College

The problems associated with the study of conflicts have a right to exist. Problems appear not only to professional psychologists and sociologists but also politicians, managers, teachers, and social workers – all those in their practical activity are connected with human interaction problems. Unfortunately, this growing interest is connected in no small measure to the growing tension in different spheres of social interaction, with the acute need for various social structures and individuals to help resolve conflicts.

Relationship conflicts potentially lead to more unpleasant results than task or process conflicts. This is because, in a relationship conflict, people are guided by their feelings about each other. Both sides of the conflict act out of their desires. People may have arguments in a task or process conflict as they work together. However, it is in the interest of both parties to resolve the misunderstanding as quickly as possible.

In the case of two unequal parties, the most likely strategy for managing conflict may be to eliminate conflict. When parties to a conflict are at different levels of the hierarchy and have equal power and authority, the party with the greater power may eliminate the conflict (Egerova & Rotenbornova, 2021). This can happen through a change in the environment of the conflict. For example, the director who conflicts with an employee can fire him and thus end the disagreement. When two parties with equal power are involved in a conflict, the most appropriate strategy is to resolve the conflict. To maintain a good relationship, the two parties find a compromise and end the disagreement. This strategy is most appropriate because the parties have no privileges over each other, and therefore are on an equal footing and are equally interested in resolving the dispute.

Meaningless conflicts should be avoided. Every person is different, everyone has a different worldview, and very often, it does not coincide with other people. For example, there have been many times in my life when I have not continued an argument to maintain a good relationship with someone. Sometimes it is better to remain silent than to jeopardize a relationship with a person. However, there are times when keeping a grudge quiet can lead to a huge argument. In this case, it is very important to identify the importance of the conflict. Conflict should not be avoided if a dispute could affect future communication. It is necessary to spell out each side’s grievances and opinions at once and come to a common solution or compromise. For example, I can give my unfortunate experience with conflict avoidance. One day I noticed that an acquaintance was making excessive comments about me. I remained silent because I decided it was not worth the conflict. Eventually, my companion continued his negative attitude toward me, which multiplied my resentment toward him. We quarreled and could not find a solution to this conflict. Thus, if I had explained to my friend at the beginning what displeased me, I would have been able to avoid the quarrel.

Integrative negotiation means that both sides benefit from improving each other’s position because it does not prevent the counterparty from strengthening its position. Decision-making ethics choose alternative courses of action to solve a problem based on anticipating the immediate and distant consequences of decisions and taking responsibility for them. Decision-making is an integral part of the ethics of responsibility. Decision-making is based either on intuition, impulsive impulse, or judgments based on personal experience, knowledge, and competence. I believe that focusing on interests rather than positions has been used. It is the one that allows one to move from ethical impulses.


Egerová, D., & Rotenbornová, L. (2021). Towards understanding of workplace conflict: an examination into causes and conflict management strategies. Web.