Conflict Resolution Techniques
                     CONFLICT 
MANAGEMENT & 
ITS RESOLUTION 
TECHNIQUE
AFFORDABLE MEDIATION 
SERVICES
WHAT IS CONFLICT ?
It is simply defined as 
disagreement, be it 
violent or subtle form 
between two persons or 
parties.
CONFLICT MANAGEMENT
Conflict management is the 
process of planning to avoid 
conflict where possible and 
organizing to resolve conflict 
where it does happen, as rapidly 
and smoothly as possible.
COMPETITION V/S CONFLICT
Both occurs when 2 or more parties 
engage. 
Differ in degree of self interest 
displayed . 
 In conflict one party prevents the 
success of other. E.g.: Hockey, 
football. 
 In competition no direct interference 
of one party with other. E.g.: track 
events.
POSITIVE OUTCOMES OF 
CONFLICT
 Conflicts can have constructive outcomes 
when they are properly handled. They 
can: 
 Provide greater interest in the topic of 
discussion, 
 Stimulate greater feelings of identify
 Cause attention to be drawn to the 
existing problems
 Cause diffusion of ideas for the solution 
for other problems,
 Promote understanding
 Motivate one to work more efficiently. 
CONFLICT RESOLUTION 
TECHNIQUES
Conflict resolution techniques 
implies that conflicts can be 
resolved--finished, completed, 
overcome, or permanently settled 
through these techniques.
CONFLICT RESOLUTION 
TECHNIQUES
LISTEN, THEN SPEAK OUT
 Believe it or not, just listening to an 
employee’s issue is the first and most 
important step in resolving conflict. You 
should simply listen to all parties involved to 
completely understand the nature of conflict 
and then start troubleshooting solutions.
GATHER THE GROUP
 As a leader, you’ll need to arrange a meeting 
with all involved parties to discuss the issue. 
Give everyone a chance to speak; this is a 
good opportunity to hear all sides and gain a 
full understanding of the conflict. Having a 
group meeting may also expedite a 
resolution that will satisfy everyone.
BE IMPARTIAL
 Don’t take sides! In a leadership position, you 
shouldn’t display any sort of opinion that 
favors one person over another. If you are 
partial towards one person, try to access the 
situation from all sides to come up with a fair 
and reasonable solution.
DO NOT POSTPONE CONFLICT 
RESOLUTION
 Address the conflict immediately. Otherwise, 
the situation could escalate and could affect 
employee performance. Just make sure not to 
address the situation too quickly or without 
careful consideration, as your decision will 
directly affect the demeanor and 
performance of your staff.
PROMOTE TEAMWORK
 Encouragement and Motivation are powerful. 
Remind your staff of successful projects that 
required teamwork to complete. This is one 
of the most effective conflict resolution 
techniques and will really make the 
employees think about the importance of 
working in a team.
BROADCAST PRAISE
 As stated above, the power of 
encouragement and motivation can be 
multiplied when it is spread to recognize 
those who are modeling the teamwork and 
cooperation that is desired within any 
conflict. Try to give suitable models in these 
instances because behavior modeling can be 
risky if there are elements in the model that 
are undesirable.
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