Orientations of Conflicts

Neglect or Avoid: This is one orientation or approach which means refuse or ignores the conflict. This is the approach which is recommended to be used in a situation in which it is not likely that the conflict can be resolved. Tilts technique is appropriate when the situation and possible outcomes lack clarity, when outcomes depend upon or are expected to be influenced by the resolution of some other concurrent issues or when some other matters are of higher priority. In all these situations, a high degree of avoidance due to uncooperative attitude is indicated with the result that even if efforts are made resolution is not possible. This approach is just like the ‘cease-fire’ between the warring parties. This approach may be useful in the situation also when the issues are considered not important. This orientation may also result from administrator’s genuine indifference to an issue or distaste for the process required to resolve conflict or his sense of being powerless.

Accommodation or Appeasement: This is another orientation to resolving conflicts which is, generally, used in a situation in which parties do not insist to satisfy their own concern and are cooperative in the sense they have a desire to satisfy each other’s concern. According to Montessori Course it also involves willingness on the part of the parties to satisfy each other’s concern at the expense of one’s own. In a way, it is ‘giving in’. This orientation is also used by administrators when they feel powerless and when retaining good relation-ship is considered more important in the situation. It is resorted to in that situation also in which the outcome of the conflict is not considered important. Individual-institutional conflicts are more frequently resolved in this way.

Competition or Domination: There may be a situation in which parties are highly assertive to satisfy their own concern and are uncooperative in the sense that they are not willing to satisfy other’s concern. This is a situation in which competition among parties to satisfy One’s own concern tries to see is dominant. It is a `win-lose ‘ orientation in which each party tries to see that it wins and the other party loses.

Collaborative or Integrative: This is a `Win-Win’ orientation, a situation in which both the parties wish that their own concern as well as the concern of the other party both should be satisfied. In a way it is a `collaborative’ approach. This assumes that the participants will work together for a solution. It requires that both the parties should be open about their motives and objectives. In this situation, efforts should be made to increase mutual understanding.

Sharing or Compromising: It implies a situation in which moderate cooperativeness are indicated. This orientation rests on the assumption that each of the party will be happy because they gained something. This however is not always the case. Sometimes what is lost may become more dominant in future and may plant the seeds for a new conflict. This approach is just the same as bargaining. Early Childhood Education Course feels that avoidance and appeasement are in a way “non-management” of conflict. Hence, only three basic strategies are left as useful alternatives for managing conflict. These are Collaboration, Bargaining and Power. Bargaining incorporates certain features of both, collaboration and power strategies.