Conflict. Is it Always a Bad Thing

Conflict is inevitable amongst any organization, whether it be secular or non-profit. Any time diverse personalities sit across the table from one another there will always be a difference of opinion regarding ideas, solutions and situations. Of course some people bring their own agendas to the table, and some simply have strong feelings in regards to a particular subject. The fact is that conflict is often a part of the decision making process and must not be avoided. But does that make conflict bad? Absolutely not!

It is wonderful when we all agree on a particular agenda item. It is fine, and even encouraged for people to express their difference of opinion and ideas. Healthy conflict creates the tension that any organization needs to move forward. The problems surrounding conflict occurs when we are not working for the betterment of the institution, and instead wish to push our own needs through at the expense of the process.

While there are many ways people react to conflict such as avoidance, accommodation, compromise, competing and collaboration, the bottom line is that we must all work together to effectively manage the task or make a sound decision.

Avoiding the problem is not always bad. Perhaps we need to put the topic off for more discernment or it may just not be worth the time and energy to discuss. But if avoidance is used to separate ones self from the issue at hand and not deal with the problem out of fear, then that is unhealthy.

Accommodation places us in a category in which some one simply gives up their stake in the polemic at their own expense. They give themselves over to whatever decision is made. This is not a healthy way to move an argument forward. We end up selling ourselves short by withdrawing our needs completely.

Compromise is nothing more than annoying attempts to allow everyone to get what he or she wants. No one feels fulfilled and frustration in sues within the group.

Competing is the process in which a decision must be made. Thus the authority figure overrides the group to pass the issue at hand. This is sometime important to do, especially if the leader knows more about the subject, and a decision must be made quickly. It is not always healthy to use this model, but on occasion necessary.

Collaboration is where we come together and discuss the topic and are able to come to some form of healthy agreement. Of course this process is time consuming and if an issue needs immediate attention this model does not work well.

In conclusion, conflict is inevitable. However, we have a choice in the matter. We can either exercise conflict models in a healthy manner, or one that is unhealthy and destructive to the group. Conflict often creates the tension that provides the momentum we need to move forward as a group in order to make sound and good decisions.

Much of this model and information is credited to Robert Galliger and Michelle Hayne’s workshop on Conflict Management.