Corporate, Conflict Resolution Counseling.
- For Corporate Employees, Managers, Owners..
Conflict resolution, otherwise known as reconciliation, is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution. Committed individuals or group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of the group.
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The term conflict resolution may also be used interchangeably with dispute resolution, where arbitration and litigation processes are critically involved. Furthermore, the concept of conflict resolution can be thought to encompass the use of nonviolent resistance measures by conflicted parties in an attempt to promote effective resolution.
Styles Of Conflict Resolution Your Business
Avoidance Conflict Style.
Characterized by joking, changing or avoiding the topic, or even denying that a problem exists, the conflict avoidance style is used when an individual has no interest in dealing with the other party, when one is uncomfortable with conflict, or due to cultural contexts. During conflict, these avoiders adopt a "wait and see" attitude, often allowing conflict to phase out on its own without any personal involvement. By neglecting to address high-conflict situations, avoiders risk allowing problems to fester out of control.
Yielding Conflict Style.
In contrast, yielding or "accommodating" conflict styles are characterized by a high level of concern for others and a low level of concern for oneself. This passive pro-social approach emerges when individuals derive personal satisfaction from meeting the needs of others and have a general concern for maintaining stable, positive social relationships. When faced with conflict, individuals with a yielding conflict style tend to give into others' demands out of respect for the social relationship.
Competitive Conflict Style.
The competitive or "fighting" conflict style maximizes individual assertiveness (i.e., concern for self) and minimizes empathy (i.e., concern for others). Groups consisting of competitive members generally enjoy seeking domination over others, and typically see conflict as a "win or lose" predicament. Fighters tend to force others to accept their personal views by employing competitive power tactics (arguments, insults, accusations, violence, etc.) that foster feelings of intimidation.).
Cooperation Conflict Style.
Characterized by an active concern for both pro-social and pro-self behavior, the cooperation conflict style is typically used when an individual has elevated interests in their own outcomes as well as in the outcomes of others. During conflict, cooperators collaborate with others in an effort to find an amicable solution that satisfies all parties involved in the conflict. Individuals using this type of conflict style tend to be both highly assertive and highly empathetic. By seeing conflict as a creative opportunity, collaborators willingly invest time and resources into finding a "win-win" solution. According to the literature on conflict resolution, a cooperative conflict resolution style is recommended above all others.
Conciliation Conflict Style.
The conciliation or "compromising" conflict style is typical of individuals who possess an intermediate level of concern for both personal and others' outcomes. Compromisers value fairness and, in doing so, anticipate mutual give-and-take interactions. By accepting some demands put forth by others, compromisers believe this agreeableness will encourage others to meet them halfway, thus promoting conflict resolution. This conflict style can be considered an extension of both "yielding" and "cooperative" strategies.
Benefits For Employers
Studies indicate that offering Employee Assistance Program , EAPs may result in various benefits for employers, including lower medical costs, reduced turnover, personal stress, workplace conflicts and absenteeism, and higher employee productivity
Benefits For Management
Most managers indicate that counseling helps them to overcome both short and long-termed problem. That these managers described themselves as learning something new and useful about themselves as a result of counseling.
Benefits For Business Owners
The benefits for business owners who provide counseling services to both employees and management have established business benefits, including increased productivity of employees (termed "presenteeism") and decreased absenteeism.
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