is an effective way of solving conflicts as it encompasses the structural alteration aspect of the corporation as well as obtaining a macro perspective of the organization.Conflict Resolution involves resolving conflicts through varied techniques such asForcing- this is the quickest form of conflict resolution, thought it does not provide an effective long-term solution. It may be understood further in an employer telling two arguing subordinates to keep quiet.Smoothing- it involves using tact by the peacemaker. It can be an effective strategy in most cases. However, it does create an impression of favoritism, which has negative consequences in the long term. Consider the following situationThe same two arguing employees, X and Y, approach their boss for his opinion on the problem. Their employer chooses Xs argument over Y. This naturally leads Y to believe that their employer is biased towards X.Majority rule- although voting is an important element of democracy; votes usually lead to suppression of important facts. Once again, the losing party feels that it has been cheated and this leads to cooperation problems in the future.Compromise- this is probably the most widely used technique that provides all parties some sort of benefit. It is most widely seen in labor union conflicts with management. However, a major disadvantage of this system occurs when both/either of the two parties exaggerate their demands in anticipation that they will get more than what they realistically hope for by inflating the initial demand.Consensus- This requires conflicting parties to work together to find the best solution to their problem. This is the most useful tool thought it often is the most tedious.Voting and horse-trading should not be allowed, while equal airtime for all and a certain level of unanimity must be reached.Confrontation- this involves opposing parties to come face to face and discuss their needs, wants and demands. Its disad...
