Conflict suggests two outcomes; winners and losers. Are these the only ethical outcomes of conflict? While there is gain for some and damage to others in a conflict, there are other out comes to conflict such as win-win, overall progress, advancement, give and take, live another day and best possible outcomes. Unfortunately, most people have not been schooled to realize that these other outcomes of conflict may be more practical and sustainable than win-loss positioning.
The secret to conflict resolution is to be able to give up your position. That does not sound like wisdom when emotions are running high and nobody is willing to budge. However, conflict is a day to day event in the work place that requires a measure of maturity, honesty and value of the other person to be able to sustain good work relations in the organization.
Conflict resolution is not selfish, but incorporates the valuing of other people and their opinions even though you may not agree with them.
Employment provides a daily ground for conflict and differences of opinion over a myriad of issues. It is therefore in the interest of both the employee and employer to manage difficult conversations where perceptions and opinions differ by listening care-fully to the other perspective of the same story.
There are as many perspectives as there are participants in a conflict. The benefits from sharing of different points of view that result in overall improvement and deeper relationships in time.