What are your views on this issue? Do you believe in conflict or compromise to
resolve the border dispute?
Answers
Answer:
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Answer:
The use of compromise is a common solution to resolving disagreements in negotiation and mediation processes. While it may produce an agreement, compromise does not always resolve problems that contain underlying interpersonal or organizational conflict. This is because compromise is frequently a "settled" resolution to a problem and not typically the optimal solution sought by either party. It may generate a functional or material solution but not resolve emotional or behavioral issues associated with the disagreement. As a result one or both parties in the dispute may continue to harbor ill feelings or other dissatisfaction that can surface again if the parties continue to have contact with each other.
Compromise is described in the Mouton-Blake Managerial Grid as being a win and lose agreement in which both parties get something of what they want but not all of what they want. Most disputes typically start with a competitive or collaborative strategy where the best possible outcome is the goal for both sides. However a number of factors such as time requirements, financial costs, use of power and influence, and practical matters often enter into the equation. The realization that initial desired goals may be unachievable move parties to a negotiation process involving give and take in order to reach a compromised mutual agreement.
Compromise is a strategy commonly associated with purchasing a car or home, settling a divorce, or resolving labor contract disputes. When an agreement is reached and the parties separate, the compromise process can help both parties feel satisfied that they have reached an acceptable solution. However in disputes such as a divorce or labor contract agreement the parties typically resume a functional relationship after the negotiation and the compromise agreement might not produce a truly satisfactory solution to the problems. As a result lingering anger, resentment or dissatisfaction may trigger subsequent conflicts.
Agree to Disagree
Using compromise to settle a conflict or dispute requires the parties involved to be consciously aware that the outcome might be less than they had originally hoped for. The final decision may be one that is acceptable but not optimal. There can be reluctance or resistance to using compromise as an approach to conflict resolution when the result seems like a loss. However if the focus is on what is achieved, rather than on what has been given up, there is a greater likelihood that the parties will leave with feelings of satisfaction and acceptance. Compromise is more successful when the parties have a range of tangible outcomes that are open for consideration such that the final decision is one that remains "within the box" for both parties.
There may be a need to "agree to disagree" on some points when the dispute seems intractable and the reality that they will not be able to totally agree sets in. Agreeing to disagree is required more often when there is disagreement over values or principles rather than facts or methods. When both parties are able to truly listen and attempt to respectfully understand the position of the opposing party they can often come to accept their disagreements. The mutual acceptance of differences increases the likelihood of a productive resolution to the dispute.
Compromise can be an effective method for managing conflict and differences but it is not always the best choice. Resorting to compromise when other conflict modes (avoiding, accommodating, competing or collaboration) may be more appropriate can result in a process or outcome that is not helpful for the situation at hand. It is important that vital issues or significant requirements are not lost in the course of compromise. Sometimes other creative solutions are needed. All differences and disagreements do not need to be negotiated. Effective individuals know when to use compromise and when other approaches to problem solving are needed.
When is Compromise Appropriate?
Using compromise to resolve a disagreement or dispute is appropriate in the following situations:
When the general welfare of the organization will benefit from both parties giving in on some of their demands.
When differences have been recognized and "aired" and there is a need to move forward.
When it is unrealistic to totally satisfy everyone involved in the disagreement.
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Conclusion
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