Conflict resolution and management share skills and personal qualities, but also have critical differences. Both require strong communication and problem-solving skills, cultural competence, and psychology coursework. Conflict resolution focuses on negotiation and compromise facilitation, while management requires faster and more authoritative conflict resolution. In large organizations, conflict resolution may be the job of a separate HR employee or ombudsman.
Today’s business world requires strong ties between the fields of conflict resolution and management. Both fields share a number of skills, personal qualities and required characteristics, but there are some critical divergences between conflict resolution and management. The best and brightest in each field share similar personality traits which include a broad and open mind, quick thinking, and high-level communication skills.
In the context of business management, it is necessary to have certain mediation and conflict resolution skills. Managers at all levels are expected to resolve problems and disputes between employees and help resolve problems of all kinds. A successful manager should have a solid set of conflict resolution skills within their supervisory and entrepreneurial skills base.
An ombudsman, a key position in the field of conflict management, must have a strong background in conflict resolution and mediation. The conflict management field is often based within the business field. If this is the case, someone in conflict management will have a business skills background in addition to their conflict management skills. There is also a curriculum leading to a career in conflict resolution management that further combines the two areas. Someone in conflict management might have a strong background in law or governance of a particular region or area of expertise, or they might have a background in corporate politics or policymaking.
Those working in conflict resolution and management have at least similar basic training. Studies will require a large amount of coursework in communication, problem solving skills and methodology, and mediation techniques. Both conflict resolution and management personnel must be trained with at least a basic level of psychology coursework and cultural competence. One of the most important similarities is that both fields work a lot with people. Those who work in both fields must be adept at working with people of all backgrounds and cultures.
Within a small organization or department, the task of conflict resolution may fall to the manager. In larger organizations with multiple departments and employees, conflict resolution may be the job of a separate HR employee or ombudsman. Conflict resolution and mediation may require the presence of a complete and separate department in large and complex companies.
There are also some critical differences between the conflict resolution and conflict management fields. Those involved in conflict resolution must be very skilled at listening and analyzing a situation as it can best be handled. An ombudsman or mediator should have a strong background in conflict resolution training, just as a manager would, but his training will focus more on negotiation, cooperation, mediation and compromise facilitation. A manager is generally expected to resolve conflicts faster and more firmly and authoritatively.
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