Initiative vs. Guilt Competence vs. Inferiority
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McCollum 2009 states that conflicts can be managed in six ways. The first is avoidance. A person can use this strategy to steer clear of conflicts, for any
number of reasons. The person can decide that the confrontation proves more troubles that are worth. The second is independent action. This approach involves
the other side starting a conflict with little or no effort to communicate with the other sides. It often involves violence, illegal acts, or both. Independent action is
almost and always a bad idea. The third is negotiation. Negotiation consists of different sides talking one-on-one to try to work out resolution.
The fourth is mediation. This strategy is similar to negotiation. The difference is that an outside party as a mediator takes part. The mediator makes no decisions,
but helps smooth the communication between the sides of conflict. The fifth is arbitration. Arbitration involves an outside party taking part discussions. An
arbitrator makes judgment about how the conflict should be resolved. The last is litigation. Litigation is the use of legal system to settle a dispute.
There are several ways to handle conflict based on its types that are faced. Kasschau 2003 proposes four types of intrapersonal conflict situation and how
they are resolved. The first one is approach-approach type. An individual must choose between two alternative. To deal with this type of conflict, the individual
decides which goals that he or she wants to approach. An approach-approach conflict is a conflict in name only. It does not produce great deal of stress because
both choices are satisfying. The second is avoidance-avoidance type. The type occurs when an individual confronts two unattractive alternatives. Therefore, the
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most possible way to solve it is to either leave the conflict or choose one better alternative over the others.
The third is approach-avoidance type. An individual who wants to do something but has fears or doubts or is repulsed by it at the same time is
experiencing an approach-avoidance conflict. The resolution of this conflict is often very difficult and depends generally on the person’s finding added reason to
choose one alternative over the other. The fourth is a double approach-avoidance conflict. An individual must choose between two goals or more alternatives, each
of which has attractive and unattractive aspects. In other words, this type concerns with choosing one goal and as a consequence in giving up the other goals.
Adler and Towne 1990: 376-380 propose three manners of taking the decision to do or not to do something in interpersonal conflict. The first manner is
win-lose problem solving in which the party gets what shehe wants while another party is not. Therefore, there will only be one satisfied party. The second manner
is lose-lose in which neither side is satisfied with the decision. The third manner is win-win. It is aimed to satisfy both parties. It does not involve compromise in
which one should give up something or find the most correct solution for everybody with similar problem, but it works when the individual can find the
right answer to the problem.