Two BASK lists drive this unit, and candidates constantly blend them: the four types of conflict and the five conflict resolution strategies.
Types of conflict
The BASK key concept names exactly four examples: relationship; task; interorganizational; intraorganizational.
- Role conflict, process conflict, status conflict, personal conflict and structural conflict are not BASK types. Process is the most tempting wrong addition; task is the real entry.
- Interorganizational means conflict between organizations. Do not reach for it for a feud between two employees.
The five resolution strategies
Accommodation; collaboration; compromise; competition; avoidance.
- These are the five Thomas-Kilmann conflict modes, but the BASK never uses the name Thomas-Kilmann. If an item says the BASK names Thomas-Kilmann, that is the error.
- Wrong sets to reject: mediation/arbitration/litigation (dispute-resolution forums, not strategies); consensus and coercion; confrontation and capitulation.
Compromise versus collaboration
- Compromise: each side gives up something. Two budget owners each conceding part of the ask to close the matter is compromise.
- Collaboration: an integrative solution that meets both parties' interests.
- Accommodation: one party yields to the other, not both.
- Avoidance: the issue is sidestepped, not engaged.
Calling any mutually acceptable outcome "collaboration" is the classic miss.
What HR does with conflict
The indicators cut in two directions. HR encourages productive and respectful task-related conflict and uses it to facilitate change, and separately identifies and resolves conflict that is counterproductive or harmful.
- Respectful, data-focused debate between analysts is protected, not suppressed. Coach for tone; keep the debate.
- Impartiality is a condition of mediating. HR resolves or mediates in a respectful, appropriate and impartial manner, and refers to a higher level when warranted. A close friendship with one party plus an allegation you would have to investigate is exactly that warrant: refer first. Disclosing and proceeding anyway is not enough.