If you've noticed that there is a bit more tension in your everyday life, you are probably not imagining it. The tumult of these economic times has certainly contributed to an increase in people's stress levels and this increase connects directly to increased conflict.

Equally certain, there's a significant number of folks who could use a little help in dealing with the conflict. We're going to take a look at a couple of points and provide some suggestions on how to productively manage conflict.

The first recommendation is to develop the personal awareness that conflict is not necessarily a bad thing. Simply put, it is the relationship between individuals or groups when their intentions are based on perceived incompatible wants. Understanding that this is a common event for diverse individuals who populate diverse companies allows the emotional level to be lowered immediately.

Also recognizing that emotion plays as much a role as substance in the positions people take also allows an individual to see the situation through a completely different pair of eyes.

Social behaviorists have identified five major mechanisms people tend to use to deal with conflict.

* The first is avoidance, also known as ignoring the problem and it will eventually go away.

* A second approach is referred to as smoothing. As this title implies, an undercurrent of "Don't worry, everything's OK," characterizes this tool.

* The third utilizes compromising also known as "splitting the difference."

* The fourth approach is known as forcing and is characterized by that famous expression, "my way or the highway."

* And finally, there is the one approach most people profess to prefer, though few can actually implement: Collaboration.

Collaboration is a much trumpeted approach that intellectually is very easy to comprehend. Basically it involves two clearly defined steps, the first being differentiation, the second being integration. Differentiation is as the name implies-laying out the basis and specifics of where differences and commonalities exist. The challenge is always keeping people separate from positions and interests.

Once this differentiation is complete, (and it is highly recommended that this work be captured on paper), the next step is integration.

Integration is a process where both parties consciously change their perspectives to see the difference as a shared problem, one that requires mutual support to resolve. Once here, measures are taken to resolve the joint differences. The parties search for joint options and joint evaluation and selection of the best win/win solution. The key here is both parties have to have the confidence and trust in themselves and in their counterparts to be willing to change their perspective. To orient to view areas of difference as a shared problem to be mutually solved is certainly much easier to say than it is to do, but the quality of the outcome justifies the input and time of energy.

Well adjusted companies and well adjusted employees of these companies clearly see conflict for the opportunity that it is. New ideas, new commitments, all underscored by new energy are the natural bi products for a process that at first feels a bit unnatural. Give it a try. You might be amazed at how effective you can be in changing a tense, emotional, nonproductive event into an activity that is healthy for both you and your company.

John F. Riddell Jr., director of the Center for Entrepreneurial Growth-Hamilton County, writes every other Tuesday about entrepreneurs and their impact on companies and the marketplace. Submit comments to his attention by writing to Business Editor John Vass Jr., Chattanooga Times Free Press, P.O. Box 1447, Chattanooga, TN 37401-1447, or by e-mailing him at business@timesfreepress.com