Even if you have the best intentions, you may disagree with others. This may lead to a conflict where both of you feel angry, upset, misunderstood or helpless. The following suggestions may help you resolve differences so that you may continue with a relationship effectively. When you use the controlling style, you manage conflict by hard bargaining or in terms of “might makes right.” Someone whose conflict management style is controlling pursues personal concerns at another’s expense. If you conflict with someone of who uses the controlling conflict management style, you may need to stand up for your rights, defend a position which you believe is correct,
or simply try to win. The controlling style of conflict management works well when you need to act quickly or when you believe you are correct. On the other hand, the controlling style of conflict management intimidates people, and they may be afraid either to admit to problems or to give you important information. CollaboratingWhen you use the collaborating style, you manage conflict by negotiating and may believe that two heads are better than one. When collaborating you work with others to explore their disagreement, generate alternatives, and find a mutually satisfying solution. The collaborating style of conflict management allows you to learn from another’s perspective. It can be helpful when you need a decision that addresses both parties’ concerns. On the other hand, the collaborating style of conflict management may be unsuitable either for minor decisions or when time is limited. CompromisingWhen you use the compromising style, you manage conflict by splitting the difference so that the solution partially satisfies both parties. The compromising style of conflict management is useful when other styles fail, for fast decision-making on minor disagreements, or when two equally strong parties commit to mutually exclusive goals. On the other hand, the compromising style of conflict management may cause you to lose sight of larger issues and values and may not please everyone. AccommodatingWhen you use the accommodating style, you manage conflict by soft bargaining or “killing your enemy with kindness.” When you use the accommodating style, you yield to another person’s point of view and pay attention to his or her concerns while neglecting your own. The accommodating style is useful when you see that you are wrong or when harmony is most important to you. However, if you use the accommodating style, others may not address your concerns. AvoidingWhen you use the Avoiding style, you manage conflict by leaving well enough alone or by not addressing the conflict. You may either withdraw from the situation or postpone confrontation. The Avoiding style of conflict is useful when confrontation may be dangerous or damaging, when an issue is unimportant, or when a situation needs to cool down, or when you need more time to prepare. On the other hand, if you use the Avoiding style of conflict management, issues may go unaddressed. Improving Conflict SkillsOnce you have determined your goal and your conflict management style, you may now wonder how you can resolve the conflict as you planned. Conflict resolution is highly dependent upon good communication skills. Active listening results in effective communication and conflict resolution. Communication Obstacles
Communication Catalysts
Conflict Resolution ProcessBefore the confrontation, ask yourself
During the confrontation set the tone
Summarize new understandingsBrainstorm alternative solutions
Plan for follow-up to make sure the solutions are working for everyone. What are the 5 styles of conflict management?According to the Thomas-Kilmann Conflict Mode Instrument (TKI), used by human resource (HR) professionals around the world, there are five major styles of conflict management—collaborating, competing, avoiding, accommodating, and compromising.
What conflict management style is often used to set a precedent quizlet?Competing is a conflict management style resulting from a high concern for your own interests and low concern for the other party. This approach is generally used when the conflict issue is important or to set a precedent.
What is the most common conflict management style?Avoidance. Avoidance is the worst and most frequently used. The strength of this style is that it allows you to choose your battles, but its weakness is that you can end up in an undesirable position when trying to avoid the conflict.
Which style is best used to resolve a conflict?While it might seem somewhat weak, accommodation can be the absolute best choice to resolve a small conflict and move on with more important issues. This style is highly cooperative on the part of the resolver but can lead to resentment.
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