There is no universally correct way to handle every workplace conflict. Each conflict is unique, and depending on the individual circumstances of the issue or disagreement, and depending on the personalities involved, different strategies are needed to reach the optimal solution and move forward successfully.
To take a closer look at the various strategies one can use in resolving workplace conflict, let us review the five different conflict management styles developed by Kenneth W. Thomas and Ralph H. Kilmann.
The Thomas-Kilmann Conflict Mode Instrument assesses conflict management styles on two distinct levels: assertiveness and cooperativeness. Under this model, the five conflict management styles are as follows:
1. Competing (both
…show more content…
Examples: You have a situation in which you want to put personal feelings aside and focus on issues.
When the major objective is to learn from others or to work on your relationship with others. To encourage mutual commitment to a project through incorporating others ' ideas into the final agreement.
A compromising conflict management style is a perfect balance of both levels of assertiveness and levels of cooperation. Compromising usually means both sides give concessions but also both sides get a little of what they want.
Conflict is neither avoided altogether nor collaborated on fully. There is some cooperation, but not complete cooperation. Compromise is about making both parties happy enough - splitting the difference and finding an acceptable middle ground.
Examples: When a healthy relationship with the other party is more important than reaching all of your goals. When a complex issue needs a fast but temporary solution while a better solution is discussed. When you have an approaching deadline. When collaboration is not working despite your best
…show more content…
When you want to "pick your fights" and have another issue to cover later that is of more importance.
An avoiding conflict management style is extremely passive - the topic at hand is ignored. Both your goals and the goals of the other person are not engaged or discussed and the conflict is left alone altogether.
Any attempts made by others to address the conflict are ignored, sidestepped, or delayed. Examples: When others are not acting appropriately. When the conflict will cause more damage than the potential resolution will offer.
When those involved need time to cool their temperaments and collect their thoughts. When you need to gather more information or data. When the issue is symptomatic of a greater issue, or when other unrelated issues are more pressing.
Just as it is important for your to choose a style of conflict management each time you enter into a discussion or argument at the workplace, it is also imperative that you recognize which conflict management style the other party is using on their end of the issue and why they have chosen that
After comparing all five conflict management styles I came to a conclusion that my spouse often withdraws from conflicts when I make demands. Therefore, it led me to believe that her principal conflict management style in our relationship is avoidance. 2) Describe, with sufficient detail, an instance from your life where you can apply this concept, model or theory to your interaction with another person. My wife has a complicated relationship with her twin sister.
What is the best way to respond to conflict? People respond to conflict in many different way and there are different ways to handle conflict. The best way to handle conflict is to stay positive. People can best respond to conflict by being positive and fighting the conflict head on. Though this could lead to fighting is is the best way to show feeling towards the topic or conflict.
By utuilizing this method of conflict resolution it makes my job easier in some instances. Given that I work in a quasi military environment and hold a position of command, this tends to be quick solution to problems in some instances. However, at times, compromising and collaboration work as an alternative method of conflict resolution. This is especially true when it involves working with other police departments on county wide projects and iniatives. These styles often times produce the best results because it allows for the best of all agencies to be incorporated into the
Conflict styles are patterned behavioral responses that individuals use across different conflicts and with various people. The first battle style is avoidance, which occurs when there is a low concern for yourself and a small concern for the other party. In some relationships people think ignoring the conflict and not talking about it will go away. However, researchers found that in failing marriages negative emotions overwhelm the interaction between the parties, who then withdraw from each other (Zautra, 2003). The second style is accommodation; this is where you are not the concern with your feelings but with your significant others.
Conflict is when there is a serious disagreement or clash amongst individuals and conflict resolution is when there is a process to solve this conflict in a peaceful manner. When there is a conflict that arises in our group we plan to always have a resolution. Some of the ways, we will deal with conflict are as follows: • We will appoint someone who will facilitate all the meetings. This person will call the meeting to order, go over what we discussed in our previous meeting, facilitate the questions and make sure we stay with the task on hand.
They try to smooth over or ignore conflict to keep everybody happy, they see conflict as destructive and will give in to others to maintain the peace (Page 38), Bryan is a very good Illustration of accommodation he sacrifice his needs for the group, he share’s his lunch with John, he writes the last easy for the group, he maintain peace among the group when john and andy was arguing. Even though bryan is trying trying to keep the peace in the group, he is has problems with himself and he sense unfairness and inequality throughout the film. Collaborating is a strategy is used in a I win, you win Situation. According to Patterson James “ The problem-solving or collaboration strategy is usually the best approach to win-win negations and the problem- solving strategy is usually the best way to cut through conflict. Make a decision and work toward win-win deals (page 41).
In this negotiation, a negotiator pursues their own needs no matter if the other side suffers (Negotiation Experts). According to the negotiation expert, it’s the best to use this when you need to act fast or gets results (negotiation experts) Competing negotiation strategy can be best seen when children throw tantrums in the grocery store when they are getting what they want, and the parent eventually gives into the needs of the child. In this case, the child would be the negotiator and the parent be the other
here are many different conflicts between people, who usually have different values, ideas, personality, yet at the same time there are many approaches how to resolve those kind of conflicts. Conflict Management teaches us various procedures and skills which we should all understand, and know how to apply in order to handle tough situations. The movie Remember the Titans is the best example of showing number of conflicts. The main biggest issue in the movie is a racial problem.
Having an argument or dispute can be helpful in some ways because it helps establish boundaries and receive valuable insight on other’s opinions. The management of conflict is essential because it will help an individual know the necessary skills in how to deal with everyday life. Individuals should know that the way that the conflict is handled or the way the disagreement is conveyed is important since it is how the person shows character. Individuals should know how to manage conflict in a positive manner in order to have a suitable and
As a compromiser myself, I can relate. However, even though compromising has cons associated with it, it can be influential about learning other styles. Ultimately, if compromisers analyze and seek to understand and improve their conflicts, they can learn different styles allowing them to adapt to differing conflicts in order to solve disputes
A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.
Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012). The story of the conflict between Cindy and Dr. Jones is an excellent case to analyze the elements of conflict and conflict management.
On how individuals evaluate the behavior of another individual, how he projects a conflict behavior depend conflict stability of person. In modern conflictology Thomas and Kilmann identified the following five basic styles of behavior in conflict situations: 1. Competing is assertive and uncooperative—an individual pursues his own concerns at the other person 's expense.
Lastly, the textbook tells us that conflict allows a more equitable balance of power (Bethel University, 2012). If your able to communicate an issue with your partner and the two of you work with a compromised agreement, this gives the person who was having the issue a sense of power in the relationship by the partner’s willingness to resolve the