STYLES 1
Conflict Management Styles
Thomas H. Carroll, IV
Trident University
MGT -501
Conflict Management Styles
At some point in time everyone assumes a managing role. Parents are the first examples because they manage their households as well as their children, their budget, etc. From time to conflicts can arise that need to be resolved. The purpose of this short essay is to examine different type of management conflict styles, the situations that warrant different solutions, and ways to use the least favorable types to resolve issues. An individual’s personality is closely linked with his or her preferred or least preferred management conflict style.
Conflict Management Styles
There are essentially five types of conflict management styles: forcing, accommodating, avoiding, compromising, and collaborating. Forcing as the name implies is basically strong arming the parties in conflict to resolve the issue immediately. There is usually a punishment attached to get the process moving faster. The concerns of the parties are usually disregarded which means the conflict could resurface later (WSU).
Accommodating means the other party gets exactly what they want while personal needs/concerns go unfulfilled (WSU). Avoiding is one of the worst choices because it means that no action is taken to address or resolve the issue. There is this idea that it may go away on its own (WSU). Compromising involves the formulation of a solution that only half way solves the problem for both sides (WSU). Lastly, is collaborating which means both parties get together, address their concerns, and then a mutual resolution is made (WSU).
I prefer to collaborate with individuals if at all possible to create the best possible outcome for both parties. At the same time I do not like avoidance because it seems like inaction which is what may have cause the problem in the first place. Collaboration is good when both parties have the same level of power and resources. E.g. to companies that want to enter the same market, that have similar products, with similar finances, in the same industry may find it more beneficial to collaborate than fight.
Collaboration is not always the best possible outcome especially in the situation between parents and children. There are certain situations where collaboration works well such as the types of clothes to pick out for school or even dinner. This would not be an ideal situation if the child does not want to wear his or her safety belt while riding in a vehicle. Or not riding home on the bus when the child is too young to walk home.
The style of avoidance is reserved for situation that may cause either party physical harm. Also, if the other party is completely unreasonable there would be no point in having any type of meeting to try to resolve the issue. It may even require the involved of a hierarchy. The best way to determine if a style is right for a situation is to examine the possible outcomes of that situation. It is similar to weighing the pros and cons.
Conclusion
Each situation is different and demands a different type of conflict management style. It is very beneficial to have a primary style and even to have a secondary style. The truth is that one style does not fit all situations. There are also those situations that are better solved through the use of the least likely or liked style. In this particular case my preferred style was collaboration while my least favorite was avoidance. Collaboration gives both parties a voice and allows for the best possible outcome, while avoidance does nothing. Avoidance is simply letting things happen in a certain way and hoping that the outcome is favorable.
References
Wright State University (WSU). (n.d.). Conflict Management -- Style and Strategy.
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