Collaboration, Accommodation, And Avoidance

In Cloke and Goldsmith’s Resolving Conflicts at Work, strategy 1 gives us an overview of conflict today and the many factors that influence. The authors also explain the many ways nearly every conflict can be handled. Cloke tells us that differing human perceptions keep us stuck in conflict longer than is necessary and productive. Early family development sets the default settings for each person’s perception of the situations they will face for the rest of their lives. Cloke goes on to say that conflict is unavoidable especially because today’s media continually subjects Americans to conflict following a common injunction, “if it bleeds it leads.”

In the second scenario, the parties in conflict are in a student-teacher relationship. Notably, the professor has the higher power in the relationship, and is better with usage of conflict styles than the student is. Furthermore, the results of the questionnaire determine that I exhibit very strong habits of collaboration in impersonal interpersonal conflict. “Integrating shows a high level of concern for one’s own goals, the goals of others, the successful solution of the problem, and the enhancement of the relationship” (Wilmot and Hocker 165), which I seem to possess even in an impersonal relationship. Particularly, the results of this situation, shows that I have strengths in avoidance, compromise, and accommodation-conflict styles. I understand my stance in this circumstance, and acknowledge the fact that I could use some improvements in these habits when dealing with conflict. Notably, the following discusses the benefits of knowing my conflict

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

hen a conflict arises persevere and come upon the perspective as for where positivity can liquidate any obstacle in your way. Many examples in history prove that having a positive outlook can help the situation such as “The Diary of Anne Frank” and “Dear Miss Breed”. In these two pieces of literature, they show the ability to persevere through conflicts with having a positive attitude moreover, having a perspective on the conflict which bettered the situation. The best way to respond to a conflict is having a positive attitude and persevere through the problem consequently the dispute could escalate and worsen the situation.

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

With the need for constant change comes conflict. There are several strategies for handling conflict, avoidance,

In team settings, individual team members generally handle conflict in five key ways as identified in an adaptation of the Thomas-Kilman Conflict Inventory (1976): Avoidance, Accommodation, Competition, Compromise, and Collaboration. All five conflict styles can be both beneficial and/or costly to individual and team success. It can also be argued that all five conflict styles may be useful to resolve conflicts under certain circumstances. Please review the five conflict styles listed below:

One thing that is a part of every person’s life on every day of every week of every month of every year is conflict. Conflict is something that people, no matter how they strive, cannot escape from. Whether the conflict on a certain day is on a large scale or it is a miniscule bump in the road, it can be said that there will always be conflict. When people encounter conflict, the sole thing on their minds is to devise a way to be rid of it. The way that a person responds to whatever conflict they are faced with is what determines success or failure. If a person meets the conflict head on and with a positive attitude, then it is almost certain to end in success. If a person meets the conflict with a negative attitude and tries to avoid it, then

 I like how you had stated that you had a negative understanding collaboration back when you were in school. I can agree, that I had similar negative experiences with collaboration and force collaborations felt like the group was paddling Upstream; although, the tasks were completed the effort that was needed it was exhausting. I found collaboration that is not forced and with individuals passionate about an end goals, seem to run smoothly, are fun and flow.

A collaborating style is a type of conflict management style that is “high in both assertiveness and cooperativeness.” When I took the “Where Are You on the Grid?” In Family Communication I got a 31 on collaborating. I also took a quiz on Buzzfeed called “How Blunt Are You Actually?” And I was deemed “Very Blunt”. The quiz elaborated and said “You’re incredibly honest, but you know the line between honest and mean.” I personally, believe communication is more efficient when an individual says whatever they need to say. While there is fine line between mean and honest, I have defiantly found that working as a Student Advisor. The book mentioned collaborating requires individuals to “integrate the needs of both parties to the conflict so that

There are four distinct conflict styles which are the levels of assertiveness and cooperativeness that are employed by a person in a conflict situation. Everyone has their own individual conflict style; my own style tends to be accommodating. This means that I am not very assertive and I am very good at cooperating with those I am in conflict with. In this essay I will examine each conflict style and my own choice of style and why I tend to default to this style. I will also examine whether or not my choice of the accommodating style is the best approach to resolving conflict, and discuss the advantages of learning to use each of the styles in specific situations.

For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them.