Conflict Between Conflict Management Styles

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

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.

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

I defiantly have a high concern for others and their feelings. That’s not to say I don’t have the same high concern for myself but I’m more selfless than selfish in term of someone’s feelings or desires within a relationship. I’m a people pleaser and the person I’m linked to in an interpersonal relationship will most likely come first. Of Thomas & Kilmann’s conflict management styles I’m in the middle of accommodating and compromise because although I’d like to please others in my relationships, I also realize that my needs, idea, and desires are just as important. My conflict management style in my interpersonal relationship is consistent and I remain the same with each partner (which could be my downfall in relationships). I would like to

My assessment scores have my preferred conflict handling style as forcing. “Forcing tries to win the conflict at the other's expense. It includes “hard” influence tactics, particularly assertiveness, to get one's own way” (McShane & Von Glinow, 2017, p. B-8). I also use problem solving as a conflict style to work together for common ground on agreement that can counter the selfishness of forcing. “Problem solving tries to find a mutually beneficial solution for both parties” (McShane & Von Glinow, 2017, p. B-8).

My conflict management style is best characterized as avoiding. It is best described as not paying attention to the conflict or pretending it does not exist. People who use the avoiding strategy generally keep quiet during a disagreement as they view speaking up as not worthwhile and believe little will result from it.

For this observation paper a classmate and I went to watch a court case in Sanford Florida. The observation that I made is centered on conflict management and resolution. The offense that the defendant was accused of was trespassing. The behaviors of the defendant, the witness, lawyers, and members of the jury were all written down and analyzed. The events that unfolded in the courtroom were also taken into consideration when analyzing the information. Verbal and non-verbal styles were identified and correlated to the outcome of the case. Different conflict resolution styles that were used by the completing sides exposed different lessons that helped me further understand the different aspects of the case.

Conflict management is different with every company. Situations differ between companies, individual departments, or individual employees. Companies should always keep in mind the styles of conflict when determining how to manage conflict. The styles only play a partial role in conflict management. Other considerations are to determine the type of culture an organization has and how previous conflict has been managed and learn from those actions. Conflict cultures are the ways that individuals are familiar with doing things. Companies would benefit by managing conflict with a small group or department first and work up. A small group or department are familiar with the way one does things and the attitudes and behaviors are normal and familiar to everyone, making conflict management easier (Gelfand, Leslie, Keller & De Dreu,

Conflict management is the practice of recognizing the opposing ideas and actions of different entities in a balanced and effective way. In order to manage conflict there has to be effective communication, problem resolving abilities and good negotiating skills.

Conflicts in the workplace and interpersonal relationship are inevitable. Organizational conflict is common in the workplace because people always have divergent views on various issues, interests, ideologies, goals, and aspirations (Deutsch, 1990). Conflict exists in all kinds of environments because people compete for power, jobs, resources, security and recognition. People who seek power therefore, struggle with others for position or status within the group (Henry, 2009).

Conflict Management Strategies are important tools to help solving daily particular situations and will reduce hostility at work. The main purpose is to look at everyone’s concerns and implement a resolution that will satisfy all the members of a group or a team. It will then ultimately bring more unity and cohesion as well as better performance and results.

There isn’t anyone in this world who do not face conflicts. Conflicts arises everywhere in everyone’s life, whether be it the home or work place or within one’s own mind. No one can avoid conflicts. So we are left with only one option and that is “how tactfully we handle these conflicts”.

By definition a conflict is a disagreement between people or teams due to different opinions or perspective (Cambridge Dictionaries). It is the result of misunderstandings or a lack of communication. Conflict is something we have to deal with on a daily basis. Unfortunately, conflict is an inevitable part of human relationships. Conflicts can happen at anytime or anywhere at work with co-workers, at home with our families or friends, for instance. I am aware that in some point I will have to handle a conflict and even more when I will be manager. In fact, manager must be able to identify, understand the source of the conflict, and resolve any kind of conflict ocurring within the team that he manages. Because each individual have strenghts and weaknesses, teamworks can sometimes trigger sparks and create conflicts. It is natural to have discrepencies within a team. Thus, The risk of conflict are many. This is the reason why the manager have to face differences without getting into the emotional process and without losing sight of the objectives and priorities of the team.

This research work will be centering on effective conflict management, its impact on employee’s performance, productivity as well as resolution, linking to the management and employees of the organizations. Conflict can be regarded as disagreement regarding interests or ideas (Esquivel and Kleiner, 1997). Managing the conflict appears when the objectives, goals or interests of the individuals or groups are frustrated or about to frustrate. Conflict is an inevitable part of life since the goals of different stakeholders such as managers and staff are often incompatible (Jones et al 2000, Bagshaw, 1998).

We are responsible for our actions in every situation. Choosing appropriate conflict style is the key to effective conflict prevention and management. We use our favorite conflict style in conflict situations but we can choose a different style when it is needed. I have never thought of my conflict style before. The quiz provided in this course gave me an opportunity to rediscover this aspect of myself. The style of conflict management quiz tells me that I have the ‘orange’ conflict style. It tells me that I have a collaborative style of managing conflict.