Conflict Handling Style Analysis

What factors contribute to their conflict resolution styles? Do you know of anyone who handles relationship conflicts effectively? If so, describe their 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

Although all of the approaches have their time and place, you need to ask yourself the basic question, "Is my preferred conflict handling style the very best I can use to resolve this conflict or solve this problem?"

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.

I find that my desire to avoid can put off the wrong vibe to those under my care. The last thing I want people to think of me when it comes to conflict is that I attempt to avoid it at all cost. That can be casted in a negative light. The greatest room for improvement for me in this area is using this style more out of habit than using it when necessary. Since I scored high, there is a good chance I am overusing this style. I have to be more intentional in how I deal with conflict. Though I tend to see conflict as a disruption in the flow and the work at hand and in my opinion it causes unnecessary stress so I only attempt to address it when it is unavoidable. This can hurt my leadership position in a lot of cases and I must learn to use it

1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict?

First, I didn 't think much about the personal issues my character has at home, so the conflict management style I used would have been just don 't think of it! With the student who had the dangerous situation at home, I made sure I got the entire story line before I reacted to anything. This would indicate I used the accommodating style of conflict

First, I didn 't think much about the personal issues my character has at home, so the conflict management style I used would have been just don 't think of it! With the student who had the dangerous situation at home, I made sure I got the entire story line before I reacted to anything. This would indicate I used the accommodating style of conflict

These pages are about resolving conflict and they have a few strategies, but they list avoiding as a short term fix. The articles say “You avoid mostly as a short term strategy, recognizing that conflict will not go away.” Sometimes, people can’t understand the situation, and this is what the article says, “Avoiding is a helpful response to conflict when you are too upset to deal with the situation rationally.” Avoiding also means that you don’t particularly care, “To avoid is to decide that the relationship, nor achieving your goals is

So I talked my friend and this turned into a very interesting discussion and found that he has a sort of avoidance conflict style. My friend is a very kind person and very patient. When ever he talks it is always try’s to talk calm and softly because his parents always yelled as a kid so he would make it a point to be very calm and collective and not be like his parents. However he was very competitive to in certain contexts and around certain people like his friends in high school.

How often do you have a conflict (disagreement )? (for example: with your team members).

The figure above is a questionnaire by Thomas and Kilmann (1974). It is used to assess how conflict-handling styles affect personal and group. The model has five categories on assumption and two factors that affect the result which is assertiveness and co-cooperativeness. Assertiveness is which a person is concerned about themselves and co-operatives is which a person is concerned about others.

After completing the Thomas-Kilman Conflict Style Instrument I was able to determine my conflict style based on the results. Overall I scored in the middle 50% in four of the five conflict-handling modes except for one which was the accommodating mode where I scored in the low 25%.

Out of the five conflict-handling styles my strongest style is avoiding. Now I wouldn’t consider this to be a good thing or the most productive way to handle conflicts, but in a lot of cases I personally have found myself avoiding conflict as much as possible because I am not a confrontational person. Though, I have learned that by avoiding the conflict occasionally it only makes the situation worse because it can be perceived as being passive aggressive. Although that is not my intentions I am just trying to avoid the encounter to prevent any other conflicts that may come about if confront the situation. Therefore, I am trying another tactic that will bring a more positive outcome to the uneasy situation, which is by integrating the conflict.

A person uses certain tactics in order to carry out their overall approach to conflict (Seung, 2014, March 21). I personally use direct denial, topic shifts, and noncommittal questions most frequently in order to avoid conflict with others. Using direct denial explicitly rejects that there is an issue at hand. For example, my roommate plays loud music in her room when she studies and she asked if it bothered me. I lied and said, “No, it isn’t a problem, I can barely hear it in my room, anyway” although it is loud enough to distract me while I’m studying. Using this tactic allowed my roommate to suffer no loss at all while I am still dealing with the issue. Although the use of this tactic avoided a disagreement in our relationship, it did not solve the conflict in the long run because I still have deal with the issue.