Essay about Conflict Handling Styles

Often flows from narrowly defined or rigid goals, and most often produces negative results. Individuals involved become less flexible and assume that the opposing party must suffer defeat. Involved parties can succumb to personal attacks, threats and a general tone of hostility.

This activity will help you determine your natural style for dealing with conflict. It is useful to assess your predominant conflict management style(s) because we all tend to prefer one or two of the styles and at times may apply them inappropriately.

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.

The purpose of the conflict management is to allow an individual to identify preferred conflict styles according to conflict management style assessment. In the conflict Management Assessment, the collaborating style is the most aligned to my management style. According to conflict management, collaborating styles are solved in an ideal result and is provided for all involved. Usually both sides get what they want and negative feelings are reduced. Generally, the pros of this management style create mutual trust, maintains positive relationship and builds commitments. The cons are that it is time consuming and energy consuming.

Places value on individualism, self-assertion, and competition. Not common in cultures that prioritize cooperation, keep others from failing, finding areas of agreement

Humans face conflict on a day to day basis, but sometimes it can be a challenge to resolve it. What truly is the best way to respond to conflict? This age-old question has many different answers, but three may prove to be the most efficient. People can best respond to conflict by fully understanding the situation, weighing in on the negatives and positives associated with it, and avoiding all possible impulsive actions.

This paper will explain and critique conflict management style. It will describe at least three conflict management styles, which conflict management style do I personally use most frequently and why I do. It will also describe the difficulties I have dealt with others who use different conflict management styles then me. I will discuss the advantages and disadvantages of each conflict management style. Finally I will describe conflict avoidance and its interrelationship with conflict management.

Now that I am aware of the different types of conflict management styles and how they work in differing situations, I will be able to adjust my style based upon the circumstances. Even though my preferred style utilizes harmony and synergy, it is not going to work in every situation. There are times when one employee has an idea that will work best and the other employee has an idea that would not work, it is my responsibility to ensure every employee still feels important enough to bring ideas to the table and also understand why their idea would not work.

According to the self-QUIZ, I primarily manage conflict with collaboration. I checked three under that category. I also checked two under each category of Competition and Avoidance. No checks under categories Accommodation or Reactivity. I feel like the quiz is leaning towards the right direction of how I handle conflict. I do believe I use avoidance and competition just as much or equally with collaboration. It may be my way of a three step process to resolve conflict. Step one; I try to avoid a situation that I know will result in a conflict or is already a present conflict. Step two; for me when a conflict has occurred, I don't necessarily try to convince the other person that I'm right, but do try to convince them that I'm not wrong (which

The conflict style that is the worst has to be the avoiding style, in which both parties lose. Those that avoid are indifferent towards their own desires or the other party’s desires. In this conflict style, both parties don’t want to talk about the issue directly and want to avoid it completely. Obviously, this never resolves the issue at hand and likely allows the issue to morph into a greater issue later. Other notably awful conflict styles include accommodating and competing, in which at least one party gets satisfied, but both of these can also cause issues in the long run. Ideally, the collaborating conflict style is the best because of the fact that the needs of both parties are met and satisfied. This occurs through understanding each other and leaves no residue that can sprout into future conflicts. Realistically, the compromising conflict style is likely to

style of conflict management is generally collaborating, with a fallback to accommodating. If all else fails

People react to conflicts in different ways. The way a person tends to react to conflict is referred to as that person’s conflict management style. The five basic conflict management styles are generally described with the following terms: competing, avoiding, collaborating, accommodating and compromising. What is your conflict management style?

I would say that my conflict style is a combination of compromising and collaborating. I’m a huge believer in the ability of compromise to defuse most hostile conflicts. It’s true that there are two sides to every argument; however, people often forget that there can be two sides to every solution as well. In many of the conflicts that I’ve witnessed or been involved in, the level of hostility escalates because neither participant is willing to honestly and equally here the others point of view. Since I’m often the mediator in these situations, it provides me with the opportunity to examine the problem objectively without investing in emotionally. By keeping an emotional distance, I can usually come up with a solution that is beneficial and

1. When I took the Conflict-Handling Style self-assessment, I realized that my primary and backup conflict-handling styles are Compromising and Accommodating. I was not surprised by these results, since I usually try to come to a compromise in all conflict situations. I am generally able to do this by accommodating others’ interests as well as staying true to my own. I thought I score highly in the Collaborating style as well, which came in third place on my assessment. It seems as though the Collaborating style is a combination of the Compromising and Accommodating styles, yet it is more of a lengthy process.

This situation I would have to say that I used the compromising and the accommodating style of conflict. The reason I feel as though these two styles were used is because when using accommodating style I was able to show the client that I was powerless in the situation therefore building my credit up in order for her to trust me. I also say that I used the compromising style because the tactic that I used I was able to leave some room for negotiations. My workplace situation that was when a client came into the office that suffers from co-occurring disorders. Client came in and was very upset about being asked to attend an in house NA meeting. Client vastly escalated into something that was not controllable at the time. When noticing the escalation of the clients voice. This writer sat and listened to why the client was upset. I quickly was able to find a common ground based on me using some paraphrasing techniques of what the client was verbalizing. By doing this I was able to bring the client’s level of anxiety down to where she was approachable. I was able to allow the client to think that she had some sort of leeway in the conversation by just confirming what she felt was wrong.