Conflict Management Styles And What I Think About It

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

Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise,

Choosing a topic and problem for a signature assignment which is very close to a research topic could be a hurdle. It requires good literature review which is derived by tapping and evaluating previous researchers’ efforts and expertise. A potential research study on “Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study” is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives).

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).

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.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

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.

My conflict style that I think best describes me is collaborating. I do like to have a conversation after conflict and solve problem, and I like to make a person feels that it it win-win situation. I don't want to have a conflict with someone and keep thinking that he or she thinks bad things about me. So, even when I know the person was wrong, but he or she doesn't not accept the wrong doing. I try to make it win-win-situation just to keep moving without thinking bad thing. In fact, In collaborating style, many potential problems could arise, such as blaming each other, regret after conflict, not agreed

My highest management style score was set A, collaboration. For the most part, this result did not surprise me. I tend to be the type of person that is willing to work together and come to a resolution. I am not, however the type of person that will let my thoughts and judgements get left behind. I feel it is important to keep my principals while letting the other person respectfully know my opinion. I know this is true for me because I am willing to work out any issues positive or negative. I will say the only thing that is surprising about this result for me is I feel it is stating I think am always right. I am not the kind of person with the attitude that I am always right. I am the person that is willing to compromise to come to a common solution.

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.

There are 5 different types of conflict that people will lean towards. Personal identification and analysis of conflict style can foster a beneficial growth in the way a person handles conflict. Out of the five conflict styles, my natural response is dominating. Two out of the three persons I had given an assessment

Introduction There are five conflict management styles based on the Thomas-Kilmann Conflict Mode Instrument. They include competing, collaborating, compromising, avoiding, and accommodating. Under the competing style, a person is assertive and uncooperative. When competing, an individual engages in their own concerns at the expense of others.

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.

Avoiding Conflict Style-When confronted with a challenge, leaders prefer to ignore or escape elsewhere. While that tact may work for the leader, it may increase the complexity and stress of the subordinate’s experience. Leaders may also be very lax when employee behavior disintegrates below an acceptable standard.

This is a research about conflict which should be considered and resolute during a project. Although, six experts are from different background, there are many sufficient methods to deal with different kind of issues during the working. The great mode has used in the research is Thomas-Kilmann’s conflict mode instrument. (Thomas, K. W., & Kilmann, R. H. ,1974). There are five effective approaches are discussed. Each approaches have its positive and negative effects. Also, there are many problems that each expert should consider about themselves which can devote their effort to help finish the project successfully. Achieving mastery through a comprehensive study of all of these methods can finally bring a huge success to the whole project.