Conflict Style

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?"

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

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.

One should consider using a "win-win" approach to conflict when short-term goals are more important and there is no need for a long-term harmonious relationship.<br>

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

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.

When the opposite sex does not understand the other on a certain issue, problems and disagreements arise. When one person has disentanglement in views, everyone involved is affected because people tend to feel misconstrued in what they believe is right. This is a significant problem because, if men and women cannot understand each other, the essence of communication is lost on many levels, in terms of the work place, love, life, and as well as affairs. Miscommunication in relationships is often a result of breakups and unhealthy relationships. Women are often much more affected by the ways that men communicate and resolve issues. Fighting in relationships is a representation of not fully understanding your mate. People in relationships argue all the time and those arguments are usually based on a misunderstanding. Women often say that they do not understand men, and men don't understand women. They try to understand deeper, rather then remaining at the surface of the problem.

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.

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.

In conflict we often make the mistake of using our power to focus on the relationship or on the issue/  outcome we desire.  The result is that we often attain one at the expense of the other.  Our power may enable us to achieve our goal but damage or destroy the relationship.  Alternatively, we may sustain the relationship at the expense of our needs or desired outcome.  The ideal may be maintaining a healthy relationship while at the same time achieving our goal, but this requires a subtle and complex use of different kinds of power or perhaps not using the power at our disposal.  This requires wisdom, self control and self discipline as well as skilled interpersonal behavior.

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.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict is defined as the perception of incompatible goals or actions between two people (McCornack, 2013). How you approach these tense situations greatly affects the outcome of the conflict and your interpersonal relationships. Everyone experiences disagreement at some point in their lives and it is important to know what you bring to conflict situations in order to become a more competent communicator. Therefore, I completed the Thomas-Kilmann Conflict Mode Questionnaire and asked my sister and boyfriend to do the same regarding my conflict style (Introduction to Interpersonal Communication Course Workbook, 2013, p.29-31). I chose these two people to fill out the questionnaire because they both know me very well in two different types

Some days are better than others and we definitely wake up feeling different each day. Although, our mood can ascertain how we will handle our issues with others on a daily basis. If you are in a good mood you might be more relax and not stress any issue with anyone at work or in the streets. Now, if we are having a bad day more than likely our conflict style might be more on the competing style. This is when you stress your position without considering opposing points of view. Personally, I’m a pacific person most of the time. Hardly ever you will see me in a bad mood, so my conflict style does not differ much with people at work, customers, and even my family. My conflict style is the collaborating style in which I try to always find a