There are five common conflict management styles: force, accommodation, avoidance, compromise, and collaboration. Choosing the best option depends on the circumstances, and it’s important to recognize when a different strategy is needed. Communication and collaboration are key to creating a respectful workplace.
Most dispute resolution experts agree that there are five common conflict management styles, although there may be others as well. The five distinct styles are force, accommodation, avoidance, compromise, and collaboration. Choosing the best option among the various conflict management styles generally depends on the particular circumstances. Most people are generally comfortable with one or two styles, regardless of the issue. Despite having preferred the methods they use most of the time, however, people can sometimes face situations where it might be difficult, or even dangerous, not to use a different strategy. When resolving workplace conflicts, it is important to recognize that your usual strategy may be inappropriate for dealing with the issue and that an adjustment may be needed.
Force as a conflict management strategy involves using one’s professional position or other authority to coerce or intimidate others and ultimately get one’s way. This tactic can often be perceived as an abuse of power or authority. However there are situations where it is necessary to use force to get the desired results. For example, managers and others in positions of authority often have to impose their will to make a quick decision or resolve a conflict efficiently.
When someone uses housing, they surrender to the other party and do not assert their interests. While it may appear to show weakness, this is sometimes an appropriate strategy when the issue is not important to one party. He or she chooses to satisfy the wishes of others in order to solve the problem effectively.
Avoidance typically involves staying out of the situation entirely, either by pretending it doesn’t exist or by letting someone else handle it. Unlike other conflict management styles, this is not usually the most effective strategy for resolving workplace disputes. Unless some other issues take precedence and there is some benefit to postponing a confrontation, avoidance may be more likely to lead to long-term problems among employees.
Compromise is a popular option when choosing between conflict management styles. In a compromise, each party agrees to let go of some wants or needs in order to obtain others. As a result, neither side gets everything it wants.
During the cooperation, the parties try to find the optimal solution in which everyone wins. Of all the conflict management styles, this strategy typically involves the most open communication. Each side usually makes a conscious effort to listen and understand the other side’s goals, effectively communicating their wishes.
Failure to communicate is one way to create a hostile work environment. Most conflict experts agree that communication and collaboration are more likely to lead to respect and harmony in the workplace. Some managers, however, may be unsure of the best way to address small issues or urgent issues that don’t have time to work through a lengthy collaborative process. In these cases, it is usually up to the workplace supervisors to use their best judgment to arrive at a satisfactory outcome.
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