| |Conflict Management Styles Paper
Mary WeyerConflict Management Styles Paper
Conflict happens in life. The way one responds to conflict will limit or enable their success. If one has the right tools to understand the conflict, they will understand their conflict patterns and will have the power to make more effective choices when they are confronted by conflict. One??™s personal conflict management style will have an effect on how they handle work management conflict. In this paper I will discuss types of conflict management styles, my personal conflict management style and my work??™s conflict management style.
Types of Conflict Management
According to K. W. Thomas and R. H. Kilmann there are five conflict management styles. The five styles are accommodating, avoiding, collaborating, competing, and compromising essay writer help.
Accommodating is the style where you cooperate to a high-degree. This may be at your own expense and is working against your own goals, objectives, and desired outcomes. Accommodating can be effective if one is working with an expert or has a better solution and effective in saving future relations with the other person or group.
Avoiding is where one does not face the issue. They are not helping the other person or members in reaching the goal or goals. The person is not actively participating in the portion of the task that they want no part of. This style works when the issue is not very important, there is no chance of winning, when the issue could be very costly, and the atmosphere is full of emotions. The issue will sometimes take care of itself but avoiding the issue does not work for long term strategy.
Collaborating is where one and their partner work together as a team to achieve their goals. This style does not work towards a win or lose scenario but works towards a win, win scenario. Using this style works on a complex issue that needs a unique solution. This is a chance for everyone??™s ideas to be heard. The downfall of this style is that one has to have a high amount of trust and agreeing on an idea or solution could take time and effort from everyone involved to get them to agree with the ideas.
Competing is approaching conflicts is based on win or lose approach. One would be asserting their way or idea of reaching the goals, does not see others point of view as being a possible solution, and could be at the expense of others. Competing style may be idea in emergency situations when there is not time to consider others ideas or inputs, action on issue needs to be quick and decisive, and the others know of and supports this approach.
Compromising is approaching conflicts on lose, lose scenario where no one reaches their goals. This style needs some assertiveness and cooperation. Compromising could be a good for a temporary solution or the goals of everyone are equally important. It is an easy way out (Source of Insight, 2011).
Sources of Conflict
Sources can come from several different things. Goals may cause conflict due to the priorities placed on them or are not shared by others. Personality can cause conflicts in that there could be no chemistry between individuals or one has not figured out the other person. Resources can cause conflict when there is not much resource for issues and people have to compete for the resources to obtain their goals. Styles can cause conflict in that people communicate and think in different ways which could be opposite from the other person. The values people place on issues could be different thus causing conflict.
Workplace Conflict Management Styles
Depending which department one is working the style may vary. One department has a very headstrong supervisor who believes his way is the best and is very resistant to accepting suggestions from others. It is as if he is competing for being the one with the best solution for any issue that may arise throughout the day. So, we have come up with a way of communicating things that we would like to see happen or implemented in such a way that he believes that he has come up with the idea. We are willing to allow him to take credit for things just to keep the peace. In another department we confront issues through collaboration. We meet, discussing ideas, researching which would be the best solution, and implementing the ideas. It keeps everyone involved and interested in their jobs. Everyone in the department feels as if their opinions count and is considered to be as important as anyone else.
Personal Conflict Management Styles
I was not sure at to what my style was. I located on a site a conflict management style quiz (Adkins, 2006). After taking it, I found my score on two styles as being tied for the highest score which were to designate my style. The quiz showed that my conflict management styles to be collaborating and compromising. Depending on the issue at hand and who are involved, I can see why I scored the same for both. When it comes to conflict, I like to see everyone??™s side to the issue and try not to hurt anyone involved. I do not want to cause any bad feelings, want to be trusted, and many times the other person does have a better idea or solution. It is easier for me to collaborate with people at work than family members. I find myself compromising with family members while collaborating is the style used mostly when at work.
Conclusion
Once one better understands their style and the others involved styles of conflict management several benefits could take place. These benefits could be an increased understanding of the situation and how to achieve goals; increased group cohesion by developing a stronger respect for each other; and improve self-knowledge through examining their goals, increasing their focus, and improving their effectiveness (Mind tools, 2012). In order to reduce or eliminate conflict in one??™s workplace or home, they need to discover their conflict management style and work to improve it or change it to be willing to consider what others have to say. Communicating with others as to what is important to them as well as being willing to listen to what they have to say. Conflict is a two way street. It takes two to make a conflict and two to solve it. Both individuals have to be willing to see each other side and decide which is best for everyone.References
Adkins, R. (2006). Conflict Management Styles Quiz. Elemental Truths. Retrieved from http://elementaltruths.blogspot.com/2006/11/conflict-management-quiz.html
Mind Tools (2012). Conflict Resolution. Mind. Retrieved from http://www.mindtools.com
Sources of Insight. (2011). Five Conflict Management Styles at a Glance. Retrieved from http://sourcesofinsight.coom/conflict-management-styles-at-a-glance

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