CONFLICT MANAGEMENT Prepared by:
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Introduction
There are various conflict resolution styles. Thomas-Kilmann came up with two dimensions of
dealing with conflicts. Assertiveness, is how much a party wills to satisfy his needs. Cooperative dimension, is the extent a party wills to meet the concerns and needs of another person.
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Avoidance style A state of being uncooperative and unassertive. One chooses to stay away from conflicts and
disagreements. It does not solve any problem. Used by some co-workers in situations where they try to bury their heads from the problem.
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Accomodating style
Tends away from the assertive behaviors. Individuals sacrifice their own interests to satisfy
other people’s needs. The main weakness is that it tends towards emotional aspects. Fails to deal with substantive issue. Differences remain even after the conflict is solved.
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Compromise Style
The parties involved avoids going to either
extremes. The midpoint is struck between the extremes. Parties make concessions and arrive to a given resolution of their conflicts. Not totally effective as the underlying issues of the conflict are only subsided and not removed.
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Competition Style Fully uncooperative and wholly assertive. an egoistic approach that may lead to other major
conflicts. One party dominates the other party by overwhelming them. dictatorial as the rules and laws are one sided.
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Collaboration Style
Strong assertive and cooperative dimension. Considers the conflict more than the parties. Main agenda is to maximize results. Parties in this case all win as the strategy meets all
their needs. helps all parties meet their interests.
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Conclusion
ď‚— The styles of conflict resolution tend either towards
assertiveness and cooperation ď‚— It is advisable to use a conflict resolution style that considers both parties.
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