Conflict Management Styles

Research Conflict Styles, take a conflict styles assessment and then write about your conflict style.  Describe a conflict that you have been involved with, and reflect on it, and describe how you handled it and how you could have handled it better.

In any organizational setting, conflicts are inevitable as people have varied opinions. There are various factors that could result in conflicts. Conflicting priorities and/or goals amongst various individuals is one source. Scarcity of resources results in conflicts when various parties compete for the same resources. Additionally, people have different styles of undertaking their activities. Discrepancies in such styles whereby each individual is after implementing his way of undertaking activities subsequently result in conflicts (Rahim, 2010). There are several styles of conflict management, as outlined hereafter.

The first style is accommodating. Here, one of the conflicting parties has to display high levels of cooperation as well as minimal courage (Lussier & Achua, 2015). The most basic way to accommodate is by acknowledging the second party’s suggestions or points of view and subsequently accepting the implementation of his methodologies. Whereas accommodation could result in the accommodator developing resentment towards the other party, it brings peace and signals a go-ahead in normal organizational undertakings. On the other hand, some could opt to stand their ground rather than accommodating. This resolution style calls for high levels of courage and determination. Short-term rewards are accruable from this style, but detrimental effects could arise in a business in the long run (Phillips & Gully, 2013).

The third conflict management style is collaborating. This style calls for advanced levels of consideration. It involves discussions by both parties and coming to common terms that both parties feel that will be of mutual benefit. Creative and critical thinking are both essential for the success of this style. Collaborators usually earn much respect and admiration from other people. Conflicts could also be managed by avoiding the conflicts. Here, one party simply withdraws from the issue by pretending that it never happened. The last style used in conflict management is compromising. Here, a lose-lose scenario is displayed when none of the parties achieves what they were after (Ayoko, Ashkanasy, & Jehn, 2014). Reasonable levels of cooperation and assertiveness are essential to effect the success of this style.

In the course of my summer holiday, I and four members of my class decided to make an educational trip to a manufacturing company. The primary goal of the trip was to learn various management techniques used in that company. Conflict arose when the three of us suggested that we should travel by bus while the remaining two friends were off the airplane alternative. To support our idea, we argued that traveling by bus is cheaper and more convenient because buses are easily accessible. I added that buses are the best choice as they could get us close to our destination, unlike disembarking a plane at the airport and taking a cab. The other party simply argued that using plane transport is faster and comfy. After a lengthy debate that weighed all the advantages and drawbacks, we settled on using road transport.

Although I stood my ground till the end, the other party was discontented with our final decision. In the future, I would prefer the conflict to be compromised and go for alternative means of transport outside our argument frame. Opting for rail transport could have eased the situation and avoided feelings of resentment from one party.

References

Ayoko, O. B., Ashkanasy, N. M., & Jehn, K. A. (2014). Handbook of Conflict Management Research. Edward Elgar Publishing.

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, Application, & Skill Development (6 ed.). Cengage Learning.

Phillips, J. M., & Gully, S. M. (2013). Organizational Behavior: Tools for Success (2 ed.). Cengage Learning.

Rahim, M. A. (2010). Managing Conflict in Organizations. Transaction Publishers.