Conflict Management Styles
Different individuals make use of different conflict management styles. While employees struggle to avoid conflicts, they are bound to take place. The conflict management styles are competing, avoiding, accommodating, collaborating, and compromising. Conflicts should be welcome in a workplace and concerns should only be raised when there are too little or no conflicts and when they are too many. The disagreements leading to conflicts can be beneficial to organizations, and at the same times, conflicts can disrupt organizational operations (Finkelman, 2016).
In my unit, we are at the time assigned duties in pairs. I was recently paired with a colleague who always submitted her return close to the deadline. This made me always worried that we would one day fail to make a timely delivery. After successive weeks of the same thing happening, I confronted her and told her I was not comfortable working with her. She became livid, and a confrontation ensued.
The assessment of the situation put me in the place where most people fall – using avoidance to manage conflicts. The other approaches include accommodating in which the aggrieved parties work collectively to address the situation. Collaboration is about jointly working towards establishing a win-win situation. In the competing style, one partner seeks to win over the other. The most recommended style is compromising in which all the parties lose to achieve the best position for the benefit of the organization (Marquis & Huston, 2017).
My assessment of how I dealt with the conflict show lack of goodwill and I should have presented my views much early and resolved to use the compromising style to manage the situation.
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