What are the different types of conflict management styles?
Most dispute experts agree that there are five common controls of conflict management, although there may be others. Five different styles are forces, accommodation, avoiding, compromise and cooperation. Choosing the best option between different conflict management styles generally depends on specific circumstances. Many people are usually comfortable with one or two styles, regardless of the problem. Although they have preferred methods that use most of the time, but people can sometimes face situations in which this could be difficult or even dangerous to not use another strategy. When dealing with conflict in the workplace, it is important to realize that the usual strategy of someone can be inappropriate for solving this matter and that adaptation may be necessary. This can often be seen as abuse of power or authority. Nevertheless, there are situations where it is necessary to use strength to achieve the desired results. For example, managers and others in authority positions often have to store their will for rycBehold they have decided or effectively resolved the conflict.
When someone uses accommodation, they give up the other side and do not claim their own interests. Although it may seem to show weakness, it is sometimes a suitable strategy if the problem is unimportant to one of the parties. He or she decides to hold the wish of another to solve the problem effectively.
Avoiding usually includes staying out of the situation completely, pretending that it does not exist, or by not letting anyone else. Unlike other conflict management styles, this is usually not the most effective strategy to deal with dispute in the workplace. If any other problems do not have priority and there is a certain advantage for postponing confrontation, avoiding more likely to have long -term problems among employees.Compromise is a popular option in choosing conflict management styles. In the compromise, each party agrees to the fact thatThey leave some desires or needs to get others. As a result, no party gets everything he wants.
In cooperation, the parties try to find the optimal solution in which everyone wins. Of all conflict management styles, this strategy usually includes the most open communication. Each party usually spends conscious efforts to hear and understand the goals of the other party, and at the same time effectively communicate its own desires.
Inability to communicate is one way to create an enemy working environment. Most conflict experts agree that communication and cooperation with more likely to lead to respect and harmony of the workshop. However, some managers may be sure of the best way to deal with small problems or urgent problems that do not have time to develop through a long process of cooperation. In these cases, it is usually on the supervisors in the workplace to take advantage of their best judgment to achieve a satisfactory statementEdka.