The paper presents an overview of different conflict management styles and highlights one conflict management style that is used by organizations most frequently. It also describes the difficulties organizations faces in dealing with others who use different conflict management styles along with the advantages and disadvantages of each style with a description to conflict avoidance and its interrelationship with conflict management. Discussion Conflicts may take place any point in time and at any place. The common cause for a conflict involves difference of ideas, attitudes, standards, requirements and expectations. These disagreements cause each party to ascertain some actions, indecisions and reactions. When a communication has unforeseen or undesirable fallouts, it is general to fuss about what might be mistaken or complaint about what is off beam with the other person. It is much more prolific, however, to emphasis on what occurred (Marion, 22; Rahim, 583; Romero, 2983). Instead of disturbing or making conventions about other party in the conflict, it is more fruitful to emphasis on reckoning out variances and disagreements to gain common perspectives and create collective resolutions. Conflict Styles Assessment and Interpretation On the basis of importance of goals and relationships are to the contradictory parties, there are five conflict management styles that displays different levels of the two major factors that are assertiveness and cooperation. . Each of the conflict management styles bears different strengths and weaknesses. For the conflict management, all of the styles are being used by individual and organizations to some degree. The five ways through which conflicts can be managed include: compromising, forcing and competing, avoiding and withdrawing, accommodating and smoothing and confronting and collaborating. No single style is suitable in all situations. Indeed, organizations teamed up with individuals that bear members with all five conflict management styles can be very effectual and efficient if those individuals keep asserting those strengths and powers associated with each style. Withdrawing and Avoiding This style requires low assertiveness and low cooperation. People who are agreeable to give up both individual goals and relations withdraw and avoid conflict. They are neither self-confident nor helpful. They normally try to avoid the real conflict and become external observers. By heeding their advices and inputs, organization and other team members advance valuable feedback on evolving issues and concerns, as well as other conflict party members’ behavior that are adopting or obstructing resolution (Schmidt, 4057; Thompson, 26). The key characteristics that these types of conflict management style adapters possess include low level of assertive and cooperative. They generally keep themselves away from issues and matters that may raise a conflict. Their common belief is that conflict resolution is very much difficult and it is easier to avoid a conflict or withdraw physically and psychologically from it than to face it. Forcing and Competing People who trail objectives at the overhead of relationships and dealings are competitive and forceful. They are found to be extremely assertive but not predominantly cooperative. These people can bring advancement to the organization that dearth leadership or is hindered in deliberation (Hersey,
[Name of the Writer] [Name of Instructor] [Subject] [Date] Conflict Management Introduction Every individual handle conflicts in a different way and style. Conflicts can be managed effectively by analyzing others way of conflict resolution and matching it with our own style…
In organizations, large numbers of people congregate under one roof in a joint pursuit of purpose. The organization then sets itself up to harness the creativity of the people for maximum effectiveness. But, numbers alone do not ensure creativity. In fact, as the number of people increases, the propensity for conflict and disagreement likewise increase.
According to the paper the harmony model postulates that conflict management aims to minimize the conflict. It ensures that the mutual obligations are fully observed and proper order of the status is maintained. In case of harmony model, the conflict resolution can be achieved through accommodating and avoidance style. This paper aims to compare and contrast the transactional leadership and manager’s approaches to conflict management and resolution.
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a leader to help solve the problem I will employ multiple strategies or follow a systematic approach to ending the conflict by considering the behavior, perceptions and attitudes of the group members towards the achievement of the group’s goal. Therefore, because there is some
2 pages (500 words)Admission/Application Essay
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