Conflict Managment Styles
Conflict Management Styles
August 17, 2012
Conflict Management Styles
Conflict takes place in organizations wherever a dissimilarity in opinions are present. People will often bicker for various reasons, such as guidelines and procedures, the path of the organization, and the allocation of remunerations. The conflict management styles are; accommodating, avoiding, collaborating, competing, and compromising. The conflict management style used in my place of work can take on many forms. There is no one particular style used in the approach to managing conflicts. However, the most important factor is determining how to solve a conflict. The approach taken in resolving a conflict may also depend on the individuals involved. It is unavoidable that conflicts will not occur in any given work atmosphere because of each individual’s own personality. Conflicts generally arise when there is a dissimilarity of views in preparation, individual insight, priorities, and the conclusion of daily tasks. Many people believe that it takes two or more individuals to be involved in a conflict, but conflicts can exist when only one individual has a conflict with another individual. However, the other individual may not even be aware of a conflict or harbor any conflict for the other individual.
Emotions normally promote conflicts and can be caused by certain exchanges, members, prior incidents, or unsettled ordeals. Emotions often dictate actions and are a source of control in an effort to settle issues, but emotions also can be a catalyst for disputes. Whenever emotions run high in any situation, it is always best for the individuals involved to distance themselves until everyone has a chance to calm down.
One of the main conflict management styles that exist in my workplace is accommodating. Accommodating occurs when a person goes along with whatever demands are placed on him or her but although he or she are cooperating
August 17, 2012
Conflict Management Styles
Conflict takes place in organizations wherever a dissimilarity in opinions are present. People will often bicker for various reasons, such as guidelines and procedures, the path of the organization, and the allocation of remunerations. The conflict management styles are; accommodating, avoiding, collaborating, competing, and compromising. The conflict management style used in my place of work can take on many forms. There is no one particular style used in the approach to managing conflicts. However, the most important factor is determining how to solve a conflict. The approach taken in resolving a conflict may also depend on the individuals involved. It is unavoidable that conflicts will not occur in any given work atmosphere because of each individual’s own personality. Conflicts generally arise when there is a dissimilarity of views in preparation, individual insight, priorities, and the conclusion of daily tasks. Many people believe that it takes two or more individuals to be involved in a conflict, but conflicts can exist when only one individual has a conflict with another individual. However, the other individual may not even be aware of a conflict or harbor any conflict for the other individual.
Emotions normally promote conflicts and can be caused by certain exchanges, members, prior incidents, or unsettled ordeals. Emotions often dictate actions and are a source of control in an effort to settle issues, but emotions also can be a catalyst for disputes. Whenever emotions run high in any situation, it is always best for the individuals involved to distance themselves until everyone has a chance to calm down.
One of the main conflict management styles that exist in my workplace is accommodating. Accommodating occurs when a person goes along with whatever demands are placed on him or her but although he or she are cooperating