1. 5 conflict management styles: i. Ignoring or avoiding the conflict ii. Giving in/ accommodating iii. Aggression/ bullying iv. Compromise/ sitting the difference v. Co-operation/ collaboration
2. Ignoring or avoiding the conflict: Ignoring the pink elephant in the room- pretending the conflict is not there in hopes that it will go away, disappear or resolve itself.
Positive consequences: Give us time to prepare for it and choose the most suitable time and place for it. May be the best option in scenarios where “discretion is the better part of the valor” ie. situations that might involve violence reaction by person armed with weapon, intoxicated or extremely upset.
Negative consequences: The trouble with avoiding conflict is that it doesn't make it go away. Ignoring it can actually make it worse. When our suppressed emotion reaches the point where we lose control, we might deal with conflict inappropriately or even disastrously. We will never learn to deal with conflict effectively.
Giving in/ accommodating: Give in to the other peron/s in the conflict, agreeing to their wants to accommodate their demands. Referred to as “lose/win” approach. It is the best approach in situation when the other person is in a more powerful position, violent, drunk, extremely upset or armed with a weapon or when dealing with a customer complaint.
Positive consequences: It helps us to avoid greater damage and loss to us in conflicts we are unlikely to win and enable us to re-engage in the conflict, when we have become better prepared and in a more powerful position.
Negative consequences: People with tendency to give in all the time- the passive/submissive that have low self esteem, poor communication skills and lack assertiveness becomes a “pushover” or door matt”.
Aggression/ bullying: Referred to as “win/lose” approach. A person with this approach is determined to get