Economics and Management

Course Name: Negotiation and Conflict Management

Subject: Conflict Management Styles
 Table of Contents

Introduction page 3

 Advantages and Disadvantages of Conflict Management

Conflict Management styles page 4

 Accommodating Style

 Avoiding Style

 Collaborating Style

 Competing Style

 Compromising Style

 When to use styles

 When not to use styles

 Examples

Conclusion page 9-10

References page 11

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Introduction
As a fact, conflict is existed in every organization. It is impossible to be avoided but it is possible
to be managed when we detect the symptoms of conflict. The proper management of conflict
will contribute the prosperity of the organization. Not everyone can refuse the attitudes between
conflicts. The negative or positive that may affect the organizations at all. If it manages well, it
will create productivity and innovative competition among the organization's members.
According the immediate action, conflict should be managed. The weak controlling of conflict
can cause bad costs .This situations will bring into disappointment, discouragement, of
employees. At the same time, this may end with low productivity. It is so important to recognize
the conflict and its dimension in order to manage it properly and then to improve and try to
achieve organization’s objectives. Job commitment is affected by conflict which is considered to
be the desires, views and positions of people towards their jobs and then toward the organization.
Conflict management is the process that identifies and handles conflicts sensibly, fairly, and
efficiently. For business, existing conflict is natural part of the workplace. The main feature in
this case how people understand them and try to resolve them. Today it is important point more
than before. Right handling of conflict refers to eliminating the negative sides. For working team
conflict management is important skill.

Advantages and Disadvantages of Conflict Management

As we know conflict management style has advantage and disadvantage sides. One of main
advantages side is that the styles emerge the problems. The next side is encouraging
consideration of new ideas. Advantages refer to motivates employees to make good decisions. At
the same time, he advantages of conflict management style increase loyalty, organizational
commitment and job satisfaction. Disadvantages begin with effects of communication and co-
operation and employee self - image. It damages organization reputation. Another effect of
disadvantages is that lost timework, employees and productivity. In contrast, of advantages
disadvantages build stress on employees.

There are numerous conflict management styles such as accommodating style, avoiding style,
collaborating style, competing style and compromising style.

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Conflict Management Styles

Accommodating Style
This type of style is accommodating which sometimes called “the smoothing style of conflict
management”. This style is based on when there is conflict between two parties how the
manager tries to stimulate the situation between two parties by understanding and supporting.
Cooperativeness have a great role in this style. Managers reach their own objectives through the
style. Getting goals and desired results managers allow partners to accomplish their objectives
and results. This situation encourages the cooperation and at the same time keeps future relations
between the parties. This style refers reducing differences and focuses on common needs.
Although it encourages cooperation but it does not resolve the causes of conflicts. It is not
escalate problems. One of most passive method of conflict resolution is accommodating style.
This style is not very effective. An accommodating conflict management style is used when you
avoid your own wants or needs and focus on those of others. If there is any concerns with this
situation, it will accommodate. Accommodating style identifies self-sacrifice through 'giving-in'.
This style is often done for keeping peace or harmony. Accommodating style is not an
appropriate approach in all situations; it is sometimes good course of action.

When to use it:

 When you are wrong

 When you don’t care about the issue as much as the other person
 When you want the workplace to be peaceful
 When there is no point in arguing

When not to use it:

 When there is an important issue that needs to apply in timely

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  When you need to confirm yourself

Example:

Someone loves working at her local fitness center. She enjoys her job and gets along with all her
coworkers except for one. One of her coworkers has a strong personality, does not like to be told
“no”, and tries to take advantage of her accommodating personality by pressuring her into
trading shifts. She does not appreciate his actions, but she also does not want to introduce
additional tension into her workplace. She agrees to trade with him to keep the peace.

Avoiding Style

This style is also called ignoring style. This style takes passive roles and avoids it all together.
Cooperativeness and assertiveness are low in avoiding style. When conflicts create frustrations
and tensions to parties, conflicts are to be avoided. Some people believe that conflict is very bad
situation and has negative sides. This may include delaying a deadline or decision. Many times,
the conflict postpone to a later date. If a conflict remains unresolved for too long, it can cause
resentment and frustration among the employees. This condition can also give opportunity to
disagreeing parties time to arrange their attitude or methods. The problem might resolve itself
with further action. This style of conflict management pay no attention to the situation together.
People involved clearing of conflict.

When to use it:

 When the conflict is meaningless

 When you do not have the time to manage the conflict
 When you are not sure how you feel about the issue yet
 When there is pressing issues and emergency situation
 When time and place may be unavailable

When not to use it:

 Postponing conflict when things get worse

 When the technique is not appropriate in many situations, and even if it is a temporary
option

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Example: 

Two parties disagree on the best plan for implementing a new advertising campaign. They have
tried to find a compromise, but their disagreement is becoming angrier and more distracting each
minute. Their supervisor tells them to set the campaign aside and work on other projects for the
rest of the day. Taking a break from the project gives both Josh and Allison time to work through
the conflict on their own. They continuing working on the campaign the next morning with more
positive and collaborative attitudes. 

Collaborating Style

Collaborating Style refers how the managers become partners to achieve both of their goals in
this style. This style based on win - win solution that the manager works with the people and try
to involve them. The aim is find a solution that satisfies the needs of both parties. This
collaborating style takes a lot of time. The case, which means solutions, can take days, or even
weeks. It is the ideal method for conflicts that involve multiple parties or problems that demand a
creative solution. Managing collaborating conflict people focus on working honestly and openly
with the other person to come up with a solution, which concerns of all parties.

When to use it:

 When the relationship is important

 When the final solution will have a significant impact
 When the interests, needs, and beliefs of all involved people need to be considered
 When a high degree of trust among everyone involved in the conflict
 When it is important for everyone involved to be fully committed to the outcome

When not to use it:

 Decision must be made quickly, insufficient time for true collaboration
 When the issue is so minor
 When the parties do not have enough trust or respect for each other

Example:

Someone owns a ballet studio that is managed by her best friend. They usually agree on almost
all business-related decisions. However, they have disagreement regarding which job applicant
they should hire as the new dance teacher. The owner has the authority to overrule manager’s
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opinion. Owner and manager discuss a solution that will please them both of them. After several
weeks of negotiation and open communication, they hire two of the applicants on for a trial
period.

Competing Style

Competing style is based on the win-lose approach. According an approach the manager tries to
get his or her own goals without cooperate with other employees. When time is main point, this
approach may be available for emergencies. The most aggressive style of conflict management is
competing style. The competition situation assumes that the other party is incorrect.
Competition, or win/lose, is a style that gives opportunity reaching one's own goals or getting the
problem was solved form. It may done at the cost of the other party's goals or feelings. With this
approach, you take a firm stance and refuse to move until you get what you want. This style
based on win-lose approach. In this circumstance, the conflict is viewed as a struggle. It
considers that the only way that you can get your goals is to 'win' while the other person (or
people) involved must lose. Using this approach is based following your goals at the expense of
others. This approach is appropriate in a few specific situations, but sometimes it can
permanently damage relationships if used too often or in the wrong types of situations.
Competing style addresses conflict directly. Competing style is assertive and uncooperative. The
conflict may end as quickly as possible through competing style. If you always compete with
others rather than compromise, you damage your workplace relationships.

When to use it:

 When you defend yourself, your rights, or your values

 When management style is ineffective with a less powerful conflict
 When nothing else is working and you have only one chance
 When required an emergency situation with a quick, decisive action
 If you are sure are correct
 When someone tries to take advantage of you and you need support
 If you need to confirm your authority

When not to use it:

 If your goal is to encourage teamwork and cooperation
 When you have disagreement about decision making authority with your opponent

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Example:

A worker has worked at a company for sixteen years. He is good at his job and rarely needs input
from his supervisors. A newcomer is a recent hire and has needed extensive training. While
worker is showing a process to newcomer, who suggests an alternate method. Instead of
considering newcomer’s idea or taking the time to explain the logic the worker ends the
conversation abruptly and tells to newcomer follow his instructions. A worker has done nothing
technically wrong, but newcomer now feels belittled and ignored.

Compromising Style

Compromises in conflicts are balancing the interests of parties. This style bargains in give-and-
take positions to come to agreeable solutions. Compromising Style refers the situation that all
parties get something and give up something. Compromising style is a process which solving
conflict has done through bargaining. With this style, all participants must change some attitudes
through interventions, negotiations and voting. Compromise can be identified as “bargaining or
trading”. This style can be used when the conflicting parties have equal powers and goals and
with same importance. This style does not allow their participants impose their ideas on others
and if there is only one solution. In addition, reaching a compromise might by the interest of
parties in conflicts. If there is no much, time to resolve them. Bargaining is a succeed way for
compromise style. The method of resolving conflicts is very popular. Because this style
identifies negotiating managements and labor unions. They negotiate, bargain and finally reach
to compromise, mostly when there are mediators. Compromise is all about finding middle
ground. Sometimes compromise can be seen as loss for both side. This is the lose-lose way
where neither person nor manager really achieves what they want. This requires assertiveness
and cooperation. It may be appropriate, where you need a temporary solution.

When to use it:

 When reaching a solution is more important than the solution itself

 When you need a temporary solution
 When you are at a standstill
 When the people who are in conflict are willing to be flexible
 When the affected individuals will be satisfied with getting part of what they want
 When agreement is more important than making a quick decision
 When the people in the relationship have equal power
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  When a win-win outcome isn't possible
 When temporary solution with complex situation requires more time

When not to use it:

 When the issue is minor and there may be an accommodating solution more practical
 There are demands which are too great to consider
 The parties involved are not truly committed the decision through compromise

Example:

The profits from two owner’s pet shop business have grown significantly in the last six months.
They disagree on how to make the best use of their newly increased savings. One of them wants
to expand the pet shop’s inventory by 20 percent, while another one wants to increase the budget
for local advertising by 15 percent. After arguing for several days, the budget supporter suggests
that they increase both budgets by just 10 percent. Neither party is particularly satisfied with this
option, but they compromise in order to quickly move past the conflict.

Conclusion

Generally, people should use their own style to the situation. Among conflict management, styles
the managers prefer collaboration style to solve conflict. We know that the time or circumstances
not always allow for using collaboration. There main step for manager to select the right style for
the right situation. The right and skillful conflict management can be an expert in engaging each
style without any harm.

To my mind, conflict is essential for existed of the organization. Effective conflict management
based on stimulation and reduction of conflict. When we faced with different situations, we can
use different conflict management styles. Realizing each situation will help understand the
conflict management style which is needed. It will be better try to test the effectiveness of
different approaches with specific situations. Conflict management is the responsibility of all
employees. If we realize our style this situation can help us working with others. I think that all
styles have their place, but collaboration style is more available for most work situations.

One of the most common outcomes of conflict is that it upsets parties in the short term. Conflict
can have both positive and negative outcomes. On the positive side, conflict can result in greater
creativity or better decisions.
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Positive outcomes include the following:

 Consideration a wide range of ideas, resulting in a better, stronger idea

 Some assumption may be uncertain
 Increased participation and creativity
 Build learning and improve individual views

Negative outcomes include the following:

 Increased stress and anxiety among individuals, which decreases productivity and
satisfaction
 Affects to individuals’ morale and may increase turnover
 To have atmosphere of mistrust, which hinders the teamwork and cooperation necessary
to get work done

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References

https://www.researchgate.net/publication/317305481_Conflict_Management_Styles_and_Organ
izational_CommitmentThe_Conceptual_Framework_Development

https://www.indeed.com/career-advice/career-development/conflict-management

https://learn.g2.com/conflict-management-styles

https://business.lovetoknow.com/business-communications-sample-letters/conflict-management-
styles-strategies

https://www.slideshare.net/kuldeepsinghsoun/conflict-management-66914485

https://2012books.lardbucket.org/books/beginning-human-relations/s13-02-causes-and-
outcomes-of-conflic.html

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