Conflict Management Styles Flashcards, test questions and answers

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What is Conflict Management Styles?

Conflict management styles refer to the ways in which individuals respond to and handle conflicts. Conflict management styles are divided into five distinct types: competing, accommodating, avoiding, compromising, and collaborating. Depending on the situation at hand and the individuals involved, one style may be more effective than another. Each approach has its own advantages and disadvantages, so it is important for individuals to understand what each style entails in order to make an informed decision about how best to resolve a conflict.The first style of conflict management is competing. This style involves attempting to get one’s way by exerting power over others or dominating the situation. Competing can lead to hostile interactions between those involved in the conflict as each side attempts to prove their point or gain control of the situation. Despite this potential for aggression, competing can be effective if used judiciously as it can help resolve differences quickly or provide a clear resolution when all other methods fail. The second style of conflict management is accommodating. This approach involves sacrificing one’s own needs in order to meet those of another person or group. Accommodating is often viewed positively since it requires empathy and understanding on behalf of those involved in the dispute; however, there are drawbacks associated with this approach as well since it may lead to resentment from those who feel taken advantage of or ignored during negotiations. The third style of conflict management is avoiding. Avoiding involves removing oneself from a difficult situation by ignoring it altogether or refusing to engage with others when disputes arise. While this method may seem appealing in some circumstances , it can also lead to unresolved problems if not addressed appropriately. Additionally , avoiding may cause resentment from other parties who feel that their views are being ignored. The fourth style of conflict management is compromising. Compromising involves finding a middle ground between two parties through negotiation where both sides make concessions in order achieve an agreement that satisfies them both. Compromising can be beneficial because it allows for faster resolution than if each party held out stubbornly for their own interests ; however , too much compromise could result in neither side getting exactly what they want out of the deal. Finally , there is collaboration , which requires all parties involved in a dispute come together and work cooperatively toward finding solutions that benefit everyone equally.