Question

answer this question after reading the below post

Which of these five management styles do you prefer when dealing with conflict and why?

Recognizing that conflict and conflict resolution will be a skillset that every manager should be prepared for, having a variety of conflict management techniques that are appropriate for a given scenario will always be advantageous; however many conflict management specialists will develop their own preferences of style based upon experience.

Here are the five conflict management styles according to Thomas, K.W., and R.H. Kilmann:

1.Accommodating – This is when you cooperate with a high-degree, and it may be at your own expense, and actually work against your own goals, objectives, and desired outcomes. This approach is effective when the other party is the expert or has a better solution. It can also be effective for preserving future relations with the other party.
2.Avoiding – This is when you simply avoid the issue. You aren’t helping the other party reach their goals, and you aren’t assertively pursuing your own. This works when the issue is trivial or when you have no chance of winning. It can also be effective when the issue would be very costly. It’s also very effective when the atmosphere is emotionally charged and you need to create some space. Sometimes issues will resolve themselves, but “hope is not a strategy”, and, in general, avoiding is not a good long-term strategy.
3.Collaborating – This is where you partner or pair up with the other party to achieve both of your goals. This is how you break free of the “win-lose” paradigm and seek the “win-win.” This can be effective for complex scenarios where you need to find a novel solution. This can also mean re-framing the challenge to create a bigger space and room for everybody’s ideas. The downside is that it requires a high degree of trust and reaching a consensus can require a lot of time and effort to get everybody on board and to synthesize all the ideas.
4.Competing – This is the “win-lose” approach. You act in a very assertive way to achieve your goals, without seeking to cooperate with the other party, and it may be at the expense of the other party. This approach may be appropriate for emergencies when the time is of the essence, or when you need quick, decisive action, and people are aware of and support the approach.
5.Compromising – This is the “lose-lose” scenario where neither party really achieves what they want. This requires a moderate level of assertiveness and cooperation. It may be appropriate for scenarios where you need a temporary solution, or where both sides have equally important goals. The trap is to fall into compromising as an easy way out when collaborating would produce a better solution.

Answer 1

I believe that conflict is a very common phenomenon in workplace and professions and it may actually help in some instances where there are ideas and options discussed through conflicts. I believe that conflict management should be effectively practiced in order to resolve issues in the workplace and maintain a positive environment as well. Out of the 5 styles discussed I prefer the accommodating and the collaborating style because I believe that these styles actually help in cooperation between the ideas discussed and in accommodating style if it is observed that any of the style is having a better option, then it is better to allow the better option primarily and may agree on accommodating the other ideas as well if the ideas are not completely contradicting in views.

In collaborating style of conflict management, the objective is to collaborate both the ideas and achieve a situation that depicts win-win in the process that means that the idea implemented will be a blend of the both and this will help the organization by providing a better solution.