Question

WHAT CAN INDIVIDUALS DO TO MANAGE CONFLICT?

Answer 1

1. Collaborating

In the collaborative approach, the manager works with the people involved to develop a win-win solution. The focus on finding a solution that meets everyone’s needs.

This style is appropriate when:

• The situation is not urgent
• An important decision needs to be made
• The conflict involves many people or a number of people across teams
• Previous conflict resolution attempts have failed

2. Competing

With a competitive approach, the person who takes the firmest stand wins. This style is often seen as aggressive and can be the cause of others in the conflict feeling taken advantage of.

Nevertheless, this style is appropriate when:

• Decision needs to be made quickly
• Unpopular decision needs to be made
• Someone is trying to take advantage of a situation.

3. Compromising

With the compromising approach, each person gives up something that contributes towards conflict resolution.

This style is appropriate when:

• Decision needs to be made sooner rather than later
• Resolving the conflict is more important than having each individual win
• Power among the people in the conflict is equal

4. Accommodating

The accommodating style is one of the most passive conflict resolution methods. One of the individuals gives in so that the other person can get what they want. As a rule, this style is not very effective.

it is appropriate in certain scenarios which are as under :

• Maintaining the relationship is more important than winning
• The issue at hand is very important to only one person

5. Avoiding

The last approach is to avoid the conflict entirely. People who use this style tend to accept decisions without question, avoid confrontation, and delegate difficult decisions and tasks. Avoiding is another passive approach that is typically not effective, but it has its uses.

This style is appropriate when:

• The issue is trivial
• The conflict will resolve itself on its own soon