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    Conflict Managment

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    Vaida Matulevičiūtė
    The document discusses different styles for managing conflicts: avoiding, competing, accommodating, compromising, and collaborating. It provides examples of when each style would be most effective to use and cautions against using certain styles in certain contexts like competing within an organization.

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    © All Rights Reserved
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    Conflict Managment

    Uploaded by

    Vaida Matulevičiūtė
    15 views12 pages
    The document discusses different styles for managing conflicts: avoiding, competing, accommodating, compromising, and collaborating. It provides examples of when each style would be most effective to use and cautions against using certain styles in certain contexts like competing within an organization.

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    conflict managment

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    The document discusses different styles for managing conflicts: avoiding, competing, accommodating, compromising, and collaborating. It provides examples of when each style would be most effective to use and cautions against using certain styles in certain contexts like competing within an organization.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    15 views12 pages

    Conflict Managment

    Uploaded by

    Vaida Matulevičiūtė
    The document discusses different styles for managing conflicts: avoiding, competing, accommodating, compromising, and collaborating. It provides examples of when each style would be most effective to use and cautions against using certain styles in certain contexts like competing within an organization.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    CONFLICT MANAGEMENT

    Today‘s plan

     Tolerance day
     Trips
     Conflict managment
    Happiness is a byproduct of function, purpose, and conflict;
    those who seek happiness for itself seek victory without war.

    William S. Burroughs
    A mom witnessed her two children fighting over an orange. They were pushing and shoving each
    other and trying to wrestle the orange out of the other’s hands. In heated tones, they were
    saying:
    “It’s mine!”
    “You can’t have it!”
    “I want it!”
    “I saw it first!”

    How can they share the orange ?


    Avoiding Style:
    Those who avoid conflict tend to be unassertive and uncooperative while diplomatically sidestepping an
    issue or simply withdrawing from a threatening situation. “Use this when it is safer to postpone dealing
    with the situation or you don’t have as great concern about the outcome, such as if you have a conflict
    with a co-worker about their ethics of using FaceTime on the job.”
    Competing Style:
    Those who compete are assertive and uncooperative and willing to pursue one’s own concerns at another
    person’s expense. Dr Benoliel explains using this style works when you don’t care about the relationship but
    the outcome is important, such as when competing with another company for a new client. But, she cautions,
    “Don’t use competing inside your organization; it doesn’t build relationships.”
    Accommodating Style:
    The opposite of competing, there is an element of self-sacrifice when accommodating to satisfy the other
    person. While it may seem generous, it could take advantage of the weak and cause resentment. “You can
    use accommodating when you really don’t care a lot about the outcome but do want to preserve or build the
    relationship,” Dr Benoliel says, “such as going out for lunch with the boss and agreeing, ‘If you want to go
    for Thai food for lunch, that’s OK with me.’”
    Compromising Style:
    ‍
    This style aims to find an expedient, mutually acceptable solution that partially satisfies both parties in the
    conflict while maintaining some assertiveness and cooperativeness. “This style is best to use when the outcome
    is not crucial and you are losing time; for example, when you want to just make a decision and move on to more
    important things and are willing to give a little to get the decision made,” Dr Benoliel says. “However,” she
    adds, “be aware that no one is really satisfied.”
    Collaborating Style:
    ‍
    A combination of being assertive and cooperative, those who collaborate attempt to work with others to identify a
    solution that fully satisfies everyone’s concerns. In this style, which is the opposite of avoiding, both sides can get
    what they want and negative feelings are minimized. “Collaborating works best when the long-term relationship and
    outcome are important—for example, planning for integrating two departments into one, where you want the best of
    both in the newly formed department,” Dr Benoliel says.
    What are Conflict Management Styles?
    You and your friend have decided to go on vaccation. You
    want to go to the seaside, but your friend desires to visit
    mountains. What will you do ?
    Groups:
    1,5,9,13,17,21
    2,6,10,14,18,22,26
    3,7,11,15,19,23,27
    4,8,12,16,20,24,28
    5,9,13,17,21,25,29

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