Using different approaches, negotiating, and thinking creatively are all part of this basic management skill. Businesses that handle conflicts well have fewer lawsuits, happier employees, and more satisfied customers. Read on to learn more about styles of conflict management and become the subject matter expert on it.
When there’s trouble at work, it’s not always the employees’ fault. High employee engagement means questioning long-standing practices and pushing for necessary changes.
Top 10 – Styles of Conflict Management
People often use the competitive method to solve problems. People with this personality type face problems head-on and won’t back down. They only care about winning and may not be willing to talk or make a deal. This method helps in time-sensitive situations but can strain relationships and increase stress. We’re going to take a look at the styles of conflict management and discuss related matters in this topic.
The Style of not doing
People who take the avoidance approach do everything they can to stay out of trouble. For example, they can just leave the area to avoid having to deal with the problem. This strategy might help if the problem is small or if one of the people involved doesn’t have the knowledge, experience, or confidence to solve the problem in any other way. But it could also lead to unresolved conflicts and missed chances to grow and get better. It is also called the “peace at all costs” method because it tries to avoid conflict and violence in any way possible.
The avoidance method of resolving a conflict is different because it doesn’t care about the end goal or how the other person feels. Heitor doesn’t have to talk to Teresa if he doesn’t want to fight with her. He’s not that kind of person. No matter what, neither his nor her ideas are being used, and the organization is not getting closer to its goals. The project has not moved forward because no one has resolved the conflict.
The Style of Giving in
People who take a compromise approach are those who are willing to give up some of their own goals for the greater good. Most of the time, they are willing to talk about things and try to find a middle ground. This strategy can be useful if a compromise requires both sides to give something up.
One side giving up too much can lead to upset and anger. The goal of this strategy, which is also called the “give and take” strategy, is to find a middle ground that works for everyone. Styles of conflict management refer to the various ways people approach and respond to conflicts.
The goal of this strategy is to get people to work together by asking everyone to make changes. The phrase “lose-lose” means that in order to reach a deal, both sides have to give up something. People do this when time is crucial and a solution must be implemented, even if it has flaws. Use compromise as a way to solve problems sparingly, because too much of it can make people angry.
How to Handle Differences in Cultures
Participants use this method to find and deal with conflicts that have cultural roots. For this project to work, everyone involved needs to know and accept cultural norms.
The Different Styles
People with a more competitive mindset prefer to solve problems by being more aggressive and unbending. They only care about winning and may not be willing to talk or make a deal. This method is useful in time-sensitive situations, but it can strain relationships and increase stress. It prioritizes individual success over others’ feelings and needs, along with the idea of “winning at any cost”.
In the competitive method of resolving a conflict, each side works on its own to reach its own goals. Teresa may disregard Heitor’s advice and opt for a competitive approach to problem-solving, such as direct mail campaign. Even though Heitor didn’t like the idea, she was set on telling their boss about it and making it happen. Competing is a styles of conflict management that involves a win-lose approach, where one person wins at the expense of the other.
Handling Conflicts in a Strong Way
This way of solving a conflict puts the focus on standing up for yourself and being clear about your needs and wants. It is a way to find a middle ground between being passive and being aggressive.
Problem-solving and Managing Conflicts
To use this method to settle a dispute, you must first figure out what caused the problem in the first place. It is sometimes called a “win-win” strategy because in the end, everyone wins. Collaboration is a styles of conflict management that involves working together to find a mutually agreeable solution.
Changing the Way we Handle Conflict
This method tries to change what’s really going on in the conflict, not just the problems that are happening right now. One of its goals is to help everyone better understand each other and work together.
The Style of Working Together
People who are collaborative are willing to work with others to figure out how to solve a problem. They can change and are willing to go above and beyond to find a solution that works for everyone. When it’s important to find a long-term solution that works for everyone, this method can be helpful. The main goal of this kind of working together is to find a solution that works for everyone.
This strategy works best over time, but it is also the hardest and takes the most time to put into place. A win-win solution is one that works for both sides and meets their needs and goals. Most of the time, this means that the people who are fighting need to get together to talk about their problems and try to come to an agreement. Used when everyone’s satisfaction is critical or when the outcome has important implications.
The Style of being Friendly
People with an accommodating mindset put relationships ahead of their own goals. They prioritize others’ needs over their own to avoid conflict. It’s useful to maintain relationships over goals, but it can lead to abuse if people don’t assert themselves. A “people-pleaser” is someone who puts the needs and wants of others ahead of their own happiness.
Accommodation prioritizes the other person’s needs over the goal. Open-mindedness might make Heitor see Teresa as a valuable team member who deserves a break. He tells Teresa to move forward with the direct mail campaign, no matter if it meets the company’s goals or not.
Nonviolent Conflict Management
This way of solving a conflict doesn’t involve violence, like talking things out. Its goal is to find ways for people to get along without fighting. Understanding different styles of conflict management can help you to choose the most effective approach for resolving a conflict.
Frequently Asked Questions
Which Way of Dealing with a Conflict is Best for both Sides?
People who take a collaborative approach combine being aggressive and working together to come to a deal that works for everyone. This strategy, which is the exact opposite of avoiding problems, helps everyone succeed and lowers tensions.
What is the Best Way to Handle a Disagreement?
But there are many ways to handle conflicts in management that work well at different stages and with different kinds of problems.
What will Happen if the Conflict isn’t Dealt With?
Also, a disagreement between a manager and a subordinate can slow down work. It can, for example, lead to a loss of trust, demotivation, low morale, increased stress and health risks, poor performance and productivity, more absenteeism and presenteeism, and employee turnover.
The collaborative approach takes time, but it works well when a long-term solution is needed and all parties’ concerns must be taken into account. Compromise method sacrifices from both sides to reach an agreement, but may result in negative emotions such as resentment or dissatisfaction. Read on to discover everything there is to know about styles of conflict management and to become a subject matter expert on it. Gain a more comprehensive understanding of conflict management techniques subject by reading this detailed white paper.