Conflict handling styles
-
Upload
seta-wicaksana -
Category
Business
-
view
990 -
download
4
Transcript of Conflict handling styles
Conflict Handling Styles
www.humanikaconsulting.com
You Should …
Having a preferred style for managing conflict
Using different styles depending on the problem – and get there by using
your ability to read situation
avoiding
accommodation
competition
compromise
collaboration
• Characteristics• ignoring conflicts and hoping they’ll
go away• putting problems under consideration
or on hold• use of secrecy to avoid confrontation• appeal to bureaucratic rules
Avoiding
When to use
• Trivial, small/unimportant issue
• no perceived chance of
resolution
• To allow a cool down period
• To allow others to resolve the
situation
Characteristics
• negotiation
• looking for deals and
trade-offs
• finding satisfactory or
acceptable solutions
When to use
• goals are important, but not worth effort
• opponents with equal power are committed
to mutually exclusive goals
• achieve temporary settlements to issues
• arrive at solutions under time pressure
• back-up to collaboration or competition
Compromise
• Characteristics• create win-lose situations• use of power plays • forcing submission
When to use
• quick, decisive action is vital, very
important
• unpopular actions eg. cost cutting
• issues are vital to company welfare
• against people who take advantage of non-
competitive behavior
Competition
Characteristics
• giving way
• submission and
fulfillment
When to use
• find you are wrong
• issues more important to others than yourself
• maintain cooperation
• build social credits for later on
• minimize loss
• harmony and stability are important
• allow team members to learn from their mistakes
Accommodation
Characteristics
• problem-solving carriage
• tackle differences
• sharing ideas and information
• seeing problems and conflicts as
challenges
When to use
• find an integrative solution when
both sets of concerns are
important
• objective is to learn
Collaboration
Resolving Conflict in a team
• This is a systematic procedure which involves all team members understanding the requirements of their of own and everyone else's position, duties and expectations
• You’ll need to clarify roles for team and individuals; for example via questionnaires (or for project teams - RAM matrices!)
Role Clarification Technique (RAT)
• Each group should prepare list of what they would like the other groups to start doing, stop doing, and continue to do.
• This list narrows he scope of the dispute and makes it easier to work on the core problems.
Intergroup Conflict Resolution
“Conflict is A Part of Learning”