team role preference and conflict management styles - ResearchGate
Styles of Conflict Management
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Transcript of Styles of Conflict Management
Styles of
Conflict Management
COMPETING
High assertiveness and Low cooperation.
Appropriate when,
• Quick action needs to be taken
• Unpopular decisions need to be made
• Vital issues must be handled
• One is protecting self-interests.
COMPETING SKILLSArguing or Debating
Standing your ground
Using rank or influence
Stating your position clearly
Asserting your opinions and feelings
Low assertiveness and Low cooperation.
Appropriate are when,
• Have issues of low importance
• To reduce tensions
• To buy some time
• In a position of lower power
AVOIDING
AVOIDING SKILLSAbility to withdraw
Ability to leave things unresolved
Ability to sidestep issues
Sense of timing
Low assertiveness and High cooperation.
Times when appropriate,
• Show reasonableness
• Develop performance
• Create good will
• Keep peace
• The issue or outcome is of low importance.
ACCOMMODATING
ACCOMMODATING SKILLSForgetting your desires
Selflessness
Ability to yield
Obeying orders
Moderate assertiveness and Moderate cooperation.
Appropriate are when
• Dealing with issues of moderate importance
• Have equal power status
• Have a strong commitment for resolution
• Used as a temporary solution when there are time
constraints
COMPROMISING
COMPROMISING SKILLSNegotiating
Finding a middle ground
Assessing value
Making concessions
High assertiveness and High cooperation,
Appropriate when
• Conflict is important to the people who are constructing an integrative solution
• The issues are too important to compromise, • Merging perspectives• Gaining commitment• Improving relationships• Learning
COLLABORATING
COLLABORATING SKILLSActive listening
Nonthreatening confrontation
Identifying concerns
Analyzing input
ThankYou