11 2: Conflict Management Styles

The people around us have a stronger influence on our decisions and actions than we realize. Here’s what research reveals about our networks’ gravitational force. When we are angry, we can become entrenched in our positions. Arguments can quickly devolve into blaming, shaming, bringing up past hurts, or right fighting (the need to win, rather than show any sign of compromise). In the heat of an argument, we often accuse, blame, shame, and say hurtful things we immediately regret and that have a lasting negative impact.

• Anything you or your colleagues need from each other should be clearly defined and expressed.
• This people-pleasing behavior can also make it difficult to set and maintain boundaries.
• Anger is connected to frustration and exhaustion and a feeling someone or something is responsible for our suffering.
• Strategies can include engaging in deep breathing techniques before the confrontation.

In this example, a person wants to enjoy getting married. And he wants to run away from the responsibility of the family. So, approach-avoidance conflict arises in such situations.

Table 2.4 Accommodating

Conflicts can be resolved with the help of cooperation and compromise. Thomas Kilmann Model suggests solutions to conflicts. how to deal with someone who avoids conflict Unconscious conflicts occur more often in mentally ill people. Aside from good communication, managers should be curious.

• In this case, the solutions are numerous, but this is not always the case.
• For example, an employee who wants to complete an MBA program may have a conflict with management when he wants to reduce his work hours.
• Voicing your objections could include pointing out if the barista got your coffee order wrong or reminding your co-worker that they forgot to get back to you on an important issue.

It should be noted that sometimes avoiding often leads to accommodating indirectly as not addressing a problem or voicing our opinion can lead others to perceive that we are okay with doing things their way. Interpersonal conflicts—even with the people we love and respect—are inevitable, and unavoidable, in even the healthiest of relationships. Even with the most agreeable and conflict-averse people in our lives. Some result from building resentments, and others arise seemingly out of the blue. Sometimes what we want for ourselves versus what someone wants for or from us causes conflict. Sometimes other people’s actions or words cause us to feel angry, disrespected, or misunderstood, or our actions or words trigger these feelings in them.

2: Conflict Management Styles

So don’t act like they have accused your character (unless they have, in which case, you should try to get the conversation back to the facts). When we take things personally, we become even more protective and tend to become defensive and in the end, escalate the conflict even more. When you work with a person who handles conflict in an avoidant way, it can help to involve someone in a mediator role.

It may display as defending a position, interest, or value that you believe to be correct. Competing approaches are often supported by structures (courts, legislatures, sales quotas, etc.) and can be initiated by the actions of one party. Competition may be appropriate or inappropriate (as defined by the expectations of the relationship).

Factors for Strength of Conflict and Conflict Resolution

This process leads to a decision-making phenomenon. According to this example, a person celebrated holidays with family. And he wants to celebrate holidays with friends also. Because of these two desires, a conflict is arising.

• Regardless of who calls the meeting, this gathering can provide a neutral space to understand the entire conflict, define each person’s role, and brainstorm promising solutions.
• One of the most effective methods of communicating with a defensive person is using “I” statements.
• Opposing viewpoints, behaviors and work styles can cause a lot of arguments and misunderstandings among colleagues, Wortham said.
• When we avoid conflict with those we continue to interact with, we allow it to fester and grow.
• In the heat of an argument, we often accuse, blame, shame, and say hurtful things we immediately regret and that have a lasting negative impact.

If you worry that your boss will fire you for reinforcing this boundary, you might remind yourself that your boss is a reasonable person who values work-life balance. Let’s take a closer look at each approach and when to use it. A trusted friend or counselor might help you view the conflict more fully and determine the best way to manage it. You might also consider asking a third party, such as your boss, to help mediate the dispute, or consider formal mediation.

Personality psychology research

Rather, unless we’ve been trained, we tend to handle conflict habitually, in the default ways we’ve been conditioned through observing others (e.g., family, culture). When you refuse to deal with a conflict, you are employing the avoiding conflict management style. It’s not always an effective strategy, but in certain situations you may feel you have no choice. People who use this style may fear speaking up for themselves or they may place a higher value on the relationship, believing that disagreeing with an idea might be hurtful to the other person. Accommodators typically will not ask for anything in return.

However, when all of these people are in the same place, conflict is bound to arise. Before and after that happens, conflict management strategies and styles should be on the minds of every employee, no matter their ranking. In the approach/avoidance conflict, we thus approach the goal until we reach the point where the approach tendency is equal to that of avoiding the goal. Afraid to get closer, we stop, go back, move forward again, hesitating until we make a decision or until circumstances change.

Evidence-based methods like cognitive-behavioral therapy have been proven to help people identify negative thoughts that lead to relationally destructive behaviors. Your loved one may need additional assistance from an experienced clinician to deal with deeper, underlying issues beyond your control. If you see signs of alcohol and/or drug abuse, talk to an interventionist at New Method Wellness, a premier dual diagnosis treatment center which has received national recognition on Dr. Phil. We will face conflict throughout our lives and careers.

The contribution of a success to goal attainment depends on the magnitude of the remaining discrepancy to the goal that it reduces. If there are equal steps taken while working toward the goal, each step reduces a higher proportion of the remaining discrepancy. If the goal is to solve each of 10 anagrams, for example, solving the first reduces 10% of the remaining discrepancy, whereas solving the last reduces 100% of the remaining discrepancy. Thus, the value of a success increases as one is closer to the goal. The greater the value is of succeeding, the stronger the motivation is to succeed.