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Conflict Management Styles-Learn the Right Style for Specific Situations

By: Clayton Andrew

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Everyone one of us has been in a conflict sometime or the other and sometimes we regret the way we respond or react in that particular scenario. Some of us tend to be aggressive, others compromising, some logical, others very impulsive. But if we really want to effectively resolve or prevent conflicts, we should choose a conflict management style appropriate for the situation.

FORCING: Forcing is using your power or authority to force a decision which satisfies your concerns and needs without taking in consideration the concerns of the other group. This decision is not questionable by others. Forcing tends to promote a feeling of alienation among the ones who are affected as they feel that their concerns and interests are being neglected. It can also aggravate the conflict further and the other group may retaliate. Though not an ideal approach to problem solving, it does have its use when an executive decision is required. Because of this, this method is best for owners, managers, leaders who need to make a definitive decision and shield their employees from any potential fallout.

ACCOMMODATING: Accommodation is the exact opposite of forcing. Using this conflict management style, you allow the other group to satisfy their interest while ignoring or neglecting yours. This style is rarely preferred in firms or institutions as employees tend to take advantage of their employers. Employees might see their employer as a soft figure and this will certainly affect their performance and professionalism. But if the issue is trivial or unimportant, then you might make use of this strategy as it saves time.

AVOIDING: In avoiding, you completely ignore the conflict or situation and let it take its natural course of action. You take no action or make no effort to resolve the conflict. This style can be harmful as employees might think that their employer is not bothered or does not care. Avoiding is generally used when there are more important issues waiting to be resolved. Take head that this approach may also make matters worse.

COMPROMISING: Compromising is a strategy using which you reach a solution which is favourable to both the groups but not completely favourable to either one of them. This is a good strategy to solve issues or differences between two sides as you are considering a solution which is satisfactory to both the sides. Compromising is considered a good method for quick solutions or when goals are moderately important.

COLLABORATING: The best among the lot, Collaborating is a great business communication method in which both the groups cooperate to find a mutual solution to the conflict. It’s a win-win situation for both the sides as everyone’s concerns get voiced and the decision is accepted by both the parties. This not only promotes brainstorming and creative problem solving but also fosters mutual respect among peers.
Usually Compromising and Collaborating are considered the best conflict management styles but it is very important to manage conflicts logically. Remember to always match the right strategy with the right situation and you can resolve the toughest of conflicts!

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