Analysis of Conflict Styles

Analysis of Conflict Styles

In chapter five of the coursebook by Joyce(2018), the focus shifts to conflict styles that are primarily manifested by a vast majority of people in times of conflict. To begin with, conflict styles refer to structured responses and behavioral tendencies observed in most people during times of conflict. The choice of a conflict style exhibited by an individual is developed through a person’s experiences in life, family background, and the unique individual characteristics that define a person (Hamilton,2011). It is observed that by the time an individual attains adulthood, he/she has attained a particular conflict style orientation and displays a level of consistency regarding the choice of style. The hallmark of this paper is to undertake an in-depth discussion on the conflict styles and their implications on relationships and personality. To achieve this, this paper will broadly focus on Serrano (2012) model of five conflict styles.

Accommodating is a conflict style whose principle is utmost selflessness. The rationale of this style is a call for the sacrifice of one’s own needs and desires while giving prominence to those of others. In simple terms, it requires one to subordinate his interests at the behest of others. In most cases, this style flourishes when one gives in on his own volition or sometimes under intense persuasion. Sadly, accommodation may also be achieved when one is under duress too. Joyce (2018) postulates that accommodation is best applied in instances where one doesn’t comparatively give much thought to an issue than others, similarly,it is best used when one has consciously chosen to pursue peace and harmony. It is also relevant in cases where there is a need for an admission of guilt and wrongdoing.

Avoiding style is when an individual deliberately decides to completely evade conflict and disassociate with anything that triggers a battle. The upshot of this strategy is to relegate the pursuit of your beliefs to the periphery and give a wide berth to any conflict, however insignificant. Proponents of this style are keen to avoid trivialities, lack time to engage in a full-blown conflict, or need more time to think through an issue. This style can also be employed when one has very slim chances of winning hence tactical retreat.further, it is applicable when there is a need to avoid resentment associated with conflict.

Collaborating is a conflict management style that encompasses both assertiveness and cooperation.It has a singular noble objective of a collaborative approach in finding solutions that are acceptable to everyone. It is consultative and directed towards building consensus. Contrasted with avoiding, this style ensures parties reach a common ground and adversity minimized. It must be emphasized that this style accommodates concern for one’s goals, those of others, practical solutions to the problem, and maintenance of cordial relationships.

Accommodation provides a clarion call to all parties to seek  mutual resolution for the benefit of all. Clearly, the results of this process are unanimous and acceptable. This helps to foster relationships.

Competing is yet another conflict style; it is characterized by unchecked and unmitigated assertiveness. It involves pursuing ones gratification with blatant disregard for the interest of others. Confrontation is preferred by those who employ this style, and they are motivated by a desire to win without regard to the desires of others. Proponents of this style perceive conflict as a battle, and winning is their ultimate prize. Aggression is an observable trait among those who employ this method. On the flipside, Wilmot (2010) opines that competing can be productive if the individual goals pursued does not undermine and disenfranchise others. It is also applicable when parties to a conflict agree on the amount of aggression allowable in a conflict situation.

Compromise style in a conflict operates on the principle of giving and take. It is borne out of the need for a mutually acceptable resolution. It moderates on the assertiveness and employs partial cooperation. The statement, “You can be satisfied with part of the pie” Joyce(2018) summarizes the underlying mode of operation of this style. In this scenario, parties are encouraged to give up specific desires while gaining others. Further, parties who chose this style are dimmed to enjoy shared power without which, there would be no compelling justifications for a compromise. Opponents of this style discredit it that it occasions losses as a result of the massive trade-offs involved. Proponents, however, credit this style as time-saving and appropriate in the event where other techniques have failed.

In conclusion, I tend to be more inclined to collaborating as a method. This style provides impetus and fodder for the growth of relationships due to its consultative approach. Further, it gives every member who is entangled in a dispute an opportunity to respectfully engage each other with the hope of a mutually beneficial resolution.

Dominating

Application 5.6

Salary, Public Regard,

REFERENCE

Wilmot, W. W., & Hocker, J. L. (2010). Interpersonal conflict. McGraw-Hill Higher Education.

Posthuma, R., Montes, C., Rodríguez, D., & Serrano, G. (2012). Affective choice of conflict         management styles. International Journal of Conflict Management.