As long as you live, you will face a variety of conflicts. It can be conflicts in the workplace, family, friends, and even with yourself. The most important thing is how to manage your conflict well so it doesn’t lead you to something negative. You need to learn more about conflict management style to solve your conflict well.

6 Type of Conflict Management Style

#1 : Collaborating Style

conflict management style - collaborating style

This conflict management style is also known as a win-win problem-solving approach. In this conflict management, you are explaining your view about the problem. Moreover, you also let other people who are involved in the problem to give their view or opinion.

The purpose of gaining opinions is to get a variety of overview for a wider perspective. Then, try to get the point of those views such as the similarities of those opinions. Next, you can conclude that you can apply to solve a problem or conflict. The point of this conflict management is to find a mutual agreement.

Collaborating style is suitable for those who involve in a conflict related to other people needs. For example, you can use the collaborating conflict management style when you have a conflict in your workplace or conflict with family, friends, organization, group, or community.

The benefit of using this style is that you prize each person to give their opinion. You can also make all the people in the group satisfied with the solution. The most important thing, you can solve the conflict without any jealousy feeling or additional problems.

#2 : Compromising Style

conflict management style - compromising style

It is the opposite of collaborating conflict management style. You still ask opinions for some people in the group or community to get some different views. The difference is that you don’t want to discuss the opinion too detail. The idea of this compromising style is that you get an agreement for some of the people in a group. The problem is that not all of the people in the group or community are satisfied with the decision. Because of that, you may face a new conflict.

Compromising something is a good option if you want to get a quick solution. You don’t want to waste too many times only to focus on the opinions. As long as you get the best solution you will take it whether some of the people disagree with your decision. One of the experts, Dr. Benoliel explains that this style is used when the problem and the solution are not too crucial and you think that you lose time if you keep discussing it.

#3 : Accommodating Style

conflict management style - accomodating style

Accommodating style is similar to collaborating style. You still accept some point of views from the people in the community or organization. The difference is that you don’t care about your view as long as the people in the group, community or organization satisfied with the decision. You give the decision to the people so all of them can solve the conflict right away.

People who choose to solve a conflict with an accommodating style often doesn’t care about the solution. As long as all the people in the group are satisfied, you agree or follow them. It is a good step if you want to keep the group unite or strengthen the relationship. This conflict management is also a safe way because there is a little chance for arising a new conflict.

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You may use this style if you think that you wrong or do the mistake that triggers a conflict. People who care for the members of their community or group often choose to solve a conflict with this style. The problem arises when you take this style all the time. Just speak up sometimes because you also need to show your point of view on a certain conflict.

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#4 : Avoiding Style

conflict management style - avoiding style

Just like the name of the style, it means you avoid the conflict. You choose not to get involved in the discussion related to the conflict. This style has positive and negative sides. On the positive side, you are avoiding conflict because you want to keep the group or community unite. You choose not to hurt someone because of your point of view. As long as the people in a group can solve the conflict you are okay with that. The problem is that if you take this style too often, people in the group will think that you are a selfish person.

You may avoid conflict if it is not too crucial for the unity of the group. You may also use this style if you are too angry because of the conflict. Just take time to avoid the conflict while thinking about the best conflict management style you can do next to solve the problem. If you think you will be in danger when you speak out, avoiding conflict is the best option.

#5 : Forcing Style

conflict management style - forcing style

In this conflict management style, you take charge of the decision whether the other members like it or not. Because you force your decision to solve, you don’t need an opinion or point of view from the other members.

Forcing something is not always a bad idea. Sometimes, you need to do it if there is no best solution yet and the community needs it right away. You may force your decision to the other members if you are sure that your decision is the best solution for the conflict. On the other hand, using this style all the time is also not a good option. You will be like a dictator because you always take charge of all the decision without considering the point of view from the other members.

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#6 : Competing Style

conflict management style - competing style

It is okay to compete with the other members sometimes. You just have to make sure that you have the best solution than the other members. You can give a strong argument by serving facts, data, cases, or many more. The thing you have to consider is that you have to use this style wisely because you are not competing with your enemy or opponents. You are trying to give your opinion to your group by competing for your opinion with the others. It is different from forcing style because you still listening to your friends’ point of view.

Competing for conflict management style is a good option if there are too many opinions that can’t solve the problem. The problem is that you can create internal conflict if your friends can’t accept your decision.



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