Conflict can have many different definitions to various people. Conflict can be a difference in opinion, a disagreement or a battle. I think that conflict is often thought of as negative, but fortunately it does not have to be. Conflict can be a healthy part of group dynamics. Although, conflict can also negatively affect a group or workplace. Being able to work well with others during conflict is a great skill to have. This makes it important to know the different conflict management styles and how and when to effectively use each one. I.Conflict Management Styles
There are several different styles of conflict which can all be appropriate to use in certain situations. There are 5 conflict management styles that were discussed by Thomas-Kilmann, Pickering and the Strong Foundation. From these resources I have gathered knowledge about the many aspects of how to manage conflict. The best style to use is collaborating. Collaborating is useful in most situations because it involves a high level of concern for others and yourself. This style is often more time consuming, but better benefits each individual within a group. Another benefiting style is compromising. Compromising also involves a concern for others, but less about yourself. Compromising is useful in situations where time is more limited and where most can agree on a certain outcome. Obliging is often used when individuals have a high concern for others and a very low concern for themselves. Obliging may lead to the person being taken advantage of. It is important to not always use this style. Dominating is a commonly used conflict style.
People who dominate are mainly concerned with themselves and have a low concern for others. Although, dominating can be useful in a position where a conclusion needs to be made immediately and no consensus can be reached. Lastly, there is avoiding, which I believe is similar to obliging. An individual who uses avoiding normally has a low concern for others and for self. They may seem detached from the group and unwilling to accept fault in situations. Herb Kindler also discussed conflict management, but spoke about nine different styles. All 9 styles can be used effectively in different situations. Maintain is a useful strategy to use in dealing with disagreement, because it provides room to let the situation settle. It is important to assess the situation by gathering as much information as needed before [wrongly] reacting and dealing with a problem inappropriately.
The conflict management style, yielding, is used when 2 or more people want something, but the person to yield decides it is not as important to them. Kindler describes yielding as letting the other person explain why it is necessary to them and you agree to advance their position. Collaborating is when you are able to work with others to achieve a common goal. Willingly working with others is a great skill and often resolves conflict docilely and constructively. Deciding by rule is viewed as a fair alternative to a situation. For example, it is fair for Jan to receive the promotion, because she has been the longest serving employee, even though Molly, who has been employed for 30 days, is highly more qualified for the position. The style decide by rule, creates a quick decision with little work because it is based on rule, seniority, high score, luck, etc. Bargaining is commonly used in daily situations, but can also be used as a form of managing conflict.
Groups can negotiate a situation and then agree on an outcome to make each individual satisfied. Some members may give up a little, but in the end the subject is successfully resolved. Kindler defines the conflict management style smooth to focus only the benefits of the proposed ideas without discussing alternatives, which sells the ideas. Release is a great tool to use in various conflicts. When there is a battle over the power of control, release would be a fond strategy to use to end the problem. Release is when you are able to give up some control as needed to resolve an issue or disagreement. Coexist is when two groups decide to part ways, but while also achieving a common goal. I once worked with two employees who could not get along. The manager taped a line on the floor and told the two to stay on their own side, but she still expected them both to accomplish the work successfully.
Kindler discussed a last conflict management style as dominating. Someone who has a very strong opinion and is not willing to change their viewpoint is trying to dominate the situation. Although it is my least favorite, it is necessary in some situations. There are disagreements and conflicts that cannot have special circumstances, such has passing a drug test for employment. Most employers have a drug-free policy that all employees are to abide by. Each conflict management style has its own benefits. Knowing when to use each style is important. When using each style appropriately, it will often diffuse conflict and help resolve whatever the problem may be. II.Comparison of Assessment Instruments
In learning about conflict styles, there were four assessments taken to determine my own conflict management style. These 4 assessments consisted of Kindlers MODI, Chapter 4 Pickering Assessment, the Strong Foundation Assessment and Thomas-Kilmann TKI MODE assessment. Each activity was interesting to complete and for the most part, was accurate to my lifestyle. They were all very similar in the fact that they determined different conflict management styles and provided similar results in determinations. Many of the completed assessments resulted in very close breakdowns, which concludes that I often change the style used based on the current situation. The assessment I found the most inaccurate was the Kindlers MODI survey. I mostly agree with Pickering and Thomas-Kilmann. These two provided exactly the same results, and I believe that they are accurate to what I use, being that I accommodate in most circumstances and am least likely to dominate. III.What Is My Conflict Style?
KINDLER’S MODIPICKERING (CHP 4)STRONG FOUNDATIONTHOMAS-KILMANN 1. Maintain 1. Obliging 1. Compromising1. Accommodating 2. Yield2. Collaborating 2. Avoiding2. Collaborating 3. Collaborate3. Compromising 3. Accommodating3. Compromising 4. Decide by Rule4. Avoiding 4. Collaborating4. Avoiding 5. Bargain 5. Dominating5. Competing5. Competing 6. Smooth 7. Release 8. Coexist 9. Dominate
The assessments that I completed all had fairly similar results. I definitely had a pattern in my results. According to the four assessments: Kindler’s MODI, Pickering Chapter 4, Strong Foundation and Thomas-Kilmann, my most preferred conflict management style is accommodating/obliging. I would agree that this is the style that I mostly use. I tend to what to make everyone else happy. I put others before myself. I have been taken advantage of at times, but I try to make the best out of every situation.
According to all the assessments, my least preferred conflict management style is dominating/competing. I normally dislike any type of conflict, so I try to stay out of it as much as possible. This may mean I would try any conflict style prior before trying to dominate a situation. The assessment gave out accurate results to what I use in day-to-day situations/conflicts. I would not necessarily agree that I always choose the right one, but I also think each circumstance is different and it is wise to apply diverse styles as needed. IV.Situations for Using Each Conflict Style
Conflict StyleWhere/When would I use… …Competing (Dominating)
I would use dominating in a situation where I strongly felt that I needed to, such as if I was being accused of neglect toward a patient, when it is not true.
…Compromising
I would compromise in a situation where mostly everyone wants to have staff meetings on Wednesday’s, even though that day does not work well with my schedule.
…Collaborating
Collaborating would be useful when deciding specific work tasks for each worker. Instead of assigning individual’s certain tasks, they could discuss and decide who wants to do what.
…Accommodating (Obliging)
If I had an upset staff member, I would use obliging to let the employee communicate with me. I would listen to their concerns and give them time to calm down (possibly a day or two if applicable) before trying to resolve anything.
…Avoiding
I would use avoidance if I heard a rumor about myself and it was nothing concerning. (For example: Amanda hasn’t showered for a week)
V.How Will I Deal with Conflict in The Future? Conflict is common in daily situations. It is unavoidable and should be dealt with constructively to find common ground and smooth out disagreements. Conflict may provide strong group dynamics and make a team work more effectively. This is the best concept I have learned from this course. I need to remember that conflict is not always negative. According to the assessments my most preferred conflict management style is accommodating, and my least preferred is dominating.
My preference to dealing with most conflict would be using mostly collaboration and using domination very little. These conflict management styles are important to be knowledgeable of and will help in the success of showing professionalism. Conflict is a difference in opinions, a battle, dispute or problem between two individuals or groups. Conflict can provide growth and opportunity. Now that I am more aware of how to properly manage conflict using the proposed styles, I will be more successful in dealing with conflict. I will also be more confident in conflicting situations and will hopefully be able to reach out of my comfort zone and experience further opportunities for self-improvement.
