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Following are the techniques one needs to apply based on the circumstances. Techniques should be evaluated and applied based on the own needs vs others needs • Collaborating – I win, you win • Compromising – Win some, lose some (You bend, I bend) • Accommodating – I lose, you win • Competing – I win, you lose • Avoiding – No winners, No losers In this post I am going to discuss the pros and cons of these techniques. Collaborating (I win, you win) Collaboration involves an attempt to work with the other person to find a win-win solution to the problem in hand – the one that most satisfies the concerns of both parties.
• May negatively affect your confidence in your ability to respond to an aggressive opponent • It makes it more difficult to transition to a win-win solution in the future • Some of your supporters may not like your smoothing response and be turned off Competing (I win, you lose) Also known as forcing. An individual firmly pursues his or her own concerns despite the resistance of the other person.
Compromising What it is: The compromising style of conflict management puts equal emphasis on the relationship and the outcome. The goal is for both parties to feel somewhat satisfied with the outcome. The compromising style is best used when a deadline is approaching and any solution is better than no solution. Example: Danny ordered Chinese food delivery after a long day at work. When he received the order, he was disappointed to see that they forgot an entree. He called the restaurant to report the missing dish only to find that the kitchen was closing. The Chinese restaurant decided to use the compromising conflict management style and offered to give Danny a credit toward his next order instead of sending the entree right then. Danny agreed and made do with what he had. Related: 9 Tips for Improving Your Customer Service Skills How to choose a conflict management style Choosing a conflict management style depends on the desired outcome, the relationships involved and the timeframe.
Tactics are specific actions that an individual chooses for a response. Researchers have identified the following four categories of avoidance tactics: denial and equivocation ("that's not a problem"), shifting or avoiding topics, noncommittal remarks and irreverent remarks. Id. at 155. Accommodation as a Conflict Strategy With this strategy the engagement choice is to yield one's needs to another person or cause. An accommodator likes to please others- the family, the team or the group. Accommodation is one of the most common responses but it is the least noticed. This is because it is not overt. The accommodator may not express a countervailing preference for a different restaurant choice when her spouse says, "Let's go to out for Greek food", but she really wanted Italian. If an issue is important to one person then accommodating their needs is a good choice. Accommodation to a more seasoned colleague can be a good strategy of managing a workplace conflict. On the other hand, if accommodation is overused it can create resentment.