Many people pull in a different direction when they get into a conflict in the workplace. Thus, if you’re a manager it’s wrong to do so. There are healthy and unhealthy conflicts, but either way, it deserves to be taken into your consideration.
The healthy conflict is about different stances in relation to some tasks or work-related activities. It can be authorised and fixed in deriving.
Unhealthy conflict. therefore, is the type which includes personal involvement. To avoid running the risk of consequences in the work environment it must be strangled on the spur of the moment.
How to manage a conflict? Five common approaches
The distinction of five styles of conflict dealing appeared when Kenneth Thomas and Ralph Kilmann made the research work in the 1970s. It also led to the elaboration of a widely used self-assessment called TKI (the Thomas Kilmann Conflict Mode Instrument).
In a nutshell, their work put forward an idea that each person has a preferred way to deal with conflict which is suitable in some situations, but not all. To establish the best means of conflict management approach and use the one which is the most relevant to the situation is a secret of success.
There are five conflict resolution styles. In this article you’ll find the information about the 5 styles of conflict management and when to use them. After developing these styles you have to get comfortable in every role you’ll need to perform in order to deal with a conflict, the better you become – the more effective and up to date your skills are.
Collaborating
In this collaborative approach, the manager’s purpose is to create the solution which is a win-win to both sides of the conflict. The distinguished feature of this method is to find a compromise, while being careful so that it meets everyone’s interests.
To do so is suitable if:
- This situation is not the one where every minute counts
- The decision needed to be made is important
- There are many people or across teams involved in this conflict
- All the attempts of resolving this conflict before were failed
It is not suitable if:
- A decision is a matter of urgency
- The result is uninteresting to people involved
Competing Conflict Management Style
In this competing (power-forcing) style of conflict management in groups the one who takes the firmest stand is the person who wins. Oftenly this style is seen by people as aggressive especially because others can feel as if they are being taken the advantage of.
In spite of this, to do so is suitable if:
- The situation is on-the-spot and there is a rush to make a decision
- Not very common choice is about to be made
- Someone is trying to exploit the conflict
This style is not suitable if:
- The sides involved are sensitive about the topic
- It is not urgent
- It is crucial to splash out
Avoiding
There is even an approach where you can avoid the conflict completely. Whoever uses this style is avoiding any confrontation, they also may tend to accept a deal without question, and can delegate hard tasks and decisions. It is, actually, a passive approach and it is not effective, but sometimes it can be used if needed.
It is suitable to do so if:
- There are no important consequences of this issue
- Soon the conflict may be also resolved itself
This style is not suitable if:
- The topic discussed is fundamental to the team
- If you do nothing the conflict will continue growing worse
Accommodating
Accommodating style of conflict management can be called the method of the most impassive tools of conflict management. One of the individuals gives in so that the other person can get what they want. Most people confirm that it is ineffective way of dealing with conflict in a workplace but sometimes it can be appropriate, especially if:
- Stabilising the relationship is vital, not winning
- One person in this issue has serious and major interests
This style is not suitable if:
- The solution is not permanent
Compromising
As we know, common sense of loss brings people together, that is why this last compromising approach includes every person to give up on their interests and this is exactly how the conflict will be resolved.
This style is suitable if:
- It may not super urgent to find the decision but the sooner the better
- After weighting the personal win, to resolve the issue is more significant
- Every individual in this situation is equal in power
This style is not suitable if:
- There are a lot of needs in this situation and every of them are supposed to be met
- The topic is a matter of urgency
- The power distributed within the people who are taking part in the conflict is not equal
To summarize
You can’t find the perfect style to resolute the conflict, as well as right or wrong. Each methid is supposed to be used in a unique situation. All 5 resolving techniques are to be not only learned but also mastered which will make your deal with conflicts perfect. So, if a manager is hesitating in an issue, try using different approaches, don’t rush and you will find the way out of every matter!