Introduction
Out of a possible conflict management styles, I intend to be goal oriented and also value the relationships that I already harbor with others. I am utilizing the collaborative conflict management style because of the long term goals that are in place. It is important to highlight that any mistake to forsake the responsibility, and the objectives that are already put into place would declare me tone a redundant person in conflict management. First, a collaborative style is not self-centered (Wertheim, 2012). Each team that is involved in a conflict intends the best for its own success. Therefore, it would be unimaginable if I take the side in a situation that I have full conscience.
However, in some desperate situations, I utilize the controlling conflict management style (Wertheim, 2012).in some instances, the individual who are expected to reach into a compromising situation fail to due to their unending selfish interests. Ideally, one must take the side for the good of the objectives that have been put into place.
Ideally, the collaborative conflict management strategy is essential in a situation where some of the people in a unit do not wish to execute their dual responsibilities. It is brought about by the fact that one of the individuals finds out that some of the members of society are not as active and participative like they should. This means that the primary conflict management style is used to solve the inter-group interests’ category of conflicts (Smolander& Rossi, 2008). However, this strategy may fail to be effective in addressing the staff-manager conflicts. It is essential to identify that the parties that are under conflict belong to different job groups and responsibilities. The interests are different and therefore it is unrealistic when one tries harmonizing the interests.
The lesser conflict management strategy that I deem is also quite useful is the controller strategy. Ideally, though the avoider strategy has the least rubric, the controller strategy is my least preferred strategy. There are some situations in which the strategy can be duly solved by the use of this method. The most suitable situation that can be solved using this method is the cultural difference conflicting situation. Cultural conflicts arise because of interests that do not coincide between two more persons (Wertheim, 2012). In some instances, this happens because of the differences in the communication process between the two sides which do not share the same culture. However, it is feasible that the conflicts arise because of the differentiated ideologies between the religious and racial believes. The best manner in which one can resolve the dispute that can feasibly occur between them is that the disciplinary action should be taken against the offending party. This will ensure that the conflict is fairly solved.
Ideally, there are different conflicting situation which have different magnitudes. The most preferable strategy that I deem useful in resolving conflict has the areas where it is suited. That is; some of the situation that needs intervention cannot be sufficiently solved by the primarily preferred strategy. Therefore, necessary and sufficient categorization the kind of conflict is carried out. The different strategies that are used to resolve conflict have their respective conflict towards which they offer a solution that is necessary and sufficient. Ample categorization of these risks helps the personnel in charge of conflict management from performing tasks that are deemed to be diversified. Therefore, the process of conflict resolution incorporates the categorization and then actualizing the best solution to the conflicts, whether less or most preferred.
References
Wertheim, E. H. (2012). Conflict management styles. The encyclopedia of peace psychology.
Smolander, K., & Rossi, M. (2008). Conflicts, Compromises and Political Decisions: Methodological Challenges of Enterprise-Wide E-Business Architecture. Journal of Database Management (JDM), 19(1), 19-40.
