Management
Management
What is your primary conflict management style? Explain. In what types of conflict is your primary style likely to be appropriate? In what types of conflict situations is it likely to be dysfunctional? Collaborating is my primary conflict management style. According to Raines (2013), the collaborating conflict resolution style is both cooperative and assertive in the sense that it involves trying to work with the other party or person in a conflict situation with the aim of finding a solution that satisfies the concerns of the conflicting sides. The style involves the process of scrutinising the conflicting issue to identify the underlying concerns of both parties as well as collaborating with both parties to explore the solutions to the conflict (Raines, 2013). Such a strategy is most effective when handling important issues. In this case, the relationship between the parties is important, and there is adequate motivation to find a solution (Schmitt, 2011). It is likely to be dysfunctional in very urgent conflict situations as well as when the relationship between the conflicting parties is not important.
My least desired conflict management style is the avoidance approach. This style involves not paying attention to an issue that leads to a conflict or the conflict itself as well as failing to take appropriate actions that are aimed at resolving the conflict (Poole, 2012). In most instances, the avoidance strategy can be used in conflict situations in which it is advantageous to wait for the appropriate time to solve the conflict. For example, it can be used in interpersonal conflicts that may be exacerbated by attempts to resolve them.
What steps can you take to increase your use of your least preferred style in situations where it would be most beneficial, and decrease the use of the preferred style when it is likely to be dysfunctional?
I would acknowledge the relevance and advantage of using the avoidance style in some situations. For example, when I am too busy addressing other more important or critical concerns, then I will objectively resort to avoiding a particular conflict even though it is my least preferred conflict management style. Furthermore, it is important to understand the limitations of other styles of conflict management (Goldsmith, 2011). Ideally, the avoidance strategy can be used when the relationship between the conflicting parties is not important.
I can improve the collaborating style by refining my negotiation skills and employing the style only when it is appropriate, even though it is my most preferred style. For example, I will use the style in conflict issues that can be solved in a way that leads to the satisfaction of the parties involved. I will strive to achieve optimum results in a manner that minimizes negative feelings while both sides achieve their desired objectives. However, I will not use the collaboration conflict resolution style where it is not appropriate.
Based on your results, explain how you could improve your conflict management behaviours and under what conditions.
I will improve my communication skills to ensure that I can communicate issues in clear and compressive manner that enables all the involved parties to adopt a shared understanding regarding the conflict issue or disagreement. Where collaboration is possible, it is important to cooperate with the other party by understanding their concerns while expressing my reservations with the objective of finding a win-win solution. In all situations, I will be more accurate in discerning different types of conflicts to determine the moist appropriate conflict management style for a particular conflict situation. In situations where I can afford to neglect some of my concerns and pay more attention to the other party’s concerns, I will adopt a more accommodating behaviour. When dealing with interpersonal conflicts that are likely to be worsened by any form of intervention, I will ignore the conflict. In situations where it is necessary to provide a solution that particularly satisfies the wishes of both parties, it is necessary to strike a compromise (Budjac, 2013).
Based on your results, explain how improving your conflict management behaviours might translate into actual behaviours at the workplace, and what might be the results of such an improvement.
The result of my efforts to improve my conflict management behaviours has enabled me to play an active role in resolving various conflicts at the workplace. My conflict management skills will allow me to understand the different conflict situations as well as the appropriate strategies for resolving them. The overall result is a more harmonious workplace where conflicts are resolved amicably (Moore, 2014).
Appendix
Results of conflict management survey
References
Budjac, A. (2013). Conflict Management: Pearson New International Edition: A Practical Guide to Developing Negotiation Strategies. New Jersey: Pearson Press.
Goldsmith, J. (2011). Resolving Conflicts at Work: Ten Strategies for Everyone on the Job. Oxford: oxford university Press.
Moore, W. (2014). The Mediation Process: Practical Strategies for Resolving Conflict. New York: Prentice Hall Press.
Poole, S. (2012). Working through Conflict: Strategies for Relationships, Groups, and Organizations. Cornwall: Polity Press.
Raines, S. (2013). Conflict Management for Managers: Resolving Workplace, Client, and Policy Disputes. New York: Prentice Hall Press
Schmitt, J. (2011). Conflict Management. New York: Prentice Hall Press.
The Leadership Center At Washington State University. Conflict management style survey. Retrieved from http://www.afc-ispi.org/Repository/Conflict-Management%20survey.pdf
