Conflict Handling Styles

Conflict handling styles are many and can be explored further if situation demands a mix of various styles to cope with a dispute in befitting manner. Behavioral scientists are of the view that any theory of conflict management is not rule of thumb and can be moderated or altered if situation demands so. Hence why it is generally said that you can not suggest any solution for a conflicting situation in definite terms and may leave the option of innovation if need arises.

Conflict handling styles actually admit that conflict is reality, means it can be handled and can’t be ignored altogether. It is generally prescribed that if you really want to manage a conflict professionally then first take it in professional manner and don’t try to evade it. Here the example of ostrich suits the best which puts its head in the sand just avoid any danger but can never avoid it unless raise its head from the sand to face the peril.

We have already discussed various conflict management techniques in details here we would not reproduce them but just try to describe different conflict handling techniques and appropriateness of each of them to help you apply correctly to resolve a dispute either in an organization or somewhere else.

Cooperation is one of the key conflict handling styles but one should keep in mind that it is a two-way process and can not be applied if one of the conflicting parties is not ready to opt that style. In simple word we can say this style can’t work via one way and both the parties have to agree over this. Some optimist conflict manager wrongfully suggests that if one of the conflicting parties comes to cooperation then after sometime succumbing to its cooperative behavior the second one would also resort to this style but there is no guarantee of this and happening of something otherwise could intensify the conflict further.

Compromise is termed as one of the last options to handle a conflict because here one of the conflicting parties has to compromise over several grievances for the sake of the broader interest of the organization. Most human resource management experts call it a least rational style because here one of the conflicting parties has to prove him or herself beyond mean consideration and show open-heartedness to influence others to come to the term for conflict management.

Forcing is not liked by all because a decision by choice is far better than a decision by force. Hence resolution of a dispute through the use of power could not fully work and may raise its head again after some time. Therefore, this style can not be called one of the most viable conflict handling styles.

Accommodating is considered an important approach in conflict handling styles where both the conflicting parties come closer to settle a dispute with the consent of each other. However, it usually happens in an ideal situation where social environment of the business is superb; otherwise in general scenario it is very rare that two conflicting parties have this much open heart to accept each other.

Avoidance is not one of the bold conflicting handling styles but for the smooth functioning of an organization that faces a huge load of work it can be a best option. Under this style both the parties try to control the negative effects of a conflict and contain it at its existing state.

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