Conflict handling style accomodating and compromising
Each style is a way to meet one's needs in a dispute but may impact other people in different ways.
By understanding each style and its consequences, we may normalize the results of our behaviors in various situations.
Employees who use accommodation as a primary conflict management strategy, however, may keep track and develop resentment.
The avoidance strategy seeks to put off conflict indefinitely.
The incident occurred at the end of a very close game--a time when his team could not afford any penalties.
When tempers flared between one of Williams' teammates and an opponent, Williams ran across the field and began to fight.
One tool that’s been developed is the Thomas-Killman Instrument (TKI).
It identifies five different styles, or tactics, that people commonly use when faced with a conflict: accommodating, collaborating, compromising, avoiding, and competing.
Many experts have studied the ways in which people respond to conflict.
Part One detailed the causes of conflict in health care, explored the hidden costs of conflict, and explained the three stages of the conflict model. Nursing managers spend between 25 and 40 percent of their time dealing with conflict, according to various surveys and estimates.
Doesn’t it make sense that your organization would actively seek out and promote those individuals that demonstrate early in their careers the ability to address conflict in productive ways?
To manage conflict well, we have to remember that there are several conflict management strategies.
The key to managing conflict well is choosing and executing the strategy that best fits the situation.
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Each of the five styles comes with its own set of advantages and disadvantages.