Definition accommodating conflict style

Understanding the tactics and strategies of others who use competitive styles can assist conflict managers in defusing the negative consequences of competition and working toward a mutual gains approach.

Employee conflict is a cause of concern for employers, leaders and project managers because it often leads to lost productivity and damaged morale.

Project managers must learn to handle interpersonal conflict on their project teams.

As Markman, Stanley, and Blumberg (1996) conclude, "becoming more aware of the effects of your differing communication styles [in relationships] can go a long way toward preventing misunderstandings" (p.

Even in the highest functioning teams, interpersonal conflicts are bound to arise.

This is a style where both sides of the conflict come together in order to achieve the goals of each person and is often referred to as creating a “.” Collaborating can be an effective style for complex scenarios where there is an opportunity to explore multiple options.

Collaborating conflict resolution means both sides are asserting themselves and their ideas but are also working for a cooperative outcome.

The avoiding style is only a delaying tactic and if use it too often you will be labeled as 'passive-aggressive' and the decisions will be made without your input.

When the question of adopting the avoiding style is raised to a group, members will avoid the actual conflict and become outside observers.

This approach can be effective when the opposing party is the expert or has more power.

Accommodating is the least assertive style which results in very one-sided resolutions.

For example, when the relationship is short-term and the issue is not important or when the situation has a potential to escalate to violence, avoidance may be the prudent choice.

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