Managing Conflicts

Anytime you assemble people from differing backgrounds and experiences conflict will occur. People avoid conflicts and don’t indulge in solving them. Conflict resolution capabilities are based upon the efficient communication and are helpful in de-escalating and dealing with workplace conflict. Dealing with your response to workplace conflict through the advancement of conflict resolution abilities helps you to determine and effectively employ the correct resolution technique. Learning the various conflict response styles likewise helps you to determine what has not worked during the past and helps you to pick a more effective strategy.

Research on conflict management styles has found that each of us tends to use one or two of the above five strategies more than the others. For instance, some people predominantly use collaborating when in interpersonal conflict situations. In other words, although there are five different ways to handle conflicts, such a person is more likely to collaborate than they are to force, accommodate, avoid, or compromise. There are many advantages to using a collaborating strategy to handle interpersonal conflict situations.

Collaborating with the other party promotes creative problem solving, and it's a way of fostering mutual respect and rapport. However, collaborating takes time, and many conflict situations are either very urgent or too trivial to justify the time it takes to collaborate. There are many conflict situations that should be handled with one of the other four conflict management strategies rather than collaboration. Managers who are very skilled at conflict management are able to understand interpersonal conflict situations and use the appropriate conflict management strategy for each situation.

Accommodating – This is when you cooperate to a high-degree, and it may be at your own expense, and actually work against your own goals, objectives, and desired outcomes

Avoiding - This is when you simply avoid the issue. You aren’t helping the other party reach their goals, and you aren’t assertively pursuing your own. This works when the issue is trivial or when you have no chance of winning.

Collaborating – This is where you partner or pair up with the other party to achieve both of your goals. This is how you break free of the “win-lose” paradigm and seek the “win-win.” This can be effective for complex scenarios where you need to find a novel solution.

Competing – This is the “win-lose” approach. You act in a very assertive way to achieve your goals, without seeking to cooperate with the other party, and it may be at the expense of the other party.

Compromising – This is the “lose-lose” scenario where neither party really achieves what they want. This requires a moderate level of assertiveness and cooperation

 

[LekshmiGPilllai]

Thanks for sharing this clear breakdown of conflict management styles. I agree that no single style fits every situation—effective managers adapt their approach based on the context and urgency of the conflict.

Collaborating is definitely the ideal when time allows because it fosters creativity and mutual respect. But as you pointed out, sometimes quick decisions or low-stakes issues require competing, avoiding, or compromising instead.

I think what really makes a difference is self-awareness—knowing your default conflict style and being willing to flex to another when the situation calls for it. Also, developing strong communication skills helps to understand the other party’s perspective better and find common ground.

Overall, this framework is a great guide for anyone looking to handle workplace conflicts more effectively.

 

[Priyani Gupta]

The article insightfully addresses an inevitable reality in any diverse workplace: conflict is bound to occur when people from different backgrounds and experiences come together. The tendency of many to avoid conflicts rather than address them is a significant barrier to productivity and positive working relationships. I appreciate how the article highlights that the cornerstone of conflict resolution lies in effective communication, which helps to de-escalate tensions and allows parties to engage constructively.


What resonates particularly well is the emphasis on developing conflict resolution skills tailored to different situations. Recognizing the variety of conflict management styles and understanding which strategy works best depending on context is crucial. The categorization into five key styles—collaborating, accommodating, avoiding, competing, and compromising—provides a useful framework for managers and employees alike to self-assess and improve their approach to conflict.


The article’s detailed explanation of the collaborating style stands out for its focus on creativity and mutual respect. Collaborating is indeed the ideal in many complex conflicts where a win-win outcome is possible. It fosters innovation by encouraging parties to seek novel solutions that satisfy both sides, thus strengthening working relationships. However, the article also realistically points out that collaboration is not always feasible, especially in urgent or trivial matters. This balanced view reflects a practical understanding of workplace dynamics and the need for flexibility in applying conflict resolution strategies.


I also appreciate the succinct descriptions of the other four styles:

• Accommodating highlights the risks of sacrificing one’s own needs, which can lead to resentment if overused.
• Avoiding shows its usefulness in minor conflicts or when stakes are low, but it’s not a long-term solution.
• Competing reflects a more assertive, win-lose approach that may be necessary in high-stakes situations but can damage relationships if used excessively.
• Compromising is presented as a lose-lose strategy that should be a middle ground but not the default, as it often leaves both parties partially dissatisfied.

In conclusion, the article offers a clear, practical, and appreciative overview of conflict resolution in workplaces. It encourages reflection on one’s conflict style and promotes growth toward more effective communication and resolution techniques. Understanding these styles and applying them judiciously can transform conflicts from disruptive events into opportunities for growth, innovation, and stronger collaboration.