What are the Types of Conflict Management?

preety1

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Hi guys i am Searching for Conflict Management Approaches its Types. Can Someone like to share information on conflict management?
 

Kirtisoni

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Hi guys i am Searching for Conflict Management Approaches its Types. Can Someone like to share information on conflict management?

There are two types of conflict management approaches:
Direct
Indirect

Direct conflict management approaches
There are five approaches to direct conflict management. They are based on the relative emphasis on cooperativeness and assertiveness in the relationship between the conflicting parties.


They are as follows:
Avoidance – it is an extreme form of inattention; everyone simply pretends that the conflict does not really exist and hopes that it will go away.

Accommodation involves playing down differences among the conflicting parties and highlighting similarities and areas of agreement. This peaceful coexistence ignores the real essence of a given conflict and often creates frustration and resentment.

Compromise – it occurs when each party gives up something of value to the other. As a result of no one getting its full desires, the antecedent conditions for future conflicts are established.

Competition – here a victory is achieved through force, superior skill, or domination by one party. It may also occur as a result of authoritative command, whereby a formal authority simply dictates a solution and specifies what is gained and what is lost by whom. This is a case of win-lose situation and as a result, future conflicts over the same issues are likely to occur.

Collaboration – it involves recognition by all conflicting parties that something is wrong and needs attention. It stresses gathering and evaluating information in solving disputes and making choices.

The figure below shows the five conflict management styles using these two dimensions

Untitled2.png

The table below shows the appropriate conflict-handling situation.
Competing
Appropriate Situation


Competing
1.When quick, decisive action is vital
(e.g., emergencies)
2. On important issues where unpopular actions need implementing (e.g., cost cutting, enforcing unpopular rules, discipline).
3.On issues vital to company welfare when you know you are right.
4. Against people who take advantage of non-competitive behavior.
Collaborating
1.To find an integrative solution when both sets of concerns are too important to be compromised
2.When your objective is to learn
3. To merge insights from people with different perspectives.
Compromising
1.When goals are important, but not worth the effort or potential disruption of more assertive modes
2. When opponents with equal power are committed to mutually exclusive goals.
3. To achieve temporary settlements to complex issues.
4. To arrive at expedient solutions under time pressure.
5. 14. As a backup when collaboration or competition is unsuccessful.
Avoiding
1. When an issue is trivial, or more important issues are pressing.
2. When you perceive no chance of satisfying your concerns.
3. When potential disruption outweighs the benefits of resolution,
4. To let people cool down and regain perspective.
5. When others can resolve the conflict more effectively.
6. When issues seem tangential or symptomatic of other issues.
Accommodating

1. When you find you are wrong - to allow a better position to be heard, to learn, and to show your reasonableness.
2. When issues are more important to others than to you - to satisfy others and maintain cooperation.
3. To build social credits for later issues.
4. To minimize loss when you are outmatched and losing.
5. When harmony and stability are especially important.
6. To allow employees to develop by learning from mistakes.

Indirect conflict management approaches
Indirect conflict management approaches include reduced interdependence, appeals to common goals, hierarchical referral, and alterations in the use of mythology and scripts (Schermerhorn et al 2002).

Reduced Interdependence When work-flow conflicts exist, managers can adjust the level of interdependency among units or individuals (Walton & Dutton, 1969). To reduce the conflict, contact between conflicting parties may be reduced. The conflicting units can then be separated from one another, and each can be provided separate access to resources. Buffering is another technique to build an inventory, or buffer, between the two groups so that any output slowdown or excess is absorbed by the inventory and does not directly pressure the target group.

Appeals to Common Goals An appeal to common goals can focus on the mutual interdependence of the conflicting parties to achieve the common goal of an organization.

Hierarchical Referral – Here conflicts are reported to the senior levels to reconcile and solve.
 

jasontyler098

New member
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting (Ra him, 2002, p. 208).
 
Hi guys i am Searching for Conflict Management Approaches its Types. Can Someone like to share information on conflict management?

Hey preety, as you asked for the information on conflict management and its types, so i am going to share a document which will give you all detailed information on conflict management and hope you would find it useful.
 

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