Compare and contrast the five conflict resolution styles.

Question

What will be an ideal response?

Answer 1

Integrating: Both parties confront the issue directly and discuss alternative courses
of action. The strength of this approach is that it should provide a mutually benefits
(win–win) solution and results in the conflict being resolved for the long term. The major
drawback to this approach is that it is time-consuming. Obliging: In this approach, a
person’s concern for themselves is low, but their concern for others is high. It might be
the best approach if the person is not sure they are right about a preferred course of
action or it is politically best because the matter is so important to the other party. If
used as a strategy, the person should consider requesting a reciprocated exchange in
the future because they gave in the first time. It is not the best for complex problems
and may result in a short-term solution. Dominating: In this approach, the individual is
high with respect to his or her own concerns but low with respect to the concerns of
others. People adopting this approach take a win–lose approach to problem-solving,
and their focus is on winning their position at the expense of others. The person using
this approach may use their formal position to force others to comply (i.e., “do it
because I am the boss”). It may be appropriate, however, for small decisions or when
the person knows the decision will be unpopular and discussion will not bring others on
board. It may also be used when there is time pressure to make a decision, such as in a
crisis situation. Avoiding: In the avoiding style, a person is low on their own concerns
and the concerns of others. This approach reflects an inability to deal with conflict, and
the person withdraws from the conflict situation. This style might be appropriate for
trivial decisions or when the possibility of unproductive conflict is so high that it is better
to avoid discussion rather than risk performance. The weakness of this approach is that
by pretending conflict does not exist, it rarely goes away; it may be a temporary fix and
the conflict will return in the future. Compromising: This approach reflects a moderate
level of concern for the self and for others. It is a give-and-take approach to conflict in
which concessions are made in exchange for getting some aspects of the desired
outcome. It is appropriate when parties have strongly opposing views and there is little hope of an integrative solution. It may also be the only possible approach when both
parties have equivalent influence in the organization.