Leading and Managing Conflict
Leading and Managing Conflict Resolution Conflict is created from differences between individuals, institutions or even countries. It usually happens when people disagree over desires,ideas, motivations, or values. Sometimes the extent of these differences can ignite a fire that points to an underlying source of the real issue. These issues can be needs that were not met earlier and triggers a sense of disconnect or lack of value for that individual. Everyone needs to feel a sense of security, support, respect, and valued. When these needs or others are being threatened then there is a likelihood of conflict arising between the individual who threatens the need and the individual who is feels threatened. It is absolutely necessary for personal and professional relationships to utilize a method of conflict resolution that can aid in the process of disagreements. Leaders should have a consistent but effective method they use for conflicts in the workplace. A method helps to have structure, hold each employee responsible, and allows the leader to go through each step to ensure the conflict does not recur.
According to Kenneth Thomas there are five major styles of managing conflict in the workplace. These five styles are competitive, accommodative, sharing, collaborative, and avoidant. These five styles are grouped into two categories; assertiveness and cooperativeness. Assertiveness is satisfying one’s own concerns while cooperativeness tries to satisfy the needs of others. (Dubrin, 2010)
Competitive Style: is seen when one party seeks to satisfy and gain interests at others expense. This individual does not regard or take into consideration others. The competitive person will usually dominate a conversation, be insistent on having things go their way, interrupt others while they are talking, try to bring the other person down instead of deal with the issue.
Compromising Style: is when each party makes an effort to resolve the
According to Kenneth Thomas there are five major styles of managing conflict in the workplace. These five styles are competitive, accommodative, sharing, collaborative, and avoidant. These five styles are grouped into two categories; assertiveness and cooperativeness. Assertiveness is satisfying one’s own concerns while cooperativeness tries to satisfy the needs of others. (Dubrin, 2010)
Competitive Style: is seen when one party seeks to satisfy and gain interests at others expense. This individual does not regard or take into consideration others. The competitive person will usually dominate a conversation, be insistent on having things go their way, interrupt others while they are talking, try to bring the other person down instead of deal with the issue.
Compromising Style: is when each party makes an effort to resolve the
References: Dubrin, A. 2010. Leadership: Research Findings, Practices, and Skills. Cengage Learning; Canada. Rykrsmith, E 2012. What is our conflict resolution style? retrieved from http://evarykr.com/2012/08/what-is-your-conflict-resolution-style/ Segal, J. & Smith, M. 2013. Conflict Resolution Skills. Retrieved from http://www.helpguide.org/mental/eq8_conflict_resolution.htm