Search results
Results from the WOW.Com Content Network
Conflict resolution involves the process of the reducing, eliminating, or terminating of all forms and types of conflict. Five styles for conflict management, as identified by Thomas and Kilmann, are: competing, compromising, collaborating, avoiding, and accommodating. [2] Businesses can benefit from appropriate types and levels of conflict.
Compromising Style: In the compromising style, individuals show moderate assertiveness and cooperativeness, aiming to find middle ground that partially satisfies everyone's needs. This approach is suitable when both parties need to move forward and value reaching an agreement over individual preferences.
John C. Norcross is among the psychologists who have simplified the balance sheet to four cells: the pros and cons of changing, for self and for others. [19] Similarly, a number of psychologists have simplified the balance sheet to a four-cell format consisting of the pros and cons of the current behaviour and of a changed behaviour. [20]
Compromising is used when issues are important but not worth taking an assertive approach, one wants a temporary fix, or when collaboration or competing fail. [3] Some pros of compromising as a mode of conflict management include: all parties can get some form of satisfaction, it facilitates constructive communication, helps maintain ...
Conflict style Pros and Cons Situations Competitive (win-lose) * Pursuit of own objectives * Use of power * Can lead to disputes * Can cause resentments * Emergencies requiring quick decisions * Important and unpopular decisions * When you are certain you are right (important matters) * To defend against others taking advantage Collaborative
Listed pros and cons must, as for all content, be sourced by a reference, either in the list or elsewhere in the article. (A "criticisms and defenses" list is a backwards pro and con list. The opposing side is presented first, followed by the responses of the defending side. Lists of this form seem to grow out of more contentious articles.)
A conflict style inventory is a written tool for gaining insight into how people respond to conflict. Typically, a user answers a set of questions about their responses to conflict and is scored accordingly. Most people develop a patterned response to conflict based on their life history and history with others.
Using this group they developed five differing styles of approaching conflict resolution often referenced as: win-win, win-lose, compromise, avoid, and comply. In 1974, Kenneth W. Thomas and Ralph H. Kilman adopted this model and created the Thomas Kilmann Conflict Mode Instrument. This is the best known of the conflict style inventories.