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Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
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.
When individuals with a collaborative conflict style join a group, a switch to a competitive group conflict style (group behavior) can occur. [58] Additionally, other effects of dominant behavior within the group and between groups come into play. [58] Motivations such as greed, fear, and social identity increase in groups. [58]
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.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
The Conflict Lens is founded on the belief that the concept of style is limited in that it does not inform a person what behaviors would be most valuable in successfully resolving conflict and that conflict resolution is based more on situational context than on dominant style (Callanan, Benzing, and Perri, 2006). [1]
A conflict management style is an individual's preferred method for handling conflict. Those with an avoidant style tend to sidestep disagreement, postpone dealing with conflict, or withdraw. Traditionally, conflict avoidance has been considered a dysfunctional approach to managing conflict by researchers, clinicians, and the general public ...
Distributive conflict tactics use the dominating style of handling conflict, and emphasizes the individuals own power over the other. This style reflects self-face. Passive-indirect conflict tactics are consistent with obliging and avoiding styles of handling conflict and reflects other-face.