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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 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.
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
Avoiding Style: The avoiding style features low assertiveness and low cooperativeness, as individuals seek to evade conflict rather than confront it. This approach is generally discouraged because it can lead to unresolved issues and strained relationships over time.
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.
Realistic conflict theory (RCT), also known as realistic group conflict theory (RGCT), [1] [2] is a social psychological model of intergroup conflict. [3] The theory explains how intergroup hostility can arise as a result of conflicting goals and competition over limited resources, and it also offers an explanation for the feelings of prejudice and discrimination toward the outgroup that ...
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. Another often used instrument is the Conflict Dynamics Profile offered by Eckerd College in Florida. This is primarily designed to be offered as a 360 degree instrument.
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.