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What they found was that the traditional main culture used the avoiding style, the power-seeking culture preferred competing, and egalitarians chose accommodation. [10] This study shows that there is a correlation between cultures and their chosen modes of conflict management, and not every culture uses only one mode.
In the 1970s and 1980s, researchers began using the intentions of the parties involved to classify the styles of conflict management that they included in their models. Both Thomas (1976) and Pruitt (1983) put forth a model based on the concerns of the parties involved in the conflict.
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.
Conflict resolution teachers and trainers, mediators, organizational consultants, and human resource managers use conflict style inventories in their work to help people reflect on and improve their responses to conflict. Awareness of styles helps people recognize that they have choices in how to respond to conflict. Since each style has a ...
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.
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]
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.
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 ...
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