Conflict Management Styles

There are several styles of management, most of which stem from the various types of leadership. Conflict management styles don’t really stem from any particular type of leadership. Any type of leadership depends more on the leader’s attributes. Conflict management styles are an approach based on a situation. Such approaches are developed and do not necessarily portray the attributes of a leader or the team.

Conflict Management Styles Defined

Conflict management styles are any modus operandi where a conflict is established to find a way out. Even if there is an existing problem, the resolution is sought through a situation that is riddled with conflicts.

Typically, a team or a company works towards a solution. In most cases, the team is asked to work towards a collective goal and using the same path. In conflict management styles, a team or individuals are encouraged to take different paths. Even different solutions are encouraged as long as they attend to the problem or resolve the issue at hand. Thus, there can be numerous ways of dealing with a problem or going forward and there can be different destinations. But the eventual objective is to get better but through conflicts.

Decoding Conflict Management Styles

Conflict management styles can be practiced in many ways. Take a team of five people, give them a common problem or assign them a particular task and pit them against one another. All the five people will compete against one another to find the solution. The best woman or man wins. Others get to defend what they have done or put forth their accomplishment as better but eventually it is the leader or the manager who would judge.

But it is not always about competition or contrasting approaches. Conflict management styles also have the space for accommodating contrasting views or methods, collaboration of competing interests and thus competitors, compromise and avoiding the whole competition.

In the accommodating form, the various approaches are tweaked to find a common ground. In collaboration, contrasting opinions or competitors are allowed to work together to come up with a mutually agreeable solution, compromising involves all parties to let go on something or the other for the sake of the company or team and the last approach, avoiding, entails dropping the whole operation or task till such time a feasible path forward or solution is devised.

Conflict management styles often work wonders, particularly when the people working are highly competitive.

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