Personal Approaches on Managing Conflict

The avoiding and accommodating styles are retiring whereas the compromising style is perhaps the most moderate conspiracy of a degree of assertiveness and a willingness to refrain from competing. It emphasizes cooperation and some(prenominal) parties give up some of their needs in edict to meet other needs.

In my experience, the compromising style seems to croak best when the parties contribute a permanent relationship both through work or in their in-person life. In other words, compromising appears to be most beneficial when the parties convoluted in the dispute recognize that their relationship must outdo a specific conflict and endure. For example, in working with a close friend who is also a classmate, I encountered a situation in which my friend and I were in nub disagreement as to how the project should be structured. We both recognize that this disagreement had nothing to do with our friendship and that both of us had viable ideas as to what should be done with our project. Ultimately, we r from each oneed a compromise as to how the project should be structured in which each of us gave up some of our possess ideas. The end end point was a better product than we could have anticipated.

Most hatful establish a conflict management style earliest on without even realizing that they have done so (Trenholm & Jenson, 353). many another(prenominal) stack are accommodating. Accommodators exhibit concern for the relationship and have a limited need to achieve personal goals. P

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Trenholm and Jenson (353) believe that competing individuals are primarily pertain with achieving personal goals even at the expense of a relationship. These individuals mass conflicts as competitive games and may even enjoy disagreements as long as they get along. In my experience, in that respect are people who deliberately provoke conflicts because they feel a need to "win" and prove their superiority. I recall an incident in graduate(prenominal) school in which I observed two girls who were friends repay into a heated argument in which one of them refused to allow that there was any viewpoint other than her avouch.

Her basic stead was that if her friend continued to disagree with her, their friendship would be over. Interestingly, the bet on party to this conflict ultimately avoided the issue and withdrew, choosing to exhibit her own lack of interest in maintaining the relationship or achieving a "win" over her friend.

There are other time when it is important to recognize that face-saving should be addressed and there are occasions when it is important to remain faithful to one's own position. More often than not, however, using either the compromising or the problem-solving strategy is likely to result in the best consequence for all concerned. Cooperative problem-solving as discussed by Trenholm and Jenson (354) gets diagnosis of one's personal and relational goals, an effort to understand the other's interests and emotions, and a recognition that emotions crumb run high during a conflict. It is important to focus on interests or the underlying needs and concerns of each party kinda than the position they take. There are also times when conflicts require the intervention of a third party who is uninvolved in the dispute and who may be able to bring a fresh and objective viewpoint to the conflict.

The best example of the difference between compromising and problem-solving approaches to conflict managemen
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