CONFLICT MANAGEMENT STYLE

CONFLICT MANAGEMENT STYLE

CONFLICT MANAGEMENT STYLE

Conflict Management Styles

The style of conflict management is the approach that a person usually uses or prefers to solve interpersonal conflicts. This style is influenced by the cultural background and family as well as the psychology of the person. Some adopt a competitive approach, see the other as an opponent and try to win battle, even at the cost of the relationship. In contrast the style accommodating. The individual tries to accommodating preserve the relationship, even if it is losing the battle. Another style is the leak. The fugitive is retreating as far as possible. He lost the desire to achieve personal goals or to maintain the relationship if he faces a conflict or deal with it. Conflict resolution requires a cooperative spirit, that is to say one style of conflict management that takes into account and the relationship and personal goals. The person who adopts this approach views conflicts as problems that can be processed through negotiation or any other collaborative process, after which everyone will winner. In addition, this person is willing to work hard to achieve a mutually satisfactory solution (Amason, 1996).

It is generally believed that a conflict is a bad thing. But conflicts are part of our working lives and, if properly regulated, they can enrich our relationships and enhance our creativity. By cons, which happens all too often if conflicts are not resolved properly, they can destroy relationships working as a personal relationship. Problems and conflicts are common in cultural institutions since the blatant lack of resources, staff underpaid and overworked, heavy administration that takes over the artistic priorities and possible tensions between management and the board of directors (Baron, 1997).

Organizations that we face, and carefully hand pick our staff have a team, and this is familiar with his work attitude and skills, hand in hand. We believe that by doing so, we have eliminated the emotional conflict that occurs when people who are strangers to each other, the situation is that they must work together, forcing many. We try to make the culture of our organization, as such, by which conflicts are considered to be functional and used constructively to reap positive results for the company. By which differences of opinion are recognized in an open forum and discussed with the benefits and disadvantages are for everyone. Ultimately the decision still lies with the director general however, gives everyone a chance to express their views and feel part of decision-making process. We are fortunate in our organization's present and have had no destructive or dysfunctional conflict (Alper, 2000).

This relationship may very well be important to you as perfectly insignificant your behavior in a conflict depends the importance you assign to your personal goals and your relationship with each other. In Based on these two dimensions, it is possible to identify five styles of conflict management.

1. Turtle (avoidance). Turtles withdraw in their shells to avoid conflicts. They give up their personal goals and relationships with others. They avoid all people and they do not agree with controversial issues. Turtle does not solve the conflict ...