Conflict Resolution Management
Conflict Resolution Management
Conflict Resolution Management
Style Survey
| Situation | Response A | Response B | Response C | Response D | Response E | Total |
| 1 | 1 | 5 | 3 | 0 | 1 | 10 |
| 2 | 4 | 2 | 1 | 3 | 0 | 10 |
| 3 | 1 | 1 | 2 | 1 | 5 | 10 |
| 4 | 2 | 2 | 1 | 1 | 4 | 10 |
| 5 | 3 | 3 | 2 | 1 | 1 | 10 |
| 6 | 1 | 4 | 2 | 1 | 2 | 10 |
| 7 | 3 | 1 | 2 | 1 | 3 | 10 |
| 8 | 2 | 2 | 1 | 3 | 2 | 10 |
| 9 | 4 | 1 | 4 | 0 | 1 | 10 |
| 10 | 5 | 0 | 2 | 1 | 2 | 10 |
| 11 | 1 | 1 | 1 | 4 | 3 | 10 |
| 12 | 2 | 5 | 2 | 1 | 0 | 10 |
| TOTAL | 29 | 27 | 23 | 17 | 21 | 120 |
| Style | Score |
| Collaborator | 23 |
| Compromiser | 27 |
| Accommodator | 17 |
| Controller | 29 |
| Avoider | 21 |
Primary style: Controlling
Least Preferred style: Accommodating
The controlling conflict management approach is most appropriate in situations where it is necessary to influence the decision making policies of an organization. This would mostly occur in situations where an organization faces fundamental challenges and the entire systems are in critical condition. However, this conflict management framework is ineffective in situations that require dialogue. In such a situation, the controlling conflict management framework would be dysfunctional. This is because a controller rarely gives way for the opinions and perspectives of other people. In contrast, the accommodator style of conflict management can come in handy when the conflict involves two warring parties.
Increasing the Use of the Accommodator
In order to increase the use of the accommodator style, there are various perspectives that I would use. Firstly, it is fundamentally essential to interact with people who use this kind of style in conflict management. Through such interactions, it is possible to acquire sufficient knowledge about the various situations that are suited for this style (Woodhouse, 2011). Another step that would help in acquiring this style is to learn to work closely with other people. Through this approach, I would acquire adequate skills pertaining to the use of the accommodator style. These tactics are also fundamental in avoiding the controller style in situations where they are more or less dysfunctional.
Improving Behavior at the Workplace
The enhancement of personal skills in conflict management should have positive implications at the workplace. At the workplace, most conflict management issues pertain to the human resource systems. For instance, some employees might not be content with the allocation of tasks. In order to resolve such a conflict, it is extremely crucial to enlighten the employees about the importance of sharing tasks in an organization (Coleman, 2011). This is an accommodative approach towards conflict resolution. It helps in bringing the conflicting factions to the discussion table. At the workplace, conflicts might also arise with regard to decision making (Jeong, 2011). In such situations, the accommodating style of conflict management would come in handy. This style incorporates the concerns of all parties and it is hence essential in reaching a compromise.
Implications of Improvements
Through the improvement of behavior, there are various implications for the workplace. Firstly, the improvements would be helpful in enhancing collaborative approaches between employees. This is where employees address an issue as a team rather than individually (Eunson, 2011). These improvements would also be helpful in minimizing the frequency of occurrence of conflicts at the workplace. This is because most employees would reason rationally rather than pursue selfish ambitions.
References
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