Page 20 - Voices March 2017

5 Methods to Handle Conflicts
by James (Jim) Dent, LSSBB, DTMx2
The following article was first published on March 1, 2017 on LinkedIn.
It is reprinted wth persmission of the author.
Conflicts can occur
anytime. They can
be simple disagree-
ments or differences of
opinion, or escalate to
very serious arguments
and disagreements similar to road rage.
Individuals vary in the way they handle
conflicts.
There are five common methodologies for
handling conflicts. These methodologies can
be displayed graphically to show the varying
degree of cooperation and assertiveness each
style encompasses.
The five methodologies are avoidance,
accommodation, compromise, competition
and collaboration. Each methodology includes
a different level of cooperation and assertiveness
(or competitiveness) as illustrated in the chart
below.
1, AVOIDANCE
The avoidance methodology is an uncoopera-
tive and unassertive style. People exhibit this style
seek to avoid resolving any conflict altogether by
denying a conflict exists. These people are prone
to postponing any decisions in which they should
get involved in resolving a conflict.
While conflict avoidance may not be a signifi-
cant problem if the issue at hand is trivial.
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It becomes a problem when individuals avoid
confronting important issues because of a dislike
for conflict or a perceived inability to handle the
other party’s reactions.
Example: A Leader or Manager might be aware
of a conflict between two of his/her people, and
will avoid the conflict by telling the two people
to work it out themselves—avoiding having to
get involved.
Conflict avoidance can become habitual to
some people because of their personality or
because they feel incompetent with their ability
to handle it.
2. ACCOMMODATION
The accommodating methodology is
cooperative and unassertive. People exhibit this
style give in to what the other side wants, even if
it means giving up one’s personal goals.
Accommodation may be an effective strategy
if the issue at hand is more important to others
as compared to the person’s personal goals.
If a person habitually uses this style, that
person may begin to see that personal interests
and well being are neglected.
Example: Bob has a conflict with a situation
and willing to give up his personal goals, or
family/work balance. Bob is giving in because he
is afraid of speaking up for himself and believes
that trying to work towards a compromise could
VOLUME 3 ISSUE 9 MARCH, 2017