Conflict Management Style Research 2022

Running head: CONFLICT MANAGEMNET
Conflict Management style
Name of the Student:
Name of the University:
Author Note:

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CONFLICT MANAGEMNET
Organisational conflicts are an inevitable part of any business activity. No matter how
well-trained the employees are, or how much effort the management puts in devising smooth
internal communication there are still instances where a conflict is bound to arise. However
the main issues are how the employees can maintain certain decency even during the conflict
which does not make the work environment toxic or negative.
Personally undergoing the continuing professional development (CPD) course on
conflict management, it has helped me understand the certain core reasons behind why
conflicts arise at first place how it get intensified and finally what are the basic easy steps one
needs to follow to stay positive and productive at work minimising conflicts all around. The
main focus of resolving any conflict lies in understanding the perspective of each of the
individual present in the scenario. As according to Belbin’s Theory of team role model, every
individual working in a team have a special characteristics of his own which indeed defines
the way he intends to communicate with other team members and progress of the team as a
whole (Meslec and Curşeu, 2015). This very style of conflict management which has
established on a thorough research of nine long years which was particularly build on team
building and team effectiveness with a multi-method technique combining personality,
critical thinking inventories, and observational methods suggested the nine different team role
or the characters different team member possess in themselves which are, : Plant (PL),
Resource Investigator (RI), Co-ordinator (CO), Shaper (SH), Monitor, Evaluator (ME),
Teamworker (TW), Implementer (IMP), Completer-Finisher (CF) and Specialist (SP)
(Okulewicz, 2016.). The main concept of this conflict resolution model is to ascertain one
key fact that every individual is different from one another. For instance the Team Worker
(TW) is extrovert and loyal towards his team members, possesses qualities of being co-
operative and mild but might turn indecisive in crunch situation while on the other hand
Plant(PL) are more dominant yet creative but might appear too occupied to communicate

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CONFLICT MANAGEMNET
effectively with the team. Hence his primary concern was to establish the notion that each
individual is different in the perspective and approach hence forming a team and working
together effectively requires this analysis.
There were also significant lectures on how one’s thinking can help prevent in
creating complex situation within an organisation. During the CPD one significant learning
that I underwent was how exactly to use De Bono’s Six Thinking Hat concept for resolving
organisational conflicts which I would be reflecting upon as the answer the questions below.
1) During my CPD we were often engaged in skits and small plays where we had to
utilise our learning on the varied conflict management styles to gradually identify
which is our personal style of conflict resolution. Hence in such a scenario I
realised that my personal style of conflict resolution stands to be an
accommodating one (Saeed, et al. 2014). Accommodating style of conflict
resolution comes with its own perks which according to Belbin’s theory of
conflict resolution comes under the Obliging style of conflict resolution which
depicts a low concern for self and how concern for the other party involved in a
conflict (Chan, Sit and Lau, 2014) this style again comes with its own advantages
and disadvantages and hence needs special consideration while been implemented.
2) The core strength of my personals style of conflict resolution is that it does not
leave a room for further disagreement but surrendering to the needs of others
without any rational reasoning is obviously wrong. It does not merely resolve a
conflict but often leads to personal dissatisfaction in the individuals who chose to
lose to the others involved in the conflict. It demeans ones morals (Zhang, Chen
and Sun, 2015.) and is obviously not a good choice to make which I gradually
realised in my CPD on conflict resolution. It is a lose-win solution which does not