Organizational Behavior: Conflict Management Styles

This article discusses the different conflict management styles used by managers in organizations. It explains the characteristics of each style and provides real-life examples. The article also includes a personal account of conflict resolution using the compromising style.

Running head: ORGANIZATI0NAL BEHAVIOR
Organization Behavior
Name of the Student:
Name of the University:
Author’s Note:

2ORGANISATIONAL BEHAVIOUR
Answer1
Name of the Management Style Characteristic Features
Avoiding  This is basically the method that is used
by the managers in extremely tough
situations where there is the danger of
political unrest or other kinds of
danger(3).
 This method is also often used by the
organizations to make sure that the
employees are getting some time to
cool down.
 The Mangers choose to stay quiet,
pretend or simply shut down the matter.
Accommodating  This method is used by the managers
when they know that they have done
something wrong (1).
 This is used by the managers when they
know that the conflict has been caused
by them and can only be solved by any
other parties.
 This method is used only when the
managers want to make way for others

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by making self-compromises.
Competing  This conflict management strategy
might often be seen as uncooperative.
 This method is used by the managers
when they now that they are right and
they have to take some serious steps
(2).
 This competing style can often create
many misunderstanding among people.
Compromising  This is a method where both the parties
involved have to make some or the
other compromises in order to reach the
solution.
 The decision for making the
compromises usually takes place at the
final hour of the ongoing conflict (4).
 The solutions may not be permanent
but this method is useful in making the
relationship last longer.
Collaborating  This method involves a system of
discussion and cooperation.
 This method is successful only when

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there is trust among one another.
 There has to be openness among all the
parties involved.
Answer 2
1. I always like to go by the collaborating method of conflict management. This is because I
feel that if there is a conflict then there has to be a proper solution. So there is no
complaint among the parties regarding their involvement. There was a problem regarding
the time shift in the office. Some employees who lived near the office complained that
why will there be a late allowance for the ones who live far. The arrival time must be the
same for all. So, I arranged a meeting for all the employees. All of them talked among
one another and reached to this decision that the time of arrival must be extended 30
minutes for all. So, I saw that both the parties were happy after reaching this joint
decision.
2. I got promoted to the post of a manager last month. As I was new to this post there were
some problems that I was coming across. I saw that the employees were rejecting the
majority of the works that are being given to them. They complained that those were out
of their expertise and they were losing their confidence. I tried arranging for several
meetings and reaching a mutual decision but it failed. The employees were not really
confident enough in taking up the complicated tasks. So, it was really hard to make
convinced about these challenges.

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3. In order to solve the above-mentioned problem. I had to go out of my comfort zone. I
thought of using the compromising style. I asked the tenure employees and the fresher to
make some kind of sacrifices, In other words, both of them had to come out of their own
work and help each other. As a part of the management, I also had to make sure that the
employees are getting proper training to solve their problems. So, there has to be a level
of compromise made on the part of the individuals involved in both the parties. So, if
ever I have to go out of my preferred style, I will be using the compromising style of
conflict management.

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References
1) Rahim MA. Managing conflict in organizations. Routledge; 2017 Jul 12.
2) Helms WS, Oliver C. Radical settlements to conflict: Conflict management and its
implications for institutional change. Journal of Management & Organization. 2015
Jul;21(4):471-94.
3) Saeed T, Almas S, Anis-ul-Haq M, Niazi GS. Leadership styles: relationship with
conflict management styles. International Journal of Conflict Management. 2014 Jul
8;25(3):214-25.
4) Johansen ML, Cadmus E. Conflict management style, supportive work environments and
the experience of work stress in emergency nurses. Journal of nursing management. 2016
Mar;24(2):211-8.