MBA 550 - Conflict Management Styles: Analysis and Discussion

This discussion board post analyzes five conflict management styles: competitive, accommodative, sharing (compromising), collaborative, and avoidant. The assignment applies these styles to the leadership of Steve Jobs. The student examines how Jobs might have utilized each style in managing conflicts within an organization. The post defines each style, providing examples of how they can be applied. It also references relevant academic sources to support the analysis. The assignment adheres to the MBA 550 module requirements, including an initial post and two response posts. The discussion emphasizes the importance of understanding and effectively applying these styles to achieve organizational goals and resolve disputes rationally. The assignment highlights the significance of adapting conflict management strategies to specific situations and leadership approaches.

Running Head: Conflict Management System
Conflict Management Style
Name of the Student:
Name of the University:
Author’s Note

1CONFLICT MANAGEMENT SYSTEM
Styles of conflict management are the process of recognizing and dealing with the dispute
in an effective, rational and balanced way. The management implements a business strategy that
is within the boundaries of the environment and involves the power to resolve the conflict and
the ability of good negotiating skill to restore the focus on the company. The five major style of
conflict management are competitive, accommodative, sharing, collaborative, and avoidant
(Spaho, 2013). With the help of the chosen leader that is Steve Jobs the following styles on
managing the conflict will be discussed.
Competitive- in the prospect of competitive nature of the managing conflict, Steve Jobs have
taken a stance and refused to see perspective from the other parties. This style is appropriate
when the employee of the company stands up for their right in the organization and takes quick
decision (Rahim, 2017). The conflict is resolved by the leader and prevents the opposing
comments made by the other employees.
Accommodative- this style of managing conflict forsakes the needs and desires in replace for
others. It will be the duty of Steve Jobs to put the concern of others first and for himself. This
style usually occurs when the leader gives the facility of persuasion. Steve Jobs has maintained
this style by inculcating the habit of maintaining peace and maintain an environment for the
employee that they do not hold their choice but to agree with the choice of the leader.
Sharing- in other words this style can also be known as compromising. This style attempts to
search for a solution that will be considered at least to please the parties. The leader holds the
responsibility between the needs that would practically leave the employees in an unsatisfied or
satisfied context (Saeed et al., 2014). It is important to adopt this strategy when it is important to
reach a solution.

2CONFLICT MANAGEMENT SYSTEM
Collaborative- the aim of this conflict management is appropriate to aim for a solution that
satisfies each working committee for a win-win solution. There is an important relationship that
needs to be maintained and the benefit is a result of multiple stakeholders. The working in a
collaborative form is facilitated in a joint venture or partnership basis. Where it covers an
optimum range of informal networks and alliances through joint venture.
Avoidant- the concept of avoiding is based on completely evading the conflict. It should be the
responsibility of the leader to pursue and make the employee belief that they are involved. In
circumstance the employee would continuously delay or completely dodge into the matter of
conflict whenever it arises (Heracleous, 2013). This particular would be appropriate for Steve
Jobs to implement the strategy for his functionality of management. This style of conflict
management can be implemented when the issue seems to be trivial and is lacking of time to
think. In this scenario, more of time is required to think and implement the strategy and resolve
the conflict. The matter should not end in a situation of resentment.

3CONFLICT MANAGEMENT SYSTEM
Reference
Heracleous, L. (2013). Quantum strategy at apple inc. Organizational Dynamics, 42(2), 92-99.
Rahim, M. A. (2017). Managing conflict in organizations. Routledge.
Saeed, T., Almas, S., Anis-ul-Haq, M., & Niazi, G. S. K. (2014). Leadership styles: relationship
with conflict management styles. International Journal of Conflict Management, 25(3),
214-225.
Spaho, K. (2013). Organizational communication and conflict management. Management-
Journal of Contemporary Management Issues, 18(1), 103-118.