Accommodating conflict wales dating and marriage custom
Her manager was not intimately familiar with the nuances of database administration, and thus would often make requests that she felt were unreasonable.
But instead of informing the manager that certain tasks would require greater time, she took the approach of working long hours. The DBA became increasingly frustrated, then downright angry.
The following tip describes the accomodation conflict-resolution mode.
Return to the main page for information on the other four modes and how to work with them to help keep your job. Few people would argue that helping others is not a worthy cause.
Understanding the tactics and strategies of others who use competitive styles can assist conflict managers in defusing the negative consequences of competition and working toward a mutual gains approach.
Competitive tactics include: - Lying - Concealing one's own goals - Concealing one's own interests - Attacking or criticizing the other person verbally - Becoming positional, and then incrementally compromising toward a middle ground - Elevating one's own arguments - Denigrating or rejecting the other's arguments - Threatening and bluffing - Denying responsibility - Pretending to be or actually being hostile "Whatever you want is fine with me." When one party in a conflict genuinely does not care about the outcome of the conflict, accommodation may be the right choice for that situation.
The accommodating style is one of the most passive conflict resolution methods.
However, if accommodation is the only style a person utilizes, he or she is advised to learn more skills. The classic compromise in negotiating is to "split the difference" between two positions.
While there is no victor from compromise, each person also fails to achieve her or his original goal.
There is no right or wrong style of conflict resolution. Learn how to use all five and you’ll be much more effective.
As a manager, learn to suggest different approaches based on these five styles when striving to defuse conflict.
Support for a two-dimensional model of conflict behavior.