What's Your Conflict Style:

Conflict can some time help to generates new ideas and innovation as well. Conflict can help to have better understanding of working relationships. However, conflict needs to be effectively managed in order to contribute to the success of organizations.

Dependent on people's goals, relationships, needs and situations there is a various of conflict style that a person can be while is in a conflict situation.

Each person have a conflict style that they normally used when they are dealing with conflict.

According to the Thomas-Kilmann Conflict Mode Instrument, there are five major styles of conflict management—collaborating, competing, avoiding, accommodating, and compromising.

1. Accommodating

An accommodating style forsakes your own needs or desires in exchange for those of others. You would be putting the concerns of others before your own. This style usually takes place when you either simply give in or are persuaded to give in.

This style could be appropriate to use when you care less about the issue than the others, want to keep the peace, feel as though you are in the wrong, or feel like you have no choice but to agree to the other point-of-view.

2. Avoiding

An avoiding style completely evades the conflict. You would neither pursue your beliefs nor those of the others involved. Simply, you would continuously postpone or completely dodge the conflict whenever it comes up.

This style could be appropriate to use when the conflict seems trivial, you don't have the time or need more time to think, you feel as though you have no chance of winning, or you're afraid of being met with resentment.

3. Compromising

A compromising style attempts to find a solution that will at least partially please all parties. You would work to find a middle ground between all the needs, which would typically leave people unsatisfied or satisfied to a certain extent.

This style could be appropriate to use when it's more important to reach a solution than for the solution to be great, a deadline is rapidly approaching, you're at an impasse, or you need a temporary solution for the moment.

4. Collaborating

A collaborating style attempts to find a solution that will meet the needs of all parties. Rather than trying to find a middle ground solution, you would aim for a solution that actually satisfies everyone and ends up being a win-win situation.

This style could be appropriate when multiple perspectives need to be addressed, there is an important relationship present between the parties, the final solution is too important for anyone to be displeased, or the beliefs of multiple stakeholders must be represented.

5. Competing

A competing style takes a firm stance and refuses to see the perspectives of the other parties. You would keep pushing your viewpoint at others or keep rejecting their ideas until you get your way.

This style could be appropriate when you have to stand up for your rights or morals, need to make a quick decision and force others to get on board, need to end a long-term conflict, or have to prevent a terrible, opposing decision from being made.