The five conflict-handling modes discussed on page 290 are based on a person’s strategic intentions along two axes: (Source: K.W.Thomas, "Toward Multi-Dimensional Values in Teaching: The example of Conflict Behaviors (1977)"
a. Assertiveness-desire to satisfy one’s own concerns.
b. Cooperativeness-desire to satisfy the concerns of the other party.
Below are some of the appropriate situations for the Five Strategic Intentions presented by K.W.Thomas
1. Competition
- When quick, decisive action is vital
- Against people who take advantage of noncompetitive behavior
2. Avoidance
- When an issue is trivial, or more important issues are pressing
- When others can resolve conflict more effectively
- When potential disruption outweighs the benefits of resolution
3. Accommodation
- When you find you are wrong-- to allow a better position to be heard, to learn, and to show your reasonableness
- To minimize loss when you are outmatched and losing
- When harmony and stability are especially important
4. Compromise
- When goals are important, but not worth the effort or potential disruption of more assertive modes.
- To achieve temporary settlements to complex issues
- As a backup when collaboration or competition is unsuccessful
5. Collaboration
- When your objective is to learn
- To merge insights from people with different perspectives
- To work through feelings that have interfered with a relationship.
1 comment:
The notion of conflict styles can be useful when trying to evaluate the appropriateness of a response to conflict and when trying to train communicators in more effective conflict approaches. One problem, however, is they don't take into account what the other person is doing. That is, styles are grounded in the individual, whereas conflict is always in the relationship. How have you observed these conflict styles in action in an organizational setting?
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