Managing Conflict

dominating

(forcing) High concern for self and low concern for others encourages "I win, you lose" tactics. The other party's needs are largely ignored. This style is often called forcing because it relies on formal authority to force compliance. this is appropriate when an unpopular solution must be implemented, the issue is minor, a deadline is near, or a crisis looms. It can be awkward in an open and participative climate.

integrating

(problem solving) interested parties confront the issue and cooperatively identify the problem, generate and weigh alternative solutions, and select a solution. This method is appropriate for complex issues plagued by misunderstanding. Inappropriate for resolving conflicts rooted in opposing value systems

obliging

(smoothing) person neglects his or her own concern to satisfy the concern of the other party.This style, often called smoothing, involves playing down differences while emphasizing commonalities. May be an appropriate conflict-handling strategy when it is possible to eventually get something in return. Inappropriate for complex or worsening problems

five conflict handling styles:

- Integrating - Obliging - Dominating - Avoiding - Compromising

compromising

This is a give-and-take approach involving moderate concern for both self and others. This is appropriate when parties have opposite goals or possess equal power. But compromise is inappropriate when overuse would lead to inconclusive action.

avoiding

This tactic may involve either passive withdrawal from the problem or active suppression of the issue. Avoidance is appropriate for trivial issues or when the costs of confrontation outweigh the benefits of resolving the conflict. It is inappropriate for difficult and worsening problems.

dialectic method

calls for managers to foster a structured debate of opposing viewpoints prior to making a decision.

devil's advocacy

method of stimulating functional conflict involves assigning one person the role of critic