5 Conflict Management Models
5 Conflict Management Models: Pros and Cons For Each
In this article we will describe the advantages and disadvantages of different conflict management models. With this information, you can choose exactly the model that is best suited for your organization or the specific situation in your organization.
The most important facts
- The goal of conflict management is to find the solution that is least harmful to the company. This can mean that both parties do not get everything they want in a negotiation.
- There are several conflict management models, and there are situations in which one is more effective than the others.
- Managers must decide on a solution after gathering all possible information about the situation at hand.
What is conflict management?
Conflict management refers to how to resolve disputes in the workplace. The aim is to find a compromise between the conflicting parties that minimizes the negative consequences and maximizes the positive results.
What are the 5 conflict management styles?
Regardless of what measures are taken to avoid conflict, one is likely to encounter conflict when dealing with a large group of different personalities and beliefs. There are various methods of conflict management, each of which can be used in your organization. You can use each method individually depending on the situation, or you can develop a solid conflict resolution policy from one or two methods.
1.Conflict avoidance model
Because most people naturally want to avoid conflict, they tend to prefer the avoidance conflict management style. Avoidant people withdraw completely from the emerging conflict in the hope that it will resolve itself over time.
Advantages :
- Sometimes the argument loses itself.
- It is also good as a temporary measure to allow more time to think about a more appropriate response.
Disadvantages :
- Letting a problem simmer for too long can cause it to grow into something even more damaging.
- When a leader avoids conflict, he or she can also give the impression that he or she doesn’t care enough to solve the problem, which can hurt morale.
How best to apply the conflict avoidance model?
Use this style when adding your voice to a conflict doesn’t actually help resolve the conflict more quickly. However, encourage its use in moderation as it can harm an employee’s development prospects in an organization if used too much.
2.Responsive model
The accommodative model assumes that one party immediately responds to the other’s arguments, often putting aside its own issues to keep the peace. People who use this method are often more passive in the workplace and more concerned with pleasing others than asserting their own will.
Advantages :
- Compromising can lead to a deeper understanding of the other person’s points of view. It also prevents the conflict from escalating.
Disadvantages :
- A solution agreed to just to keep the peace could lead to one party resenting the other, which could lead to further problems.
What is the best way to apply the accommodation model?
The accommodation model should be used when you want to admit that you were wrong about something. It is also best suited when winning an argument will do more harm than good to a working relationship.
3.Competing model
In competitive conflict management, one party forgoes any compromise with the other party and sticks to its guns until it gets its way. This method of dispute resolution is inherently aggressive and has no regard for future employment relationships.
Advantages :
- Competing leaves no room for arguments and can therefore resolve conflicts more quickly than other resolution methods.
Disadvantages :
- Persistence towards a particular solution does not mean that it is the right one.
- Not allowing people to make their case can also lower morale and create a negative work environment.
What is the best way to apply a competitive model?
The competing conflict management style is best suited when a quick decision needs to be made about a particular course of action. It is also useful when leadership has to make an unpopular decision.
5.Compromise-oriented model
The compromise model is used when both parties in a dispute negotiate their terms and agree to certain points in order to get something of what they want in return. It is one of the healthiest methods of resolving disagreements within an organization.
Advantages :
- A compromise helps to quickly end the conflict while maintaining a functioning relationship. It helps ensure that everyone involved gets something they are happy with.
Disadvantages :
- Compromise does not necessarily mean finding a solution that everyone is happy with, but just finding the fairest solution possible. It’s also possible that an agreement doesn’t make much business sense.
How best to apply the compromise model?
The compromise model is most appropriate when trying to win would do more harm than good to labor relations. A compromise is usually reached after a debate has taken place about what both parties want as part of the solution.
5.Collaborative model
A collaborative conflict management style is similar to compromise, except that both parties understand each other’s viewpoints and then agree to form a partnership. Nothing is given up. Instead, participants put their goals together and make progress toward achieving them both.
Advantages :
- Collaboration usually leads to the most creative solutions to a shared problem.
Disadvantages :
- It also promotes strong relationships between employees as they work together to achieve their goals.
- It takes longer to resolve the conflict, and some people may not feel it is worth the time and effort.
How best to apply the collaboration model?
A collaborative approach to conflict resolution works best when the two disputing parties are on the same level of power. Additionally, trust is necessary for the agreement to work effectively.
5 steps to manage conflict in the workplace
Regardless of which conflict management style you use, there are several important steps to maintaining good employee relationships.
1.Listen to employees
Even when a conflict spirals out of control, it is important to remain calm and listen to both sides to get the full story. Not taking the time to listen to your employees in a tense situation could lead to decisions that don’t resolve the conflict, but only delay it. Emotions can run high during a conflict, so it may initially be difficult to get a coherent picture of the incident. But with a little patience and getting reports from multiple people, you’ll eventually get as much detail as possible.
2.Stay objective
Bias during a conflict can cause resentment among one of the parties involved. Any solution reached in such a scenario will be more fragile because the other side may feel that they were pressured into an agreement by their superior. As a result, the conflict can simmer beneath the surface and resurface at a more inconvenient time.
3.Research properly
It is important to gather as much information as possible before making a judgment about the conflict. Because personal narratives are often influenced by bias, resolve the initial disagreement and schedule face-to-face meetings with key stakeholders as soon as possible. Neutrality is also key in any investigation because any party may stop stating their point of view if they feel that you have already made a decision.
4.Find a solution
Based on the information you have gathered, try to find a solution that satisfies both parties or ensures that the problem does not reoccur. It’s not always possible to find a solution that everyone is happy with, so it’s best to find a solution that keeps your organization productive.
5.Review and evaluate
After you find a solution, you should follow up with both parties sometime later to make sure the issue is resolved. If not, re-examine the problem to find a more effective solution. Once the problem has been resolved, use your knowledge of the situation to plan how to avoid similar situations in the future.
Frequently asked questions about conflict management
What is conflict management?
Conflict management is the process of resolving a conflict between two parties with a solution that causes as little disruption to your organization as possible.
What are the causes of conflicts?
The most common factors that cause conflict in the workplace include:
- Misunderstandings. Given the amount of time employees and managers spend communicating, misunderstandings are inevitable. Conflict often occurs when two people are given the same instructions but do different things.
- Bad management. A workforce is made up of different temperaments, and it is management’s job to ensure that they do not clash. Distancing yourself from your employees increases the risk of conflicts occurring.
- A bad working environment. Work environments can be competitive, but when toxic competition is encouraged, it often leads to unproductive conflict.
- Unfairness. Conflict can arise when employees are not recognized for their work on a project and most of the credit goes to the project manager. This conflict usually begins as an internal struggle before eventually becoming apparent externally.
What are the 5 conflict management models?
The five conflict management models are as follows
- Avoid: You withdraw from a conflict and hope that it will resolve itself over time.
- Accommodate: You agree with the other party’s point of view to keep the peace and forego your own arguments.
- Competitive: You remain stubborn and advocate for your solutions above all others, refusing to consider alternative viewpoints.
- Compromise: You and the other party each give up some of what you want so that you can both get some of what you want.
- Collaborate. You and the other party stop arguing and work together to achieve both goals for the good of the company.
How can managers resolve conflicts in the workplace?
Managers can resolve conflicts by choosing the conflict management style that best suits the conflict at hand. From there you should:
- Listen to each party and remain calm to avoid hasty decisions.
- Remain objective while resolving the situation. This avoids biased decisions that can potentially escalate a problem.
- Investigate the conflict thoroughly and obtain all possible information to find the best possible solution.
- Find a solution that both parties are happy with. If that’s not possible, find a solution to ensure the problem can’t happen again.
- Review and evaluate the solution over time to ensure it is working as intended. Then develop plans to prevent the conflict from occurring again in the future.
Is collaboration the best conflict management style?
Collaboration is not the best method for every conflict, but it often produces the best results for an organization. When two parties to a conflict work together to achieve their respective goals, both parties can be more productive overall.
What impact can an unresolved conflict have on the work environment?
Unresolved conflicts can lead to a lack of trust and cooperation among employees. This creates a toxic work environment that depresses employee morale, reduces teamwork effectiveness, and potentially increases employee turnover.
Is conflict always bad?
Conflict is bad when it affects employee morale and productivity, but it can also be a positive force in the workplace. When managed carefully, disagreements can motivate your employees to learn new skills, develop new ideas, and find more creative solutions to complex problems.