Styles of Conflict Management

According to Kinicki and Kreitner (2009), we find five different conflict styles. Each style has strengths and weaknesses and is subject to situational constraints.

We can see these five styles playing out in talents as well. It is important to note that, although some talents gravitate naturally to some styles, we can all learn skills to enhance our conflict styles in different situations. Take specifically note at when certain styles are appropriate and inappropriate.

The five styles are:

Integrating (problem-solving): parties confront the issue and, working together, identify the problem, generate and weigh alternative solutions, and select a suitable solution. This style is appropriate for complex issues where there is a lot of misunderstanding. It is inappropriate for resolving conflicts that are rooted in opposing value systems. It's strength is in the lasting impact because it deals with underlying problems, not just the symptoms. It's primary weakness is that it is very time-consuming. Talents like Strategic, Intellection and Learner could find this style of conflict more natural. Which of the other talents would you place with this style?

Obliging (smoothing): the concern of others seems to be more important than the concern of the obliging person. The focus is on commonalities and not differences. This styles is appropriate when there is the possibility that the person will eventually get something in return. However, it is inappropriate when the problem becomes complex or worse. It's strength lies in the fact that it encourages cooperation, but it's weakness is that it is a temporary fix that fails to confront the underlying problems. Thus the problems don't go away. Talents like Harmony and Empathy could be more obliging than others. Which of the other talents would you place with this style?

Dominating (forcing): this person has a high concern for him/herself. They want to win, and the other party must loose. The other party's needs are ignored. It relies on formal authority to force compliance. This style is appropriate when an unpopular solution must be implemented, the issue is minor or a deadline is near. It is inappropriate in an open and participative climate. It's primary strength is speed and it's weakness is that it often breeds resentment. This style could fit talents like Command, Competition, Belief and Analytical. Which other talents would also have a natural tendency towards this conflict style?

Avoiding: this person either avoids the problem or suppresses their feelings about the issue. This tactic is appropriate for trivial issues or when the costs of confrontation is bigger than the benefits of resolving the conflict. It is inappropriate for difficult or worsening problems. The strength is this style is that it buys time in unfolding or changing situations. It's weakness is that it provides a temporary fix that sidesteps the underlying problem. Harmony, Relator, Includer, Responsibility and Individualization could find avoiding conflict easier than other talent themes.

Compromising: this approach has give-and-take elements. It is appropriate when both parties have opposite goals or possess equal power. It is however inappropriate when overuse of this style will lead to inconclusive action. It's primary strength is that everyone gets something. It is however a temporary fix that stifles creative problem-solving. Talents like Maximizer and Significance could be more compromising.

The key is to know when certain styles of conflict are most appropriate. Learn the skills to use these styles in the right situations. What types of skills can we learn to use conflict styles in the right situations?

- by Magriet Mouton

Source: Kinicki and Kreitner, 2009, Organizational Behaviour, McGraw-Hill Publishers