There is one survey in our text called “Conflict Resolution Styles Survey”. This survey helps you to know your preferred style to solve a conflicts like Avoidance, Accommodation, Confrontation, Compromise, Collaboration. After attending survey i found that my preferred style to resolve conflict is collaboration. Here are results of survey avoidance 9, accommodation 10, confrontation 10, compromise 11, collaboration 15. I believe that by collaboration we can bring different prospective of people on one problem. Advantage of this style is it brings mutual understanding in team. Sometimes conflicts are generated because you don’t listen to others in team by accepting this style you are already avoiding that. ‘The Law of Win/Win says, ‘Let’s not do it your way or my way; let’s do it the best way.” (Greg AndersonIt, baseball player) sometimes take too much time to solve conflicts but it is also effective. According to results i am sure that i don’t prefer avoidance style to solve conflict because avoiding conflicts are always harmful to organization. If we avoid conflict it will create lack of trust in team. Team members can be demotivated. I you ignore problems of any members they will hesitate to bring their problem to you.
As I said i like collaborative way to conflicts, i have to be flexible. If team member come to me with idea or solution that is completely irrelevant so at that time i should avoid it and explain them that it is not useful. “There are three ways of dealing with difference: domination, compromise, and integration. By domination only one side gets what it wants; by compromise neither side gets what it wants; by integration we find a way by which both sides may get what they wish”(Mary Parker Follett). Sometimes you accepts others view or solutions rather than using yours.
People with confrontational style find themselves whole world is against them. They feels like if they proved wrong they will we viewed as week they feel insulted. One way to deal with this type of people is you first listen to them understand what they are trying to say then react after that you try to lower intensity of them. Leader should make them realize important of team’s opinion rather then important of personals view. You have to deal with caution other wise they will trigger a fight response. “People will forget what you said, they will forget what you did, but they will never forget how you made them feel” (Maya Angelou). So you should make them feel batter.
Disagreement can me beneficial sometime it may introduce new ideas or solution. If i ever had chance to be leader and i encounter disagreement i will first try to understand others person’s view . I will ask for team members if they agrees with me or not, if not i will modify my points until every one agrees. I have to listen to them before i speak. For example a new employee is not likely to speak up about something he or she disagree. I have to built trust and encourage them to speak what they think. I will look what type of disagreement is there like it is due to opinion, because of miss interpretation or because of past experience. Disagreement can be neutralized by friendly discussion, by agreeing to disagree or by avoiding disagreement.
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