Conflicts (whether they are negative or positive) will arise in organizations whenever interests collide -- and when these differences affect the relationship between interdependent people, they must be constructively managed (Hellriegel, Slocum and Woodman, p. 365). According to Hellriegel, Slocum and Woodman, some ways to manage conflict include: the forcing style, the accommodating style, the compromising style, and the collaborating style.
The forcing style refers to assertive and uncooperative behaviors and reflects a win-lose approach to interpersonal conflict (Hellriegel, Slocum and Woodman, p. 374). This forcing style relies on coercive power and dominance to resolve the conflict. In the forcing style, the person who is trying to resolve the conflict feels that one side must win and that one side must lose (Hellriegel, Slocum and Woodman, p. 374).
The accommodating style, according to Hellriegel, Slocum and Woodman, refers to cooperative and unassertive behaviors (p. 376). The accommodation style manifests itself as a long-term strategy to encourage cooperation by others, or as a submission to the wishes of others. The accommodator tries to reduce tensions and stresses by reassurance and support (Hellriegel, Slocum and Woodman, p. 376). This style shows concern about the emotional aspects of conflict, but does not deal with substantive issues -- this style simply results in covering up or glossing over the issue (Hellriegel, Slocum and Woodman p. 376).
According to Hellriegel, Slocum and Woodman, the compromising style refers to behaviors at an intermediate level of cooperation and assertiveness (p. 377). This style is based on give and take, which usually involves a series of concessio View More »