Section 3 conflict resolution styles (strategies)

Diana Yusupova

Conflicts can arise at any time. How one can eliminate a conflict depends on both a conflict style and conflict resolution skills. There are many different ways to respond to conflict situations; some conflict styles involve a considerate or cooperative approach while others involve either a competitive or passive approach. Thus, understanding the various styles of conflicts is crucial in conflict resolution.

Whenever a conflict arises, one should focus on the following areas and get productive answers to be able to decide on the conflict resolution strategy (style):

* What is the root cause of the conflict?

* What were the gaps which gave rise to a conflict?

* How can the conflict affect the person’s life?

* Does one have time, or should the conflict be eliminated immediately?

Once the above questions are analysed, it will be easy to decide and choose the appropriate conflict resolution style among the five most famous and universally applied styles mentioned below.

Therefore, the main conflict resolution styles are:

1. Competitive (also known as the “I win, You lose” strategy). People who tend towards a competitive style take a firm stand, and know what they want. They usually operate from a position of power, drawn from things like position, rank or persuasive ability. This style can be useful when there is an emergency and a decision should be made fast. However it can leave people feeling unsatisfied and indignant. Most of all this conflict resolution strategy is used when there is the time pressure, and decisions should be made as quickly as possible.

2. Collaborative. People tending towards a collaborative style try to meet the needs of all people involved. These people can be highly assertive but, unlike people belonging to a competitive style, they cooperate effectively and acknowledge that everybody is important. This style is useful when you have to bring together a variety of opinions to get the best solution; when there have been previous conflicts in the group; or when the situation is too important for a simple trade-off. This style can also be called the "win-win strategy". When this style is applied, one needs to have a lot of time and patience, as the entire process is very time-consuming, but totally worth it!

3. Compromising. Compromise is a situation where, “I sacrifice a little, and so do you!” People who prefer a compromising style try to find a solution that will at least partially satisfy everybody. Everybody is expected to give up something, and the compromiser himself or herself also expects to renounce something. Choosing this strategy is best suited when the issue is less important. So, compromise is useful when the cost of a conflict is higher than the cost of losing ground; when equal opponents are at a halt and when there is a deadline.

4. Accommodating. This style comes when you don't mind losing. This strategy accounts for maximum cooperation and minimum assertiveness. It indicates a willingness to meet the needs of others at the expense of the person's own needs. This is the reason why this strategy is also known as the “I lose, You win” strategy. The accommodator often knows when to concede to others, but can be persuaded to surrender a position. This person is not assertive but is highly cooperative. Accommodation is appropriate when the issues matter more to the other side or when peace is more valuable than winning. However this style is not considered to be highly effective, being unable to provide a benefit.

5. Avoiding. The last, and should be used the least, is the strategy of avoidance, also known as the “No Winners, No Losers” strategy! People tending towards this style aspire to evade the conflict entirely. This style is characterized by the acceptance of controversial decisions and not wanting to hurt anyone's feelings. It can be appropriate when victory is impossible, when the controversy is inconsiderable, or when someone else is in a better position to solve the problem.

8

However in many situations this is a weak and ineffective approach to take. Nevertheless, the thing to be kept in mind while applying this strategy is to make sure that the issue doesn't create a larger conflict later on, which tends to become unmanageable in the future.

Once one understands the different styles, he/she can use them to think about the most appropriate approach (or mixture of approaches) for the certain situation. One can also think about his/her own instinctive approach.

Ideally, one should choose an approach that meets the situation, resolves the problem, respects people's interests, and enhances relationships.

References: