February 2, 2012
There are five main conflict management styles; of these five styles, individuals generally utilize one style in particular. Competing and controlling describes a person who is assertive and uncooperative; this individual is described as being power-oriented and pursues his or her own wishes, no matter the other party’s expense. Accommodating is a conflict management style that describes individuals who are unassertive and cooperative—the opposite of competing. An accommodating individual will put the needs of others before himself or herself. These individuals are typically generous and selfless, they also may be described, at times, as spineless due to the tendency of yielding to another’s point of view even when he or she prefers not to. Avoiding, a conflict management style, pronounces individuals as being unassertive and uncooperative, these individuals do not immediately pursue his or her own concerns or those of the other person; avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time, or simply withdrawing from a threatening situation—according to The Leadership Center at Washington State University. ("Conflict Management Style", n.d.). Collaborating is, in my opinion, the most progressive style of conflict management; this style is both assertive and cooperative which forces the involved parties to attempt to work with the opposition in order to find a solution that will fully satisfy eachs’ concerns. This style requires more time and a more creative thinking process. The Leadership Center at Washington State University says that “collaborating between two persons might take the form of exploring a disagreement to learn from each other’s insights, concluding to resolve some condition which would otherwise have them competing for resources, or confronting and trying to find a creative solution...