This style can be useful when there is an emergency and a decision needs to be make fast; when the decision is unpopular; or when defending against someone who is trying to exploit the situation selfishly.However it can often leave people feeling bruised, unsatisfied and resentful when overused.Such disagreements or conflicts can occur between individuals or between groups of people.Here are five strategies from conflict management theory for managing stressful situations. Which one is the best in a given situation will depend on a variety of factors, including an appraisal of the levels of conflict.Human relations managers in businesses often find themselves managing situations of inter-personal conflict.How can you manage disagreements in ways that build personal and collegial relationships rather than harming them?Predictably, his team was penalized and he was ejected.The penalty was very unfortunate as his team, the Giants, narrowly lost the game. Williams' poor choice of a conflict management strategy was a giant blunder.
As a leader ~ and most especially if you are a senior leader ~ you need to know which conflict style you tend toward most, and what the weaknesses of that style can be.
Thomas and Kilmann’s styles are: Competitive (Forcing): 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, expertise, or persuasive ability.
Don't abandon conflict; pursue it to resolution "4.
An African martyr's statement on commitment Mission trip fund raising10 ways to ruin mission trips Nazarene Missions International resource pages Tweet "1. Don't exaggerate conflict; solve it with the least possible publicity and public scrutiny "3.