Conflict Resolution Styles Scenarios
Conflict is inevitable. As long as there are unmet needs, incompatible objectives, perceptions, and disagreements, conflict is unavoidable (Robbins & Judge, 2016). We need to know how to manage them in order reach the best resolution.
Scenario 1
Appropriate Conflict Resolution Style
Compromise — Assertiveness: Medium, Cooperativeness: Medium
Reason
The concept of compromising is “I win some, you win some” (University of Texas System, 2021). When compromising, people are willing to forfeit some part of their needs and entice others to do the same
Tara is willing to forfeit her needs by offering Laura one day off and flex-time work to persuade Laura to reschedule her day off. This shows that Tara still cares about Laura’s needs and trying to accommodate her, however, she could not ignore the fact that the work demands will be high on the day of Laura’s day off request.
On the other hand, Laura needs to forfeit some parts of her needs too. She might have to reschedule her plan and sacrifice one day off this week. Even though Laura might feel disappointed with Tara’s decision, she needs to understand that sometimes she needs to sacrifice her time for a larger issue. In this case, both parties agree to give up some parts of their needs to achieve larger goals.
Anticipated Outcome
Laura might reschedule her one day off request another time and accept Tara’s offer in flex-time work and leave as soon as the job is accomplished on the D-Day. Diversely, Tara feels relief since she was assured that Laura will finish the job.
Scenario 2
Appropriate Conflict Resolution Style
Collaborate — Assertiveness: High, Cooperativeness: High
Reason
This is the “Win-win solution” conflict management style. Collaborating style generates a solution that could satisfy the needs of both parties (Novak, 2019). In this scenario, The team leader should find a good way so that these two talented teammates are willing to collaborate to achieve a bigger goal. The team leader should stay neutral. The leader should divide the works accordingly and make sure that the team communication and workload are well managed.
Anticipated Outcome
If the leader treats them fairly and assured them that they will be rewarded more if they collaborate, those two talented teammates might want to cooperate to achieve a bigger goal.
Scenario 3
Appropriate Conflict Resolution Style
Collaborate — Assertiveness: High, Cooperativeness: High
Reason
Even though the two subgroups have a different concept for a company picnic program, they expressed that they are willing to work together. They can combine the planned activities to satisfy both parties.
Anticipated Outcome
They can combine create the program plan so that on D-Day they can have a fun company picnic together.
Scenario 4
Appropriate Conflict Resolution Style
Avoidance — Assertiveness: Low, Cooperativeness: Low
Reason
“Avoidance” type people tend to ignore the conflict and withdraw from it. According to Novak (2019), this style is the best for managing a meaningless conflict or when one of the parties doesn’t sure about the issue yet so that they need time to think and withdraw from the conflict.
Regarding this case, Latisha should ignore what she saw in the cafeteria since this has nothing for her to care about. Although she might want to break up the fights between Mary and Alyssa, it is better for her to just stay away and avoid any conflict with them.
Anticipated Outcome
If Latisha doesn’t get involved with them and Alyssa can keep her calm during that time, there is a chance that Mary will calm herself.
Scenario 5
Appropriate Conflict Resolution Style
Accommodating — Assertiveness: Low, Cooperative: High
Reason
People whose dominant conflict style is accommodating, usually neglect their own needs to satisfy the needs of the other party (Transforming Leader, 2019). In this case, Mark as a supervisor should accommodate Mario’s needs since he is the most reliable employee in the group.
Anticipated Outcome
Although the line is short-staffed, Mark can find someone to replace Mario’s job during that day and let Mario take care of his children for one day. By doing this, he successfully earns Mario’s trust and respect.
Conclusion
Conflict resolution is one of the most must-have crucial skills for a leader. Each of the styles has its pro and cons. We need to analyze the type of conflict and determine which style is the best for each scenario. Collaborate and compromise are not always the best conflict resolution style, sometimes we need to avoid or even accommodate the other party’s needs to reach a bigger goal.
References
The five styles of conflict. (2019, May 18). Transforming Leader. https://transformingleader.org/five-styles-conflict/
Robbins, S. P., & Judge, T. A. (2016). Organizational behavior.
Understanding conflict-handling styles. (2021). The University of Texas System. https://www.utsystem.edu/offices/human-resources/current-employees/manager-resources/employee-relations/understanding-conflict-handling-styles
Novak, M. C. (2019). 5 most effective conflict management styles (+When to use each one). https://learn.g2.com/conflict-management-styles
Note:
This article is written based on University of The People Organizational Behavior (BUS 5113) written assignment by Fristy Tania in October 2021
