by Tess Boardman

Created on: August 09, 2010

Conflict in the workplace cannot be avoided, but how you manage conflict in the workplace can be controlled. There are many types of conflicts that arise in a business environment, from positive conflicts to hostile encounters. Conflict can be valuable to building team relationships if addressed with proper methods.

 Understanding your conflict style is a key factor in how you will resolve the workplace conflicts. Each style has its own merits depending on the type of conflict that exists. The Thomas-Kilmann Conflict Mode Instrument (TKI) defines the various conflict management styles.

*Competitive – The competitive style focuses on winning. These individuals can be very assertive in their views; will have difficulty in compromising and giving ground to others.

*Collaborative- The collaborative style looks for win-win situations, is also very assertive, but strives for cooperation, as well.

*Compromising- The compromising style likes living in the middle. Somewhat assertive, but also somewhat cooperative, these individuals like find solutions that do not favor one side or the other.

*Accommodating- The accommodating style is non-assertive, but can be very cooperative. These individuals like solutions, and back down easily form their point of view.

*Avoiding- The avoiding style dislikes conflict and tries to ignore it with the hope that all things will work out in the end. Non-assertive and uncooperative, these individuals just prefer not to deal with conflict.

So which style is best for dealing with workplace conflict? It will depend on the individual situation. If time is of the essence and the problem is highly important, the competitive style would allow for quick, decisive action. Collaborative styles are highly beneficial, yet take time for negotiation and brainstorming. Compromising styles work well when both sides desire a win, the issue is not pressing, and can be a good method for finding temporary solutions until the matter can be fully addressed. Accommodating styles are great for problems that are not important to the success of the organization’s goals. These smaller issues do not need much debate and allow for one side to yield to the other. Avoiding styles are rarely appropriate. However, if you are approaching an issue without confidence in your skills, or have little power within the group, it can be appropriate. Avoiding can also be used to buy time until you are fully prepared to address the issue in another manner.

Conflict is a natural process in the workplace and if managed effectively, it can lead to team cohesiveness, brainstorming, and a better workplace culture. Managing conflict is key to not letting conflict manage you. Once you know the styles of yourself and your team members, you can direct conflict appropriately depending on the situation. A strong leader will adjust their style based on the importance of the problem, the team members involved, and the time constraints for a solution.

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