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In any particular setting, conflict is frustrating and not comfortable at all. Most people have wishes of living in a universe of totally peaceful agreement and compliance. Conflict at places of work can be avoided like the plague, but in some ways, it can still catch up with an individual either a customer or a fellow colleague. At that particular point is when a person must make a choice on the way to approach the conflict. Learning management and methods to handle angry clients or colleagues is especially important to staff at the workplace. It’s not usual to have a particular style of conflict management that is generalized in all circumstances. People judge every conflict individually and make a choice of the best method to take care of it.<\/p>\n
Essentially there are five styles of conflict management, including; obliging or accommodating, which is a style that abandons the desires or needs in exchange for others. It is the same as putting the concerns of the other ahead of your own. This method usually occurs when an individual gives in or is convinced to give in (Ayub, 15).\u00a0According to my personal experience, there was a long queue in the store, and the front client was demanding a refund of a product that she bought some months back after a return policy. Due to the client’s stubborn nature, I opted to refund her. The other clients thought that I did a great customer service and no sale was lost.\u00a0<\/p>\n
Avoiding a conflict is a style that totally escapes the disagreement. Someone cannot pursue your beliefs nor those of the parties involved. Basically, someone would constantly delay or totally dodge the skirmish every time it occurs.\u00a0An example is when a customer claims that a product is broken when in reality, I know it is not; there is no need to argue with the client over the issue. To avoid all that, I will just take the client through the troubleshooting process, and it will work. That way, I will have avoided a lot of troubles at the workplace, and the client will realize that he was doing the wrong thing.\u00a0Compromising is another style that tries to get an answer that will at least partly satisfy all parties. For example, a customer walks in at your place of work when it’s closing time and orders a huge package that may take some time to deliver, say, pizza. The client is supposed to be upset, but because of that situation, I can urge him\/her to sympathize with us because we were about to clocking out and be a bit patient as we work on the order.\u00a0<\/p>\n
Integrating or collaborating is a style that tries to get an answer that may fulfill the requirement of every party. Instead of attempting to get to a middle ground resolution, one opts to target for an answer that actually contents everybody, and at the ends, it goes to be a win-win state (Upadhyay, 6).\u00a0A real-life example is of HubSpot Ideas forum; it’s a site that functions as an open platform where customers can propose fresh ideas for Hub Spot items. After that, the developers will pick the best ideas for its development, ultimately ending up be a win-win situation for all.\u00a0Dominating, it\u2019s a style that takes a stable stance and doesn’t agree to witness the other parties’ perspectives. For instance, a frustrated client comes into the workplace and starts to insult other clients for no reason. The client even tries to harm others in this type of conflict; the best action to take is to compete with the client and take him out of premises to avoid damages.<\/p>\n
Woks Cited<\/p>\n
Ayub, Nailah, et al. “Personality traits and conflict management styles in predicting job performance and conflict.”\u00a0International Journal of Conflict Management\u00a0(2017). <\/p>\n
Upadhyay, Divya. “Consideration of Future Consequences and Decision-Making Patterns as Determinants of Conflict Management Styles.”\u00a0IIMB Management Review\u00a0(2021).<\/p>\n","protected":false},"excerpt":{"rendered":"
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