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Managing Conflicts (The Five Approaches (Avoiding (Low on assertiveness…
Managing Conflicts
The Five Approaches
Avoiding
Low on assertiveness and high on cooperativeness, this approach is centered on a manager withdrawing from the conflict so it cannot be discussed
Accommodating
Also low on assertiveness and high on cooperativeness, this approach is similar to avoiding only it occurs when one party realizes the issue at hand is more important to the other party
Competing
High on assertiveness and low in cooperativeness, this approach is based in one parties interests and that party will compete to win
Compromising
Lies in the middle of both dimensions and is based in the idea that the two parties will have to give and take in order to resolve a conflict
Collaborating
High on both dimensions, this approach is based in two parties working together to resolve whatever conflicts they are facing
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What to do
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"Parties can either explore the conflict and try to identify and implement mutually beneficial solutions, or they can escalate the conflict, either directly or by overtly ignoring the conflict and thereby blocking its resolution"
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Conflict Stimulation
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Three Techniques
Consensus Building
The least structured of the three techniques, consensus building aims to ensure everyone is in total agreement on the ultimate course of action
Devils Advocacy
One party is divided into two smaller groups, one group comes up with a plan and the other critiques the first groups recommendations
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Dialectal Inquiry
Similar to devils advocacy, this technique also creates two groups only they both come up with solutions and then come together to combine the ideas.