Assignment

ON
Submitted To :

Sir Asif Shb

Submitted By:

M.Asif Iqbal

Roll No:

Bsf 1703877

Class:

BBA(Hons) 8th

Section:

A (Morning)

University of Education Lahore Multan Campus

Conflict Management.

Conflict management is the practice of being able to identify and handle conflicts
sensibly, fairly, and efficiently.

Rachel and Simon have been running a restaurant business together for 15 years. Rachel
manages front-of-house operations and staffing, while Simon is a trained chef who looks after
the kitchen. Rachel is growing frustrated because Simon has decided to spend a large portion of
the profits on redecorating the restaurant, while Rachel wants to save most of the profits but
spend a little on advertising. Conflicts regarding money are very common. Let’s see the
numerous ways that Rachel and Simon could address this problem.
Question: 1.How you can resolve the above conflict by using each Conflict Management Style?
Question:2 According to your point of view which Conflict Management Style will be most
effective?

Solve…

Question: 1.How you can resolve the above conflict by using each Conflict Management Style?

1 Accommodating/Smoothing
We resolve any above conflict by using Accommodating/Smoothing Because there is an
element of self-sacrifice when accommodating to satisfy the other person. While it may seem
generous, it could take advantage of the weak and cause resentment. “You can use
accommodating when you really don’t care a lot about the outcome but do want to preserve or
build the relationship.

Accommodation is for situations where you don’t care as strongly about the issue as the
other person, if prolonging the conflict is not worth your time, or if you think you might be
wrong. This option is about keeping the peace, not putting in more effort than the issue is worth,
and knowing when to pick battles.

Advantages:

✔ Facing favoritism

✔ They may begin looking for another job or performing poorly.

Disadvantages:
 ✔ People can one-up others by showing how eminently reasonable

✔ They are. Further, if partners overuse obliging, their commitment to the relationship is

never tested, since one or the other always give in.

✔  Obliging can further one person's lack of power.

Example:

1 In a marketing meeting, the colors for the new spring campaign are being discussed.
Raymond is adamant that choice A is the best choice. Gina thinks that choice B is slightly better,
but decides to let Raymond choose the colors, to avoid arguing about two choices that she thinks
are both fine.

2 Avoiding/withdrawing:

This style aims to reduce conflict by ignoring it, removing the conflicted parties, or evading it in
some manner. Team members in conflict can be removed from the project they are in conflict
over, deadlines are pushed, or people are even reassigned to other departments. This can be an
effective conflict resolution style if there is a chance that a cool-down period would be helpful or
if you need more time to consider your stance on the conflict itself.

Advantages:

✔ The primary advantage of collaborating conflict management is that it makes all parties
involved in the dispute feel valued and understood.

✔ When you critically listen to the concerns people in conflict have with each other, you
diffuse the hostility by allowing free expression.

✔ Many conflicts are generated because the sides aren’t listening to each other, so they tend
to misunderstand the source of the other side’s reasons for not giving in.

✔ When everyone in a dispute expresses the totality of their concerns, it can foster

understanding, empathy and mutual respect.

Disadvantages:
✔ The main disadvantage of collaborating conflict management is that it takes a lot of time,
energy and effort to achieve a resolution.
 ✔ The reason is that because the desired outcome is a “win-win,” a mediator must sift
through multiple solutions before achieving compromise.
✔ This delay can affect workplace productivity, and may increase tension and resentment.

3 Compromising

This style seeks to find the middle ground by asking both parties to concede some aspects of
their desires so that a solution can be agreed upon. This style is sometimes known as lose-lose, in
that both parties will have to give up a few things in order to agree on the larger issue. This is
used when there is a time crunch, or when a solution simply needs to happen, rather than be
perfect. Compromise can lead to resentment, especially if overused as a conflict resolution tactic,
so use sparingly.

Advantages:

✔ The conflict is removed while at the same time the relationships are maintained.

Disadvantages:
May create a less than ideal outcome since both sides give up part of their goals. Also,
game-playing can occur

4. Competing/Forcing

This style rejects compromise and involves not giving in to others viewpoints or wants. One
party stands firm in what they think is the correct handling of a situation, and does not back
down until they get their way. This can be in situations where morals dictate that a specific
course of action is taken, when there is no time to try and find a different solution or when there
is an unpopular decision to be made. It can resolve disputes quickly, but there is a high chance of
morale and productivity being lessened.

Advantages:
 ✔ May provide a quick resolution to a conflict

✔ Increases self-esteem and draws respect when firm resistance or actions were a response
to an aggression or hostility

Disadvantages:
✔ May negatively affect your relationship with the opponent in the long run

✔ May cause the opponent to react in the same way, even if the opponent did not intend to
be forceful originally
✔ Can escalate conflict

5. Collaboration/Confronting
This style produces the best long-term results, at the same time it is often the most difficult and
time-consuming to reach. Each party’s needs and wants are considered, and a win-win solution is
found so that everyone leaves satisfied. This often involves all parties sitting down together,
talking through the conflict and negotiating a solution together.

This is used when it is vital to preserve the relationship between all parties or when the solution
itself will have a significant impact.

Advantages:

✔ Leads to solving the actual problem

✔ Leads to a win-win outcome

✔ Reinforces mutual trust and respect

✔ Builds a foundation for effective collaboration in the future

✔ Shared responsibility of the outcome

✔ You earn the reputation of a good negotiator

Disadvantages:
✔ Collaborating may not be practical when timing is crucial and a quick solution or fast
response is required
 ✔ Requires a commitment from all parties to look for a mutually acceptable solution

✔ The process takes lots of time and energy

✔ Some may take advantage of other people’s trust and openness

Question:2
According to your point of view which Conflict Management Style will be most effective?

Collaboration/confronting is the most effective conflict management style. those who

collaborate attempt to work with others to identify a solution that fully satisfies
everyone's concerns. A combination of being assertive and cooperative, those who collaborate
attempt to work with others to identify a solution that fully satisfies everyone’s concerns. In this
style, which is the opposite of avoiding, both sides can get what they want and negative feelings
are minimized .Collaborating works best when the long-term relationship and outcome are
important. To achieve this resolution, collaborating conflict management stresses the need for a
mediator to listen to the wants, needs, fears, and concerns of all sides. The approach must be
mild and non-confrontational because the goal is to make all parties feel comfortable expressing
their point of view.

Example

1 Planning for integrating two departments into one, where you want the best of both in the
newly formed department.

2 If two employees are arguing about who will do a specific task, and neither wants to give an
inch, finding a happy medium in which both parties feel satisfied is the only solution.