Module 9 : Five Methods Chart Worksheet

Angelia Phillips – 301315876

Mayuri Sivanesan – 300801641

Rhea Verghese - 301304653

Centennial College

HRPD 702 – Contemporary Organizational Behaviour

Professor: Victor Iykekpolor

Date: 18th March 2023

Provide your response(s) to:

1. What are the characteristics, pros, and cons, when best to use - each of the five methods
of dealing with conflict.

Dealing with Conflict Characteristics Pros Cons When best to use

Problem Collaboration: Working Downside of a Problem solving
Solving/Collaborating communication, collaborating, collaborating style used when you
shared goals, instead is that it takes need to find the
diverse individually. intense focus and root cause of a
perspective, trust When can be time- problem and
and flexibility collaborating, co- consuming and develop an
Problem solving: workers work draining situation
Creativity, toward finding an (Meredith, 2022). Collaboration can
Atttention to solution that both be used when you
details, Persistence parties need and work with others
(Meredith, 2022). that satisfies their to achieve a share
concerns goal (Meredith,
(Meredith, 2022). 2022).
Competing/Forcing Goal is to win or Keep focus on the When using the In an emergency
achieve one’s own goal and outcome competing style, May, 2021c).
objective (May, Decisions may be an person is both
2021c). made quickly assertive and
(May, 2021c) uncooperative
(Meredith, 2022).

Avoiding Avoiding a conflict Avoidance can be When a teammate This style of

involves the an appropriate employs an conflict resolution
complete response when avoidance style, could be beneficial
avoidance of any more time is this can give the in situations where
direct engagement needed to consider impression that the disagreement
with the conflict. the conflict and to they are not taking
appears to be
This can be done plan out the most the underlying minor, you are
by changing the effective way of causes of conflictshort on time,
subject, postponing addressing it seriously (Lazier,need more time to
the conversation, (Lazier, 2017). 2017). contemplate the
or simply not situation, feel that
engaging with it. Giving everyone a Hinders teamwork, the argument is
This is often seen chance to take a creativity, or unwinnable, or
as an unproductive step back and innovation (May, you are fearful of
way of dealing reassess the 2021a) being met with
with conflicts, as it situation can help hostility
does not actually to create a more (Amaresan, 2022).
address the level-headed and
underlying issues. rational
 Instead, it serves to atmosphere (May,
temporarily put off 2021a).
dealing with the
problem
(Amaresan, 2022).
Yielding Accomodating, Reduced Effort Ineffective if Yielding shoud be
Positioning the and easy handling. weightage is given resorted to when
interest of another A repute to one’s own oneself is at the
over one’s own showcasing that approach and wrong. Its
interst one is easygoing therefore there is a effective when the
Satisfying the need and need to make a issue in hand is
of the other by understandable to choice on the right beneficial to other
abstinence of one’s people and issues. than yourself.
requirement emloyees (Ways, It’s a weak When an
(Ways, 2013) 2013). approach/method individual is
if too much looking to gain
yielding is done allies (Ways,
(Ways, 2013). 2013).
Compromising A compromising Compromising is Compromising can This approach
style seeks to find often seen as a limit the number may be suitable
a solution that good thing because of possible when quick
meets the needs it shows mutual creative solutions resolution is of
and interests of all concern for the because it restricts primary
parties to some needs and wants of the ability to think importance, there
degree. This often all parties outside the box is a pressing
involves finding a involved. It is a and come up with timeline, a
middle ground that common approach innovative ideas. deadline has been
may not satisfy all to resolving issues, By focusing on reached, or a
parties completely, which can help achieving a fair short-term
but at least reach a resolution and equitable solution is
partially satisfies more quickly than outcome, necessary
their needs other strategies individuals may be (Amaresan, 2022).
(Amaresan, 2022). (Lazier, 2017). limiting their
potential to
Leads to generate more
resolutions that are creative solutions
deemed (Lazier, 2017).
satisfactory,
enabling attention The emphasis on
to be shifted back fairness and
to more pressing equality can lead
or important to short-term
matters (May, solutions that do
2021b). not optimize the
desired outcome in
the long run (May,
2021b).
 References

Amaresan, S. (2022). Expert Tips for Conflict Management for Every Personality Type. Hubspot.com;

HubSpot. https://blog.hubspot.com/service/conflict-management-

styles#:~:text=An%20avoiding%20style%20completely%20evades,of%20the%20other%20people%20i

nvolved

Lazier, M. (2017). Design and Conflict: Do You Know Your Conflict Style? Digital.gov.

https://digital.gov/2017/09/18/design-conflict-do-you-know-your-conflict-style/

May, E. (2021a). A Quick Guide to the Avoiding Conflict Style. Niagarainstitute.com; Niagara Institute.

https://www.niagarainstitute.com/blog/avoiding-conflict-style/

May, E. (2021b). Compromising Conflict Style: A Brief Overview. Niagarainstitute.com; Niagara Institute.

https://www.niagarainstitute.com/blog/compromising-conflict-style/

May, E. (2021c). What’s the Competing Conflict Style? Www.niagarainstitute.com.

https://www.niagarainstitute.com/blog/competing-conflict-style/

Meredith, N. (2022). The Pros and Cons of Different Conflict Management Styles. Sonary.

https://sonary.com/content/the-pros-and-cons-of-different-conflict-management-styles/

Ways, F. (2013). Five Ways to Manage Conflict. Vistage Research Center. https://www.vistage.com/research-

center/business-leadership/strategic-communications/five-ways-to-manage-conflict/