ALTERNATIVE DISPUTE RESOLUTION

Assignment-1: Individual Conflict Management Styles

HRPD 701-001
Submi/ed by: Rhea Susan Verghese [301304653]

Submi/ed to: Professor Rathika Sitsabaiesan

Date: May 24, 2023
I refer to my results after completing the four questionnaires, which comprise a score ranging from the highest to the
lowest styleof conflict resolution.

COMPETING COLLABORATING COMPROMISING AVOIDING ACCOMODATING

QUESTIONNAIRE

4 7 4 4 11

CONFRONTING/ SMOOTHING COMPROMISING WITHDRAWI FORCING

QUESTIONNAIRE COLLABORATI NG
NG
B

27 25 23 22 19

CONTROLLER COMPROMISOR COLLABORATOR ACCOMMOD AVOIDER

QUESTIONNAIRE ATOR

17 27 39 21 16

CONFRONTING/ AVOIDING ACCOMMODATING COMPROMIS COLLABORATING

QUESTIONNAIRE FORCING ING

24 17 27 15 21

Preferred Style PREFERRED HIGHEST NEXT HIGHEST SCORE LOWEST SCORE

SCORE

Accommodating Confronting/Forcing Compromising

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Conflict management is the skill of effectively identifying and dealing with conflicts in a logical, fair, and productive

way. It involves addressing apparent disparities or conflicts that arise from factors like contrasting opinions, objectives,

and needs. As conflicts are an inevitable aspect of any workplace, it is essential to have individuals who comprehend

the nature of conflicts and possess the necessary abilities to resolve them. This becomes even more vital in today's

competitive market environment, where individuals are constantly striving to prove their value to the company, which

can sometimes lead to disagreements among team members (What Is Conflict Management? | PeopleHum, 2023).

Upon completion of four questionnaire surveys utilizing the TK Model, Dual Concerns Theory, and Managerial Grid

Leadership Styles, the outcomes indicated that I exhibit a preference for the Accommodation approach when it comes

to resolving conflicts. On the other hand, the Compromising and Avoiding approach is the one I am least inclined

towards.

The accommodating approach to conflict resolution is marked by a selfless attitude and a reduced emphasis on asserting

one's own needs. In practical terms, it involves being willing to prioritize the collective interests of the team over personal

interests in order to find a mutually acceptable solution. This style is commonly utilized when the conflict is of lesser

significance and there is a pressing requirement to resolve it promptly (Amelie, 2021). Accommodation as a conflict

management style is an approach when an individual values the relationship/bond they share with a particular someone

more than their goals. For example, I believe I truly practice the Accommodation approach in the relationships I share

with my loved ones. Personally, I am an overthinker which makes me over love as well. I rather save my relationship

than give preference to my goals. While I share a cordial relationship with my better half , I am the accommodator in

the relationship. I try to make the relationship work by accommodating to his schedules, especially now with the time

difference.

Recognizing the optimal moment to accommodate the other person in a workplace conflict is vital, much like

understanding when to pick your battles or maintain silence. It's important to remain aware of how the conflict is

evolving, and if it reaches a point where persisting would result in long-term damage to the relationship, diminished

productivity, or obstacles to achieving your goals, it becomes crucial to consider accommodating the other person

(Valamis, 2023).

Strategizing the conflict management styles, it showcases that I am least inclined to the Compromising approach. While,

I am an Accommodator to a huge extent, I believe it depends on the relationship I share with the person. As much as its

important to know how to compromise, there is a need to know when to compromise. By definition, someone who

frequently adopts a compromising conflict style seeks to achieve a balance by encouraging all parties in a conflict to

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compromise on certain issues. This method of resolving conflicts typically necessitates more time and relies on stronger

interpersonal skills when compared to other approaches. Nonetheless, within a business environment, it is generally

regarded as less problematic than avoidance, accommodation, or engaging in competitive confrontations (Strengths of

Compromise as a Conflict Resolution, 2019). As an individual I can accommodate but not compromise. Understanding

how I internalize my conflict management style (“CMS”) approach, I understand that I am not willing to compromise

in a way where we draw into half-baked solutions agreeable in whole to neither party. Compromise as a CMS has a lot

to do with negative long-term consequences which can sour the relationship, delay the process to goal achievement and

harbour feelings of misunderstanding for any situation at hand (Conflict Management: Style and Strategy, 2023). The

resolution in Compromising has a lot to do with the focus being on the demands rather than the needs/wants of the

individual and that is why I believe I can accommodate and I am less inclined towards compromising (Understanding

Conflict Handling Styles, 2022).

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 References

1. What is Conflict Management? | peopleHum. (2023). Peoplehum

https://www.peoplehum.com/glossary/conflict-management
2. Amelie. (2021, July 16). Accommodating Conflict Management Style, Explained. MT Copeland.
https://mtcopeland.com/blog/what-is-the-accommodating-conflict-management-style-and-when-should-you-

use-it/

3. Valamis. (2023, April 18). Conflict Management Styles. Valamis; Valamis.

https://www.valamis.com/hub/conflict-management-
styles#:~:text=Accommodation%20is%20for%20situations%20where,knowing%20when%20to%20pick%20b

attles.
4. Strengths of Compromise As a Conflict Resolution. (2019). Small Business - Chron.com.

https://smallbusiness.chron.com/strengths-compromise-conflict-resolution-10502.html

5. Conflict Management: Style and Strategy. (2023). Wright.edu.

http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#:~:text=Avoiding%20%2D%20not%20payi

ng%20attention%20to,but%20completely%20satisfactory%20to%20neither.
6. Understanding Conflict Handling Styles. (2022, May 6). University of Texas System.

https://www.utsystem.edu/offices/human-resources/current-employees/manager-resources/employee-
relations/understanding-conflict-handling-styles

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