Question

What are the five conflict management styles? Under what conditions and circumstances might each be appropriate?

Answer 1

Conflict management is one of the important activities to be conducted in organisation for it's success, Here conflict arises out of difference in expectations, values, beliefs, aims, purpose etc and conflict may arise between individuals or group of individuals. Where conflict management is a tool to resolve issues and maintain positive organisational environment.

5 conflict management styles

Psychologists Kenneth Thomas and Ralph Kilmann has developed the model called as "Thomas-Kilmann Model", which demonstrates the 5 styles of conflict management.

Those 5 styles includes competing, Accommodating, Collaborating, Compromising and Avoiding. The level of cooprativeness and assertiveness decides the style to be followed,

1. Competing - Here assertiveness is at high level and there is no chance of cooperation, here we defend our own view point at the expense of other party, It will be like 'win-lose' situation.It is appropriate during the time of emergencies where we need to take quick decisions or decisive actions.
2. Accommodating - Here assertiveness is at low level and there is a high volume of cooperation amoung the parties, so it's like going against once own objectives or desires because other party is having better solution. It's appropriate when other party is expert in giving solution for particular situation even creates strong base for preserving future relations.
3. Collaboration - Here assertiveness as well as cooperation is at high level, it will be a 'win-win' situation for both the parties. It is appropriate when you are on the way of seeking new and fresh ideas which involves incorporation of different ideas.
4. Compromising - Here assertiveness as well as cooperation is at moderate level , it will be a 'lose-lose' situation where ideas of both the parties are taken into consideration. It's appropriate when both the parties view point go well with each other and provides temporary solution.
5. Avoiding - Here we tend to see assertiveness and cooperation at low level, both the parties tend to evade the situation which may result in delayed decision making or delayed response.  It's appropriate when we are in search of better idea.

Conflict is a part of organisation it can be result in positive or negative outcome like generation of innovative and flexible ideas or even it can result in decreased productivity, absenteeism etc. So handling conflicts at right time is important to have a healthy working environment.