last updated 11/15/2006

Conflict Management Styles

1.                 avoidance: lose-lose - works only for small matters or quickly over issues

2.                 accommodation: lose-win (giving in) - usually hurts the group by denying benefits of idea testing  (like A. resentment may build making things worse later, then damages participation, norms, cohesion, decision support and critical thinking)

3.                 competition:  win-lose -- turns issue into a test of wills and thus distorts real issues

4.                 compromise: splitting the difference -- can be OK if it is fair and thoughtful and necessary, but often is a cop out and isn't the best solution

5.                 collaboration:  win-win -- turns conflict into joint problem solving, defuses tension and can be ideal.

1. Evasive - avoids conflict but maintains the relationship  (a version of 1. above)

2. Estranged - avoids the conflict but disrupts the relationship  (a version of 1. above)

3. Accommodating - considers other's views over one's own without resentment (a version of 2. above)

4. Patronizing - considers other's views over one's own and holds a grudge  (a version of 2. above)

5. Assertive - focuses on one's own view over other's without anger  (a version of 3. above)

6. Aggressive - focuses on one's own view over other's with hostility in the relationship  (a version of 3. above)

7. Consolidating - gives equal consideration to self and other's views while maintaining the relationship  (a version of 4 or 5. above)

8. Begrudging - gives equal consideration to self and other's views but unhappily in the relationship  (a version of 4 or 5. above)
    

Types of Conflict:

Substantive (content):   "objective/impersonal"

1. facts

2. definitions

3. reasoning
   

Personal (definition of selves and roles)  "personal"

1. Expertise (knowledge)

2. present self (feelings)

3. roles

4. relationships

 Situational (competition over outcomes)  

      "zero sums"

Values:  "can be personal or objective"