Conflict Management Case Study

My main conflict management style is collaboration. Collaboration entails working with parties to come up with a mutually friendly resolution. The win-win method could help reduce tension and advance morale through stressing the importance of every worker’s perspective. Collaboration can promote teamwork and innovation. But, it might take considerable effort and time to attain an applicable solution.

Conflict management experts support collaboration as the most practical approach to resolving a conflict over crucial issues. The hypothesis is that cooperation and teamwork help all participants to accomplish their goals at the same time upholding the relationships (Katz, & Flynn, 2013). The practice of working through disputes will result in

The avoidance approach seeks to put off conflicts indefinitely. By ignoring or delaying the conflict, the avoider expects the problem to resolve itself without them being directly involved. Individuals who actively avoid conflicts often command a low position in authority and have low self-esteem (Dignath, Kiesel, & Eder, 2015). However, in some instances, avoiding might function as a lucrative conflict management strategy. For example, after the sack of a well-liked but unproductive worker. The employment of a more productive employee for the position calms the

I will do this by being aware of my emotions, i.e. understanding my feeling. This understanding will enable me to communicate smoothly and more efficiently when disagreements occur. Ensuring there is a connection between my feelings and my conflicts handling ability. I will achieve this through assessing strong emotions like sadness, anger, and fear.

Actual practices at workplace. Improving conflict management behaviors may help to efficiently resolve conflicts thereby building stronger relationships. The skills will enable employees to work together in peace since the involved parties know how to handle differences. Instead of fighting, ignoring, or insulting one another, the employees learn how to collaborate, which in turn helps to build better and stronger relationships (Choi, 2013). Conflict management behaviors might lead to an increased understanding among employees. Individuals can move past personal opinions or emotions to make impartial decisions. The skill encourages profound understanding of situations that occur in the