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• Principle goal is to achieve a solution that is acceptable for everyone involved.
• Conflict can still be constructive even when it becomes contentious.
**the key difference (constructive v. destructive) is how you are communicating when transacting a conflict. Styles of Conflict Management
Styles of Conflict Management
• Collaboration (working together)
Accommodating (yielding to others)
Compromising (give and take)
Competing (force of power) Collaboration
• Collaboration is built on trust and takes time.
– Not all issues are worth addressing
– Groups need to determine priorities • Integration – Maximizing joint gains; everyone wins • Smoothing – Taking time to consider all emotional perspectives Accommodating
• Yield to others’ concerns and wishes.
High social component; low task focus.
Often a negative association (“giving in”), but if something is not a concern to yo...
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- Fall '13