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FORCINGForcing : Using formal authority or other

power that you possess to satisfy your concerns without regard to the concerns of the party that you are in conflict with.

Video Link: Star Trek Movie clip

ACCOMODATING

Definition: Allowing the other party to satisfy their concerns while neglecting your own.

When to use: When working toward a common purpose and maintaining harmony in the group is important

Drawbacks: Your own idea's don't get attention. Credibility and influence can be lost

http://www.youtube.com/watch?v=8ylwXOxKb7I

COMPROMISING

Compromising: finding a middle ground or forgoing some of your concerns and committing to other's. This style is moderately assertive & cooperative.

www.youtube.com/watch?v=3FPB0LJg5B4

COMPROMISING (CONT.)

1. Pros:

-increases communication

-finds an answer fair to both parties

-assigns value to all aspects of the issue

2. Cons:

-loss of long-term goals

-lack of trust

-view of no firm values

-keeps people happy without resolving the original conflict

-under use leads to unnecessary confrontations

WITHDRAWING

Withdrawing: avoiding. This is when a person does not pursue her/his own concerns or those of the opponent. The conflict is not addressed and he/she sidesteps, postpones or simply withdraws.

http://www.youtube.com/watch?v=VZpMlm4xYG4&feature=fvwrel

1. When can it be appropriate?

-Trivial situations/ if there are more important things going on

-When Postponing is beneficial

-Not worth unreasonable efforts

-Unable to handle conflict

2. Advantages:

-Postponing for more favorable circumstance

-Short conflict

-Focusing on more important issues

-Gives time

3. Caveats:

Weakening

Losing Status

Expectations

4. Khakimova.et.al

-Ethnic Identity

-Independent Participants

-Interdependent participants

WITHDRAWING (CONT.)

COLLABORATING

Collaborating: a win-win scenario (problem confronting /problem solving) that involves working with 1+ people to find a solution that satisfies all parties. It sees conflict resolution as a way to come together and find a mutually beneficial result.

1. Raise the Conflict issue

• Find the problem: Own up to the disagreement or there will be no way to solve it. Have an open mind.

• Don’t believe your solution is the best. Gain an understanding about other people’s perspectives. (seeking to understand other’s views through questioning) will help make the right decision for the group.

 2. Identify Underlying concerns

• Separate positions from concerns to understanding the problem. Listen to what every group member has to say in full. Work with more information rather than less information so you make sure every issue on the topic can be covered.

www.youtube.com/watch?v=7DjEgEi6rEA

COLLABORATING (CONT.)

3. Develop a Shared Purpose Statement

•This gets away from only thinking for yourself. It allows the group to come together on a collaborated purpose statement. All group members interests, concerns and needs are crucial to finding common ground. If common goals can be set to reach then this process goes a lot smother.

 4. Generate Solutions

•Have each group member list solutions that meet the criteria in the step before. Make sure to look at all the information before making your solution to avoid coming up with one that is not well rounded.

 5. Rank the options and agree on the best

•Look at all possible solutions and rate them using the Shared purpose criteria. Choose a group decision making process. Choose the solution based on this process. Devise a plan for implementation and evaluation.

•Set up a plan of action on how to make your solution work with the rest of your group. Use this plan to successfully accomplish your goal.

SOURCES

Culbertson, H. (2001). Conflict Management Strategies and Styles. Southern Nazarene University. Retrieved February 19, 2012. URL: http://home.snu.edu/~hculbert/conflict.htm

Williams, D. S. (2002). Conflict Management: Style and Strategy. Welcome to Wright State University | Wright State University. Retrieved February 25, 2012. URL: http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm

Video Link: http://www.youtube.com/watch?v=8ylwXOxKb7I

Montata, Patrick J. & Charnov, Bruce H. (2008). Management. Hauppauge, NY: Barron's Educational Series, Inc.

The Five Conflict Styles. (n.d.) Retrieved from http://web.mit.edu/collaboration/mainsite/modules/module1/1.11.5.html

http://www.youtube.com/watch?v=3FPB0LJg5B4

http://www.personalityexplorer.com/home/FREEResources/ConflictManagementTechniques.aspx

SOURCES

Leysan Khakimova, Yan Bing Zhang & Jeffrey A. Hall (2012): ConflictManagement Styles: The Role of Ethnic Identity and Self-Construal among Young Male Arabs andAmericans, Journal of Intercultural Communication Research, 41:1, 37-5

HumanMetrics Inc., retrieved from http://www.personalityexplorer.com/home/FREEResources/ConflictManagementTechniques.aspx

http://www.youtube.com/watch?v=VZpMlm4xYG4&feature=fvwrelFey, Tina (Producer), and Waters, Mark (Director). (2004). Mean Girls. United States: Paramount Pictures.

Hilderbrand, Terry. "Seven Steps for Conflict Resolution Using Collaboration." Biznik. Biznik, 24 Apr. 2009. Web. 20 Feb. 2012. <http://biznik.com/articles/seven-steps-for-conflict-resolution-using-collaboration>.

SOURCES

Bolton, Robert. "Conflict Management Techniques." Career Development Analysis. People Skills, 11 Jan. 2010. Web. 20 Feb. 2012. <http://www.personalityexplorer.com/home/Resources/ConflictManagementTechniques.aspx>.

http://www.youtube.com/watch?v=3FPB0LJg5B4

Montata, Patrick J. & Charnov, Bruce H. (2008). Management. Hauppauge, NY: Barron's Educational Series, Inc.

The Five Conflict Styles. (n.d.) Retrieved from http://web.mit.edu/collaboration/mainsite/modules/module1/1.11.5.html

http://www.youtube.com/watch?v=7DjEgEi6rEA