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According to the Thomas-Kilmann model, there are five strategies for managing the conflicts-
In this strategy, the other party’s needs are kept before one’s own. You let them get their way. This strategy is there when the person matters more than the issue and outcomes. It is also possible if stretching a conflict is not your case or if you are wrong in that situation. Accommodating is to maintain peace and not put more effort than the requirement of the issue. It might seem to be a weak option but, it is the most efficient one to resolve a petty issue. As per the conflict management experts, this method can at times cause resentment.
In this style, the parties ignore eth conflict, keep away the conflicting parties, or find a way to evade it. The team members involved in a conflict over a project can be removed from that project. This leads to extension in deadlines and reassigning of people to other departments. It is an effective conflict management style if a cool-down phase can control the issue or if one needs to consider more on his/her role in the conflict. However, avoidance is not the alternative for a proper resolution. Extending the avoidance indefinitely can lead to more conflicts.
In this style, both the parties are asked to come on middle grounds and find a way to lower down their expectations to solve the issue. It is a lose-lose style because both parties have to leave a few things to avoid any further issues. This happens when the parties are short of time, and there has to be a solution, does not matter if it is the ideal solution or not. It can lead to resentment if overly used as a conflict management strategy.
It is the opposite of compromising because, in this style, the parties do not give in to other’s viewpoints. One of the parties will stay strict to their viewpoint of managing the situation and will not take a back step until they get their resolution. In such situations, the action is taken according to morals, and there is no time to try and test the solutions. Though this leads to quick resolution of the issue, it can lead to degradation of morality.
This style is the best to gain long-term solutions, but it is the most time-consuming and tough method of conflict management. All the needs and wants of both the parties are taken into consideration and a win-win solution is devised to keep both parties satisfied. In this strategy, all the people involved in the conflict sit together, talk about the conflict, and negotiate accordingly. If it is vital to preserving both the parties and their relationship, collaboration is the best way. Also, when the solution has a significant impact, collaboration is the ideal technique to manage the conflict.
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