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词条 Draft:Conflict styles
释义

  1. Conflict Styles

  2. Creation of Conflict Styles

      Competing    Collaborating    Compromising    Avoiding    Accommodating  

  3. Practical Applications of Conflict Styles

  4. References

Conflict Styles

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Conflict styles are the methods in which people choose to respond to conflict. [1][2] These methods are repeated and easily observable.[3] Most people have a predominant method that illustrates how they view and resolve conflict. [1] Not only does conflict style affect outcome, but it also impacts the relationship between the people involved. There are several models related to conflict styles, and most utilize five style types which are discussed further below. [4] The four models used for measuring are by Blake and Mouton, [https://www.worldcat.org/title/conflict-management-survey-an-assessment-of-the-individuals-reaction-to-and-characteristic-handling-of-conflicts-between-himself-and-others/oclc/225667066/editions Hall], Lawrence and Lorsch, and Thomas and Killman.[4] The most widely-known model is the Thomas-Kilmann Instrument which is primarily used in assessing conflict management. [5] Knowing the conflict styles of all parties can aid in the peaceful resolution of a conflict or facilitate a speedy negotiation.

Creation of Conflict Styles

Conflict can be defined as “the interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals”.[3] In basic terms, conflict occurs when parties believe each other to be at opposite sides of a dilemma. Conflict can be present in any situation that involves more than one person which makes managing conflict a necessary skill.[3] Study on managing conflict dates back to the 1920s when Mary Parker Follet reported domination, compromise, integration, avoidance, and suppression as styles of handling conflict. [3] In 1949, Morton Deutsch suggested a two part model based on cooperation or competition. [3] It was in 1964 that Robert Blake and Jane Mouton laid the groundwork for conflict styles as they are known today by creating the Blake and Mouton Managerial Grid.[3] An individual's concern for production and people (high or low) when dealing with conflict translates into forcing, withdrawing, smoothing, compromising, and problem solving styles. [3] In the 1970s, Thomas and Kilmann adapted the Blake and Mouton model by focusing instead on assertiveness and cooperativeness and created what is known as the Thomas-Kilmann Conflict Mode Instrument (TKI). [5] The five "conflict handling modes" in the TKI are competing, collaborating, compromising, avoiding, and accommodating. [5] Although described differently, all models recognize differences between styles by the level of concern for self and others.[4]

Competing

  • Also known as dominating[1] or forcing[2]
  • Concern for self is high while concern for others is low[2]
  • Situation is seen as win-lose[3]

Collaborating

  • Also known as integrating[1]
  • Concern for self is high while concern for others is also high[2]
  • Try to resolve situation by being creative and flexible[3]

Compromising

  • Concern for self is moderate while concern for others is also moderate[2]
  • Reach a mutually beneficial outcome without too much effort[3]
  • Expect both losses and gains[3]

Avoiding

  • Concern for self is low while concern for other is also low[2]
  • Conflict is ignored or avoided[3]

Accommodating

  • Also known as obliging[1]
  • Concern for self is low while concern for others is high[2]
  • Alternatives are not fully considered[3] and concession is preferred[2]

Practical Applications of Conflict Styles

An understanding of both the positive and negative aspects of each style provides insight into how to best approach a conflict. It can also be a time saver and prevent wasted effort on a tactic that ultimately does not affect the other party. Determining conflict styles aids in predicting how well a person can negotiate and resolve conflict, and effectiveness in both can have positive implications in the workplace in how an employee's skills are viewed.[2] On a personal level, knowing the conflict style of a partner, child, or parent can help make those inevitable tense situations easier to navigate.

References

1. ^1 2 3 4 {{Cite journal|last=Ting-Toomey|first=Stella|date=Summer 2001|title=Self-Construal Types and Conflict Management Styles|url=|journal=Communication Reports|volume=14|pages=87-104|via=}}
2. ^1 2 3 4 5 6 7 8 {{Cite journal|last=Zarankin|first=Tal G.|date=2008|title=A new look at conflict styles: goal orientation and outcome preferences|journal=International Journal of Conflict Management|volume=19|issue=2|pages=167-184|doi=10.1108/10444060810856094|via=}}
3. ^1 2 3 4 5 6 7 8 9 10 11 12 {{Cite journal|last=Montes|first=Carlos|last2=Rodriquez|first2=Damaso|last3=Serrano|first3=Gonzalo|date=2012|title=Affective choice of conflict management styles|url=|journal=International Journal of Conflict Management|volume=23|issue=2|pages=6-18|doi=10.1108/10444061211199304|via=}}
4. ^1 2 {{Cite journal|last=Rahim|first=M. Afzalur|date=1983|title=A Measure of Styles of Handling Interpersonal Conflict|url=|journal=Academy of Management Journal|volume=26|pages=368-376|via=}}
5. ^1 2 {{Cite web|url=http://libdata.lib.ua.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=loh&AN=test.6524&site=edslive&scope=site|title=Review of the Thomas-Kilmann Conflict Mode Instrument [2007 Normative Update]|last=Celluci|first=Tony|date=|website=|archive-url=|archive-date=|dead-url=|access-date=}}
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