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Methods of Conflict ResolutionManag
Methods of Conflict Resolution
Managers spend as much as 20 percent of their work time dealing with conflict. A leader who learns to manage conflict effectively can increase his or her productivity. In addition, being able to resolve conflict enhances one’s stature as a leader. Employees expect their boss to be able to resolve conflicts. Here we describe the five basic styles or methods of resolving conflict: forcing, accommodating, sharing, collaborating, and avoiding. An effective manager will choose the best approach for the situation.
Forcing
The forcing, or competitive, style is based on the desire to win one’s own concerns at the expense of the other party, or to dominate. A person with a forcing style is likely to engage in win-lose (“I will, you lose”) power struggles, resulting in poor teamwork. Steve Jobs, the legendary leader of Apple Inc., relies on forcing to resolve conflict such as in questions about design issues. Because of his stature and power, subordinates are usually willing to accept the forcing style of Jobs.
Managers spend as much as 20 percent of their work time dealing with conflict. A leader who learns to manage conflict effectively can increase his or her productivity. In addition, being able to resolve conflict enhances one’s stature as a leader. Employees expect their boss to be able to resolve conflicts. Here we describe the five basic styles or methods of resolving conflict: forcing, accommodating, sharing, collaborating, and avoiding. An effective manager will choose the best approach for the situation.
Forcing
The forcing, or competitive, style is based on the desire to win one’s own concerns at the expense of the other party, or to dominate. A person with a forcing style is likely to engage in win-lose (“I will, you lose”) power struggles, resulting in poor teamwork. Steve Jobs, the legendary leader of Apple Inc., relies on forcing to resolve conflict such as in questions about design issues. Because of his stature and power, subordinates are usually willing to accept the forcing style of Jobs.
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Methods of Conflict ResolutionManagers spend as much as 20 percent of their work time dealing with conflict. A leader who learns to manage conflict effectively can increase his or her productivity. In addition, being able to resolve conflict enhances one’s stature as a leader. Employees expect their boss to be able to resolve conflicts. Here we describe the five basic styles or methods of resolving conflict: forcing, accommodating, sharing, collaborating, and avoiding. An effective manager will choose the best approach for the situation.ForcingThe forcing, or competitive, style is based on the desire to win one’s own concerns at the expense of the other party, or to dominate. A person with a forcing style is likely to engage in win-lose (“I will, you lose”) power struggles, resulting in poor teamwork. Steve Jobs, the legendary leader of Apple Inc., relies on forcing to resolve conflict such as in questions about design issues. Because of his stature and power, subordinates are usually willing to accept the forcing style of Jobs.
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Methods of Conflict Resolution
Managers spend as much as 20 percent of their work time dealing with conflict. A leader who learns to manage conflict effectively can increase his or her productivity. In addition, being able to resolve conflict enhances one’s stature as a leader. Employees expect their boss to be able to resolve conflicts. Here we describe the five basic styles or methods of resolving conflict: forcing, accommodating, sharing, collaborating, and avoiding. An effective manager will choose the best approach for the situation.
Forcing
The forcing, or competitive, style is based on the desire to win one’s own concerns at the expense of the other party, or to dominate. A person with a forcing style is likely to engage in win-lose (“I will, you lose”) power struggles, resulting in poor teamwork. Steve Jobs, the legendary leader of Apple Inc., relies on forcing to resolve conflict such as in questions about design issues. Because of his stature and power, subordinates are usually willing to accept the forcing style of Jobs.
Managers spend as much as 20 percent of their work time dealing with conflict. A leader who learns to manage conflict effectively can increase his or her productivity. In addition, being able to resolve conflict enhances one’s stature as a leader. Employees expect their boss to be able to resolve conflicts. Here we describe the five basic styles or methods of resolving conflict: forcing, accommodating, sharing, collaborating, and avoiding. An effective manager will choose the best approach for the situation.
Forcing
The forcing, or competitive, style is based on the desire to win one’s own concerns at the expense of the other party, or to dominate. A person with a forcing style is likely to engage in win-lose (“I will, you lose”) power struggles, resulting in poor teamwork. Steve Jobs, the legendary leader of Apple Inc., relies on forcing to resolve conflict such as in questions about design issues. Because of his stature and power, subordinates are usually willing to accept the forcing style of Jobs.
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