However, such strategy has the outcome in compliance in absence of commitment and feelings of frustration and resentment.
The fourth strategy is I lose a little, you win a little. The placate yield style represents a concern for the effects of conflict on the welfare and durability of all relationships that is entered. The hypothesis is that human relationships are so flexible that they cannot endure the trauma of working through normal differences. Therefore, the inclination is towards withdrawing from the conflict and pleases others by ignoring, denying and avoiding conflict. When the differences continue it is found worthwhile in placating and submitting oneself to ones objectives being seen as effective modes of self-protection and safeguarding our relationships with others. One-sided domination in ones relationship is evident in such type of strategies.
Finally, the strategy is 'I win, you win'. This approach to conflict resolution is regarded as the dominant style for conflict management and this synergistic approach attaches major significance to both the goals of the parties associated with the welfare of the relationships. This win-win outcome and presumes that you and others will enthusiastically associate since the positive total effect is larger than what could be attained by individual efforts. This approach envisages the tolerance for differences and recognition of the legitimacy of feelings as central elements. It prevails upon each to agree on abiding the rules of negotiation and agree to solve the conflict constructively. Any hidden agendas are brought clearly so as to be dealt in effectively.
The five styles of conflict resolution are represented in terms of "asserting, problem solving, compromising, accommodating and avoiding." Being conceptually unique, the conflict literature has sometimes represented the five styles as showing two inherent aspects such as the level to which an individual tries to satisfy his or her own concerns, and the level to which an individual tries to satisfy the concern of others. The five styles can be better depicted in terms the alongside diagram. Asserting is taken to mean a situation where the individuals strive to win or dominant.
Conflict is viewed as a fixed pie, zero sum circumstance with one party's gain resulting at the cost of other parties. Conflict is thus viewed as a win loss circumstance. As a result of this the individual works to satisfy his/her own concerns at he cost of the others associated. The strategy of the problem solving, takes care of fully satisfying the concerns of all parties. This style does not seem to be viewed as a fixed pie, zero sum situations, as was the case for asserting. Rather than the actions are concentrated at enhancing the pie so that all parties can attain their goals and aims. In this manner the judgments and decisions are not viewed as right or wrong. Rather a compromise is found out by assimilations and coordination of the perspective of all parties.
Thirdly, the style of accommodating demands sacrifices of the needs and desires of the individuals so as to satisfy those of other parties. They concentrate on appeasement and satisfaction of the concerns of other parties even not attending to their own. Various aims are there behind underlying and accommodating behaviors- a desire to minimize, reduce or end conflict situations. Such style alternatively demands cooperating, obliging, yielding and sacrificing. Avoiding occurs when individuals are indifferent to the issues of both the parties and do not participate in conflicting situations. Several objectives underlie in accommodating behaviors and no attempt is made to steer the solution towards the other parties or to smooth over the situation with avoidance. Rather the individual withdraws physically or psychologically.
Differing strategies are employed by different people in managing of the conflict. These strategies are acquired normally in childhood and have an automatic operation. Normally two major issues are associated with when we are engaged in a conflict. First one is due emphasis on achieving the personal goals. The conflict arises as a result of the conflict the goal of one with that of another person. The second one is the inclination towards keeping good relationship with others. The intensity of both the dimensions determines the response to a conflict. Taking into consideration the five styles of managing conflicts have been evolved that can be put in a different way as THE TURTLE, THE SHARK, THE TEDDY BEAR, THE FOX and THE OWL.
The TURTLE represents withdrawal as the turtles normally withdraw into their shells to avoid conflicts. Such style persuades to give up their personal objectives and relationships and force them to stay away from the concerns over which the conflict is taking place and from the persons they are in conflict with. Turtles prefer to withdraw physically and psychologically from a conflict rather than to confront. The SHARK symbolizes forcing. They normally attempt to dominate the opponents by compelling them to accept their solution to the conflict. Their objectives are highly significant to them and relationships are of less significance. They strive to attain their objectives at all expenses. The hypothesis is to solve the problem with one person winning and another losing. They strive...
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