Accommodating conflict


If these signs are not dealt with in a timely manner, this sense of apprehension can shift to another level of conflict and can be manifested more directly with opposition and conviction.This aspect of conflict is addressed in more depth in the sections below.You can also use it as an opportunity to transform the situation into something better.The Thomas Kilmann Conflict Mode Instrument is a model for handling conflict: The model organizes 5 conflict management styles based on two dimensions: assertiveness and cooperativeness. Kilmann: By knowing your own default patterns you improve your self-awareness.Catch phrase: "It's ok with me, whatever you want." Pro : Can preserve harmonious relationships, can admit there is a better way Con : Can lead to resentment by not getting your needs met, can diminish your influence, martyr stance The Competing style is a power-oriented mode that is high in assertiveness and low in cooperativeness. In this mode the individual aims to pursue one's agenda at another's expense.This may mean standing up for one's needs, defending a cherished position and/or simply trying to win. This style is also referred to as a forcing or dominant style.For more information on an employer's legal requirements and sample policies related to conflict resolution, please refer to the Conflict Resolution section of the HR Toolkit's list of Sample Policies on Common HR Topics.Conflict is an inevitable part of human relationships.



These signs can provide you with important information about your current situation and can help you in assessing your next steps.

Where commitment to mission and long hours with minimal resources intersect, nonprofit workplaces can be rife with conflict interchanges.