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<\/a><\/p>\nFigure 1. Conflict management styles<\/h2>\n
These conflict management styles are described as.<\/p>\n
Competing<\/h2>\n\n- \u201cI value the point being made more than our relationship.\u201d<\/li>\n
- \u201cIt’s them or me.\u201d<\/li>\n
- \u201cI’ve got to win this one!\u201d<\/li>\n
- \u201cI’m sure they will see it my way if they just think about it.\u201d<\/li>\n
- \u201cI know I’m right.\u201d<\/li>\n<\/ul>\n
This is the \u201cI win, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Lion. A lion know what it wants and does not let anything get in the way.<\/p>\n
Collaborating<\/h2>\n\n- \u201cI’m sure if we work together we can come up with a better answer than either of us individually.\u201d<\/li>\n
- \u201cI’m not giving in yet, but I am willing to hear your opinion, and give you mine.\u201d<\/li>\n<\/ul>\n
This is the \u201cI win, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as an Owl. An owl sees everything and knows when to make the best move.<\/p>\n
Avoiding<\/h2>\n\n- \u201cI will be quiet and listen.\u201d<\/li>\n
- \u201cIt’s not that big a deal.\u201d<\/li>\n
- \u201cI’d rather just forget it.\u201d<\/li>\n
- \u201cIt’s not worth the trouble.\u201d<\/li>\n
- \u201cWhat difference could I make anyway?\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Snail. A snail move so slowly hoping someone else will do the job.<\/p>\n
Accommodating<\/h2>\n\n- \u201cI value our relationship more than this point.\u201d<\/li>\n
- \u201cLet’s just get this over with so we can get on to other things.\u201d<\/li>\n
- \u201cThis tension is very uncomfortable. I’ll just do what they want.\u201d<\/li>\n
- \u201cFine I give in, have it your way.\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Rabbit. Like a rabbit stuck in the head lights of a car.<\/p>\n
Compromising<\/h2>\n\n- \u201cThis isn’t important enough to fight over.\u201d<\/li>\n
- \u201cI don’t want to be unreasonable.\u201d<\/li>\n
- \u201cGive something to get something.\u201d<\/li>\n<\/ul>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n
This is the \u201cI win, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Lion. A lion know what it wants and does not let anything get in the way.<\/p>\n
Collaborating<\/h2>\n\n- \u201cI’m sure if we work together we can come up with a better answer than either of us individually.\u201d<\/li>\n
- \u201cI’m not giving in yet, but I am willing to hear your opinion, and give you mine.\u201d<\/li>\n<\/ul>\n
This is the \u201cI win, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as an Owl. An owl sees everything and knows when to make the best move.<\/p>\n
Avoiding<\/h2>\n\n- \u201cI will be quiet and listen.\u201d<\/li>\n
- \u201cIt’s not that big a deal.\u201d<\/li>\n
- \u201cI’d rather just forget it.\u201d<\/li>\n
- \u201cIt’s not worth the trouble.\u201d<\/li>\n
- \u201cWhat difference could I make anyway?\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Snail. A snail move so slowly hoping someone else will do the job.<\/p>\n
Accommodating<\/h2>\n\n- \u201cI value our relationship more than this point.\u201d<\/li>\n
- \u201cLet’s just get this over with so we can get on to other things.\u201d<\/li>\n
- \u201cThis tension is very uncomfortable. I’ll just do what they want.\u201d<\/li>\n
- \u201cFine I give in, have it your way.\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Rabbit. Like a rabbit stuck in the head lights of a car.<\/p>\n
Compromising<\/h2>\n\n- \u201cThis isn’t important enough to fight over.\u201d<\/li>\n
- \u201cI don’t want to be unreasonable.\u201d<\/li>\n
- \u201cGive something to get something.\u201d<\/li>\n<\/ul>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n
This is the \u201cI win, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as an Owl. An owl sees everything and knows when to make the best move.<\/p>\n
Avoiding<\/h2>\n\n- \u201cI will be quiet and listen.\u201d<\/li>\n
- \u201cIt’s not that big a deal.\u201d<\/li>\n
- \u201cI’d rather just forget it.\u201d<\/li>\n
- \u201cIt’s not worth the trouble.\u201d<\/li>\n
- \u201cWhat difference could I make anyway?\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Snail. A snail move so slowly hoping someone else will do the job.<\/p>\n
Accommodating<\/h2>\n\n- \u201cI value our relationship more than this point.\u201d<\/li>\n
- \u201cLet’s just get this over with so we can get on to other things.\u201d<\/li>\n
- \u201cThis tension is very uncomfortable. I’ll just do what they want.\u201d<\/li>\n
- \u201cFine I give in, have it your way.\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Rabbit. Like a rabbit stuck in the head lights of a car.<\/p>\n
Compromising<\/h2>\n\n- \u201cThis isn’t important enough to fight over.\u201d<\/li>\n
- \u201cI don’t want to be unreasonable.\u201d<\/li>\n
- \u201cGive something to get something.\u201d<\/li>\n<\/ul>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n
This is the \u201cI lose, you lose\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Snail. A snail move so slowly hoping someone else will do the job.<\/p>\n
Accommodating<\/h2>\n\n- \u201cI value our relationship more than this point.\u201d<\/li>\n
- \u201cLet’s just get this over with so we can get on to other things.\u201d<\/li>\n
- \u201cThis tension is very uncomfortable. I’ll just do what they want.\u201d<\/li>\n
- \u201cFine I give in, have it your way.\u201d<\/li>\n<\/ul>\n
This is the \u201cI lose, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Rabbit. Like a rabbit stuck in the head lights of a car.<\/p>\n
Compromising<\/h2>\n\n- \u201cThis isn’t important enough to fight over.\u201d<\/li>\n
- \u201cI don’t want to be unreasonable.\u201d<\/li>\n
- \u201cGive something to get something.\u201d<\/li>\n<\/ul>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n
This is the \u201cI lose, you win\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Rabbit. Like a rabbit stuck in the head lights of a car.<\/p>\n
Compromising<\/h2>\n\n- \u201cThis isn’t important enough to fight over.\u201d<\/li>\n
- \u201cI don’t want to be unreasonable.\u201d<\/li>\n
- \u201cGive something to get something.\u201d<\/li>\n<\/ul>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n
This is the \u201cWe could both live with that\u201d position. A person whose actions are expressed this way is sometimes symbolized as a Fox. Not a dominant style but one that can be adopted to help work with other styles, cunning.<\/p>\n
People tend to use one of the first four conflict styles. The fifth style, compromising, describes a state that can be used temporarily to get someone to move from one of the other styles. For example, if the person is acting like a shark you can help him\/her to become less assertive and more cooperative. If he\/she is acting like a teddy bear you can help him\/her to become more assertive and a little less cooperative. Some people make careers around their abilities to help people move from a preferred corner of Figure 1 to some other position in the figure.<\/p>\n
This simple model represents choices people or teams make when they resolve conflicts. Depending on the situation, each can prove to be valuable. They need not be fixed reflections of personalities, education, or position in the organization. Every step of the way the people involved have choices about how they act.<\/p>\n