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When it is indicative of a highly competitive personality trait resulting in overuse, causing a person to not recognize when it is important to quit or take another stance.

When “winning at all costs” results in harm to people or the organization.

When the personal relationship is more important than the issue at stake.

In attempting to address a conflict with another person who differs with you and takes a competitive position it may be helpful to do the following:

Allow the person to first thoroughly explain their position, asking clarifying questions.

Summarize and repeat what you have heard to assure mutual understanding.

Acknowledge the parts that you agree with.

Ask the party to carefully listen to your position, clarifying points of agreement and disagreement, using logic and data to support your perspective.

Consider having both positions put into writing for review and consideration.

Minimize discussion or expression of feelings or subjective elements unless the other party seems open to this perspective.

Point out the mutual benefits of a decision that involve collaboration or compromise if this is an option.

Help the other party to understand how your position will benefit him/her and how they can gain from agreement with your proposal.

If necessary, calmly inform the other party that you have the power, influence, or ability to win a power contest and that he/she will be better off not to continue to compete over the outcome of the decision that needs to be made.

When working with individuals or groups as a neutral third party or mediator it is helpful to get the parties to consider the points made above. It is possible that one party will be in a relative power position over another, such as a boss vs. employee or a provider vs. consumer. In these situations the mediator must work to be neutral yet balance the power relationship so that each side effectively presents their case and hears that of the other. Helping the parties in conflict to understand the facts as well as the impact of the disagreement may also move them toward conciliation. After listening to each other competing may still be the conflict mode of choice for one or both parties and they may elect to take another approach if they determine that it will be more productive.

Accommodating Conflict Resolution Style.

This style reflects a high degree of cooperativeness. It has also been labeled as obliging. A manager using this style subjugates his/her own goals, objectives, and desired outcomes to allow other individuals to achieve their goals and outcomes. This behavior is appropriate when people realize that they are in the wrong or when an issue is more important to one side than the other. This conflict resolution style is important for preserving future relations between the parties. 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。