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Of the five conflict styles, accommodating or harmonizing, is viewed as the 'peacekeeper' mode as it focuses more on preserving relationships than on achieving a personal goal or result. However in a dispute this creates a lose/win relationship where the accommodating party may make a choice to acquiesce to the needs of the other, sometimes out of kindness and sometimes to avoid conflict or stress. 'Giving in' and letting the other person 'take' is the result when this choice is made. While this may be seen as a weak or non-productive position there are situations when this approach is preferable and will gain more for a person than by taking a strong position. It can be both a productive and unproductive strategy in the 'give and take' process. [11x]

When is Accommodating Appropriate?

According to the Thomas-Kilmann and Kraybill literature accommodating is an appropriate form of dealing with conflict when used in the following situations:

When preserving or building the relationship is more important than winning the issue at hand.

When supporting the needs of the other party is feasible, appropriate and does not come at significant personal cost.

When a person realizes that they are wrong and that the alternate position is better.

When competing will produce a negative outcome, such as when the other person is in a position of authority or power.

To help someone learn and grow from the outcome of their decision, even though it may differ from their own.

To restore harmony during a tense moment or after a disagreement.

When a positive outcome is unlikely and it is better to end the dispute and move on.

To satisfy a complaint when in the process of providing customer service.

Working with 'Accommodating' Individuals

An accommodating person may need to develop skills and confidence in becoming more assertive in communicating their personal needs and boundaries. Assessing the impact of the conflict on their current and future well-being can be a powerful motivator to take a constructive course of action. Role playing or writing out a plan of action can give an accommodating person the confidence they need to deal with the conflict. Assertiveness coaching may also help. These preparatory approaches allow individuals to express their thoughts and feelings in a manner that is typically less stressful than talking about them spontaneously. When handled appropriately, accommodating people will find that confronting problem situations will earn them more respect and support than taking the softer role of giving in to the person or problem.

In situations where one party is in a relative power position over another, such as a boss and employee, a decision needs to be made regarding the merits of accommodating a decision or action vs. taking a position of difference. In some situations this can be viewed as insubordination and disciplinary action could occur. However if the differing position is well thought out, su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。