1

Alternative Dispute Resolution - 710

Individual Conflict Management Style

Angelia Elizabeth Phillips

301315876

24th May 2023

Professor Rathika Sitsabaiesan

Conflict management is the systematic process used to address and settle disputes with the

goal of minimizing negative effects while prioritizing positive results. Implementing

strategies and techniques to resolve conflicts in a productive and constructive way is a part of

this process (Valamis, 2023). The classification of various strategies people uses to resolve

conflicts at work involves conflict management styles. The psychologists Kenneth Thomas

and Ralph Kilmann developed the Thomas-Kilmann Model in the 1970s, which outlines five

different conflict- resolution tactics: cooperation, rivalry, compromise, accommodation, and

avoidance (Bennett, 2022).

QUESTIONNAIRE COMPETING COLLABORATING COMPROMISING AVOIDING ACCOMODATING

1 8 5 9 7

QUESTIONNAIRE WITHDRAWING FORCING SMOOTHING COMPROMISING CONFRONTING =

B COLLABORATING

17 16 24 23 25

QUESTIONNAIRE COMPROMISERAVOIDER COLLABORATORACCOMMODATORCONTROLLER

37 29 22 18 14
 3

QUESTIONNAIRE CONFRONTING AVODINGACCOMMODATINGCOMPROMISINGCOLLABORATING

/ FORCING
D

10 21 20 16 25

PREFERRED STYLE - BACK UP STYLE –

HIGHEST SCORE NEXT HIGHEST LOWEST SCORE

SCROE
PREFERRED STYLE

COLLABORATING AVOIDING CONFRONTING / FORCING

My highest score was in the collaborating conflict style, which has been noted based on the

overall findings. By prioritizing a win-win solution over a compromise, the collaborative

approach seeks to find a solution that successfully meets the needs of all parties (Amaresan,

2022). For a number of reasons, I might be a good fit for the collaborating conflict style. First

of all, it is consistent with my propensity to value open communication and attentive

listening, which reflects my sincere desire to comprehend the viewpoints and needs of others.

This enables me to effectively participate in group settings. Additionally, by focusing on joint

solutions and prioritizing the needs of the group, the collaborating style promotes healthy

relationships. It also makes the most of my ability to weigh my needs against those of others,
 4

encouraging inclusive decision-making and helpful problem-solving. Overall, the

collaborative style supports a peaceful and fair approach to conflicts and is consistent with

the way I communicate. When there was a dispute regarding the task allocation in a team

project, I used the collaborating conflict management style to resolve it. I facilitated open

discussions, actively listened to everyone's viewpoints, and worked cooperatively to develop

a task allocation plan that met everyone's needs and guaranteed a successful project outcome

rather than turning to compromises or avoiding the problem.

My second-highest score, according to the overall results, is in the avoiding conflict style.The

avoiding style involves completely avoiding conflict and not pursuing either one's own

beliefs or other people's points of view. When a conflict arises, it involves persistently

delaying it or avoiding it altogether (Amaresan, 2022). I might tend to avoid conflicts for a

number of reasons. First, I think it's crucial to uphold harmony and avoid unwarranted

commotion or conflict in order to promote a calm and stable environment. Additionally, I

place more importance on devoting my time and effort to worthwhile projects than pointless

debates. It's also possible that I dislike conflict because I want to avoid any potential hostility

or unfavourable consequences that might result from disagreements. Last but not least, I think

that some conflicts are not worthwhile engaging in because the risks involved outweigh the

potential rewards. When a contentious argument erupted over choosing a team leader in a

group setting, I used the avoiding conflict management style to resolve it. I decided to

temporarily
 5

avoid the conflict, deferring the choice to a later time when feelings were calmer and a more

constructive discussion could be held, realizing the potential for ongoing tension and

division.

My lowest score was in the confronting/forcing conflict style, which has been noted based on

the overall findings. In conflict resolution, forcing refers to using one's formal authority or

power to address personal issues while ignoring those of the other party. Without considering

the viewpoints or interests of the opposing party, this strategy focuses on meeting one's own

needs (Conflict Management: Style and Strategy, 2023). I could benefit from the

confronting/forcing conflict style for a variety of reasons. First off, I show a lot of

assertiveness and a dedication to defending my rights and principles. With this approach, I

can clearly express my distinctive viewpoint and tenaciously pursue the desired results. In

addition, I am capable of taking charge in situations requiring quick decisions. When there is

a need to quickly sway others toward a particular course of action, the confronting/forcing

style is useful. This strategy also works well when addressing long-standing conflicts that

need to be resolved directly or when it's important to stop the implementation of potentially

harmful decisions. When a team member repeatedly didn't finish their assigned tasks in a

group project, I used the confronting/forcing conflict management style. I addressed the

problem head-on, emphasizing the effect of their actions on the project and inspiring them to

take prompt corrective action for the benefit of the team.

References

Amaresan, S. (2022). Expert Tips for Conflict Management for Every Personality Type.

Hubspot.com; HubSpot. https://blog.hubspot.com/service/conflict-management-

styles#:~:text=The%205%20Conflict%20Management%20Styles,compromising%2C

%20collaborating%2C%20and%20competing.

Bennett, M. (2022, May 3). Conflict Management Styles Explained in 5 Minutes.

Niagarainstitute.com; Niagara Institute.

https://www.niagarainstitute.com/blog/conflict-management-styles/

Conflict Management: Style and Strategy. (2023). Wright.edu.

http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#:~:text=Forcing%2 0%2D

%20using%20formal%20authority%20or,concerns%20while%20neglecting%2 0your

%20own

Valamis. (2023, April 18). Conflict Management Styles. Valamis; Valamis.

https://www.valamis.com/hub/conflict-management-styles#what-is-conflict-

management