Communication And Problem Solving – Essay Example

Running head: CONFLICT RESOLUTION Conflict resolution Module: Lecturer: Organizations are run by people and it is teamwork that prevails (Pierce, 2009). A team is comprised of individuals who need to achieve set goals collectively after each individual’s input. It is common knowledge that people working together have differences which bring forth conflicts. Flanagan and Runde (2009), state that conflicts involve parties that feel aggrieved and therefore relationships need to be restored and some assertion instilled so as to deter hardliners from hampering the resolution process. For these reasons there are a number of ways that such conflicts can be resolved.
Compromising is one style that in itself calls for the parties to a conflict to recede ground so as to accommodate the other. It at times acts to make people back off a bit from their hard held positions and soften their stance (Kraybill, 2006). It preserves the relations and asserts on a rather medium scale.
The other is accommodation whereby parties try to please the other. This style is characterized by agreements without much discussions or thought. Involved parties try as much as possible to agree to the terms of the other in order to preserve their relations. This process is not assertive and one party may sacrifice too much for the sake of the relationship while undermining their real positions says Ramsbotham et al. (2005).
Managing a conflict is not an enviable task in many occasions but when it calls for that then the best style should be adopted according to Pierce (2009). It is important to ensure that relationships are restored and all parties have felt that their true feelings have been considered. In this regard the compromise style is better than the accommodation style.
Flanagan, T. and Runde, C. (2009). How teams can capitalize on conflict. Strategy an leadership. Emerald group publishing. 37(1). 20-22.
Kraybill, R. (2006). 5 styles of leadership. Retrieved October 1, 2010 from
Pierce, K. (2009). Healthy conflict resolution. The Pierce Group.
Ramsbotham, O. et al. (2005). Contemporary conflict resolution: The prevention, management and transformation of deadly conflicts. (2nd Ed). Polity.