Managing Groups and Teams: Styles of Conflict Management

May 1st, 2015
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The paper expounds on the different styles for managing conflicts that occurs in the groups and teams

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Managing Groups and Teams: Styles of Conflict ManagementNameProfessorCourseDateManaging Groups and Teams: Styles of Conflict ManagementConflict management refers to the process of limiting the negative outcomes of a conflict while increasing the positive results from the conflict. A conflict manager deals with a dispute in a rational, balanced, and in the effective way. The five styles of conflict management include competing, collaborating, compromising, accommodating, and conflict avoidance (Kim, 2012). The reaction of a leader towards a conflict limits or enables the success of the organization. Effective conflict management in an organization involves effective communication, problem solving skills, and good negotiating skills with the aim to restore the focus to the organization's goals.My primary conflict management style is collaborating. Collaborative style of conflict management involves being assertive and cooperative (Lussier, 2008). In many situations, I collaborate with the other party, seeking to achieve both of our goals. Instead of using the win-lose paradigm, collaborative style uses the win-win paradigm, where the parties involved in a conflict settles their differences without finding the winner or the loser. Collaborative style of conflict management becomes effective in complex situations where none of the conflicting parties gives in to their mistakes (Mossanen, 2014). This calls for a consensus between the conflicting parties. The d

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