BUS501: Response

Conflict resolution strategies include avoiding, accommodating, forcing, and compromising. Personally, I believe that avoiding, accommodating, and compromising are the three most fundamental strategies. The avoiding strategy allows for the individuals involved to cool down prior to the escalation of conflict. It identifies that there is a time and place and allows the manager to step away from conflict when it is not appropriate or feasible. Accommodating calls for the manager to make both sides feel happy and heard. This strategy emphasizes relationships as those using this style see conflict as disruptive. Accommodating one’s desires in an event of conflict as a manager puts the manager’s desires secondary in addition to the overall goal. Although accommodations, may not be suitable in every situation, it emphasizes the desire to maintain relationships between manager and employee creating a happy workplace where employees feel heard and seen. Compromising calls for a “meet in the middle” approach. Within this approach, there are two opposing sides and the manager is working to ensure both can get what they desire. Unfortunately, like the other concepts, this one has its faults as well. With compromising, a sense of distrust can evolve, both parties may feel like they won or lost, and both sides must be willing to negotiate and prioritize the relationship over their desires (Hynes