Excerpt From The Art Of Managing: Conflict Behavior Styles
Conflict Behavior Styles
Conflict behavior styles are the set of patterns that people employ in order to react to conflict. There are four commonly used conflict behavior styles: Behaviors focused on efficacy and effectiveness, behaviors focused on power and authority, behaviors focused on harmony and relationships, and behaviors focused on intimacy.
One's conflict behavior style can be predicted by identifying a personality trait from different big five models of personality. People with an avoidance-focused style will fail to generate viable solutions because they become overwhelmed by the potential consequences of failure. This type of person is more comfortable with inaction than action because they will have fewer consequences when nothing much happens if they graciously step back from confrontation. People with an approach-focused style are more likely to resort to aggressive tactics as a way of obtaining their goals. These types of people can be demanding, abrasive, or pushy in their efforts to get what they want. People with an affiliation-focused style tend to use indirect tactics such as the use of nonverbal communication and the building up of personal relationships in order to get what they want. A people with a power-focused style have a tendency to be aggressive and confrontational when they feel that they are being disrespected or excluded from social groups.
Behaviors focused on efficacy and effectiveness
The behaviors of those who are focused on efficacy and effectiveness contrast with those who are approach- or avoidance-focused. This conflict behavior style is characterized by intense efforts to avoid the problems of failed negotiations and failed relationships. Because the central focus is on the desires and needs of those who are approach- or avoidance-focused, those with behaviors focused on efficacy and effectiveness are more likely to be highly rational. They tend to handle their relationships in a straightforward manner and do not waste time trying to maintain an overly friendly appearance as opposed to being direct about their needs.
Behaviors focused on power and authority
Persons who are focusing on power and authority will try to become either superior or inferior depending upon whether they are dealing with people who have more power than themselves, or with people who have less power than themselves. Those in the superior position try to minimize the power of others, while those in the inferior position try to increase their own power. While those focused on authority may initially come across as polite and well mannered, they can turn aggressive as they assert their own agenda. They are more likely to use intimidation as a tool for getting what they want than those who are focused on efficacy and effectiveness.
Behaviors focused on harmony and relationships
The focus of people who have a harmony-focused conflict behavior style is on the preservation of relationships when faced with conflict. They are highly sensitive to social norms and expectations regarding social behavior, so that their best efforts are made to avoid any type of conflict situation at all costs. Because of their focus on relationships, harmony-focused people have a hard time concentrating on the issue at hand and tend to become argumentative or even belligerent when they are frustrated or angry.
Behaviors focused on intimacy
A person who is focused on intimacy will show either a pushy or withdrawn behavior in response to conflict. People with pushy behaviors attempt to gain others' approval and appreciation for their efforts, even if what they are offering is inappropriate. People with withdrawn behaviors tend to avoid contact with others, which can lead to feelings of loneliness or boredom.
There is also a positive and negative side to conflict behavior styles. The positive side of the conflict behavior styles focus on efficacy and effectiveness, power and authority, harmony and relationships, and intimacy is that they are effective tools in resolving issues. The negative side of conflict behavior styles is that they can interfere with one's work environment by creating an atmosphere of distrust.
The conflict behavior style model predicts that those who are not clear about the role of conflict in their lives will be more inclined to use ineffective communication strategies. For example, avoidance-focused people tend to use denial as a way to gain psychological distance from situations that are uncomfortable for them. Those who are focused on power and authority will tend to avoid using confrontational tactics in order to maintain a more positive demeanor. Those who are focused on intimacy will resort to indirect tactics such as manipulation or the avoidance of confrontation altogether.
It is important for people who have a specific conflict behavior style to understand how their approach-focused or avoidance-focused behaviors affect those around them. Because each conflict behavior style exists in one of four quadrants, it is possible for a person with an approach-focused style to be directly in conflict with a person who has an avoidance-focused style. In these situations, individuals may unintentionally create feelings of resentment because their different styles cause them to experience the same situation differently.
The key to developing workplace strategies that accommodate the different styles of conflict behavior is in understanding what each style would be most likely to do in a given situation. Attempting to understand the various styles of conflict behavior can help you improve your understanding of other people, and will make work more meaningful for you as well.
When Are Conflicts Most Likely To Arise?
Conflicts can arise anywhere at any time. They can occur when two employees who have had a negative experience with one another are assigned to work together. They can involve employees who are confused about why an action was taken and how it affects their own responsibilities. They can refer to the emotional reactions that come with dealing with conflict situations.
Most people are not aware of the potential for conflict when they interact with others. It is important to understand how other people act and think in order to begin developing a strategy for dealing with those types of behaviors. The following are some examples of situations that commonly result in conflicts:
Work conflicts - The need for coworkers to communicate, plan, and co-operate together without conflict can be difficult for some individuals. Disagreements over the quality of work or who should get credit for an accomplishment may lead to a misunderstanding that causes conflict between coworkers.
- The need for coworkers to communicate, plan, and co-operate together without conflict can be difficult for some individuals. Disagreements over the quality of work or who should get credit for an accomplishment may lead to a misunderstanding that causes conflict between coworkers. Negotiations - Employees may negotiate with each other in a supervisory role to resolve conflicts of interest.
- Employees may negotiate with each other in a supervisory role to resolve conflicts of interest. Relationship difficulties - Because interpersonal relationships are an inevitable part of everyday life, conflict is bound to arise from time to time as people work together. These situations can be incredibly difficult for people to handle, especially if they are not aware of their own styles' tendencies.
- Because interpersonal relationships are an inevitable part of everyday life, conflict is bound to arise from time to time as people work together. These situations can be incredibly difficult for people to handle, especially if they are not aware of their own styles' tendencies. Small group dynamics - Conflict between individuals who have been in the same position for a long time is common in organizations. In these kinds of conflicts, it becomes necessary for at least one person to step aside and seek a different balance within the group so that everyone's needs can be met without creating tension or disrupting team dynamics.
cONCLUSION
Workplace conflict can make many people uncomfortable, but it can be prevented by using the skills that you learned in this article. With the help of these strategies, relationships between co-workers can become stronger and all employees will feel more appreciated. By approaching each situation with these skills, it is possible to develop a workplace environment filled with respect and harmony.
For additional information on how to deal with conflict at work, please see:
Publications by the University of Waterloo's Office of Teaching and Learning & the School of Business.
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