Submitted By KaHudson15
Words: 660
Pages: 3


Conflict in the workplace is unfortunately an inevitable thing leaders/managers will have to deal with, whether it be internal, or external, when it comes to dealing with consumers’ and customers. As a Human Resource Manager, a big part of my job will be to resolve conflict between team members, mangers and support staff, and even conflict between managers and executives. According the Leadership textbook, leaders and managers spend about 20 percent of their job dealing with conflict. Conflict can have an enormous impact on the moral of the team and have huge consequences for the organization (DuBrin). There are multiple conflict management styles that can be used to combat a plethora of different conflicts and situations. One for instance is the competitive style of conflict resolution. This style is a desire to achieve one’s own personal goals at the expense of the other party, or to dominate (DuBrin). This type of person is most likely to engage in win lose power struggles (DuBrin). These type of leaders are usually all about themselves, in that they are looking out for the best interest in themselves or their team in general. This style of conflict management can be effective in certain situations though. For instance, if there is an opportunity for advancement for just one individual, however, there are two people in the team that are qualified, it is ok to use competition as a means to motivate the two and evaluation which is better suited for the promotion. At the same time, it can be proven ineffective if those same two people are being made to compete when the position has already been opening for someone else. With the accommodative style of conflict management, the manager is all about appeasing or satisfying others’ concerns rather than worrying about his own needs or concerns (DuBrin). These types of people tend to be generous and self-sacrificing and will go out of their way to maintain a certain relationships. Working in retail, where “the customer is always right” is the best way to demonstrate this style. For instance, a customer may become so upset that the items he placed on hold earlier that day were sold by mistake. To ensure that he continues shopping at the store, and in an effort to diffuse the situation, the manager may decide to give the patron a store gift card in an effort to repair the relationship. Another style is the avoidant style of conflict management, in which the manager disregards and ignores the situation all together. Avoiders tend to combine lack