LO4 - Interpersonal Conflict-Handling Styles

• win–win orientation 


  The belief that conflicting parties will find a mutually

  beneficial solution to their disagreement.
• Interpersonal Conflict Handling Styles​

  This model recognizes that how people respond behaviourally to a conflict situation depends on the

  relative importance they place on maximizing outcomes for themselves and maximizing outcomes for the other party
• Interpersonal Conflict Handling Styles​

  1. Problem solving
  2. Forcing
  3. Avoiding
  4. Yielding
  5. Compromising
• Problem solving

  tries to find a solution that is beneficial for both parties.
• Forcing 


  tries to win the conflict at the other’s expense
• Avoiding 


  tries to smooth over or evade conflict situations altogether
• Yielding


  involves giving in completely to the other side’s wishes, or at least cooperating with little or no attention to one’s own interests.
• Compromising 


  involves actively seeking a middle ground between the interests of the two parties
• Problem solving.

  Best when:​

  • Interests are not perfectly opposing.​
  • Parties have trust/openness.​
  • Issues are complex.​

  Problems: sharing information that other party might use to their advantage.
• Forcing.

  Best when:​

  • Quick resolution required.​
  • Your position has stronger logical or moral foundation.​
  • Other party would take advantage of cooperation.​

  Problems: relationship conflict, long-term relations.
•  Avoiding.


  Best when:​

  • Conflict is emotionally-charged (relationship conflict).​
  • Parties want to maintain harmony.​
  • Cost of resolution outweighs its benefits.​

  Problems: conflict unresolved; causes frustration/uncertainty.​
•  Yielding.​


  Best when:​

  • Issue is less important to you than other party.​
  • Value/logic of your position is imperfect.​
  • Parties want to maintain harmony.​
  • Other party has much more power.​

  Problems: increases other’s expectations.
• Compromising.

  Best when:​

  • Single issue conflict with opposing interests.​
  • Parties lack time or trust for problem solving.​
  • Parties want to maintain harmony.​
  • Parties have equal power.​

  Problem:  Sub-optimal solution where mutual gains are possible.​