When faced with conflict, individuals with an accommodating conflict style tend to harmonize into others' demands out of respect for the social relationship. This passive pro-social approach emerges when individuals derive personal satisfaction from meeting the needs of others and have a general concern for maintaining stable, positive social relationships. By neglecting to address high-conflict situations, avoiders risk allowing problems to fester or spin out of control.Īccommodating conflict style In contrast, yielding, "accommodating", smoothing or suppression conflict styles are characterized by a high level of concern for others and a low level of concern for oneself. During conflict, these avoiders adopt a "wait and see" attitude, often allowing conflict to phase out on its own without any personal involvement. The dual model identifies five conflict resolution styles or strategies that individuals may use depending on their dispositions toward pro-self or pro-social goals.Īvoidance conflict style Characterized by joking, changing or avoiding the topic, or even denying that a problem exists, the conflict avoidance style is used when an individual has withdrawn in dealing with the other party, when one is uncomfortable with conflict, or due to cultural contexts. The intersection of these two dimensions ultimately leads individuals towards exhibiting different styles of conflict resolution. Īccording to the model, group members balance their concern for satisfying personal needs and interests with their concern for satisfying the needs and interests of others in different ways. The dual concern model of conflict resolution is a conceptual perspective that assumes individuals' preferred method of dealing with conflict is based on two underlying themes or dimensions: concern for self ( assertiveness) and concern for others ( empathy). Also, this methodology has been applied to capture conflict styles on the Korean Peninsula and dynamics of negotiation processes. The curve explains why nonviolent struggles ultimately toppled repressive regimes and sometimes forced leaders to change the nature of governance. Under such circumstances it might lead to apocalypse with mutual destruction. CRC does not exist (i.e., singular) in reality if the aggression of the aggressor is certain. So, arrival of conflicting entities to some negotiable points on CRC is important before peace building. Their judgements of badness compared to goodness of each other are analogous on CRC. There is a sort of agreement between targets and aggressors on this curve. Forced resolution of conflict might invoke another conflict in the future.Ĭonflict resolution curve (CRC) separates conflict styles into two separate domains: domain of competing entities and domain of accommodating entities. The conflict resolution curve derived from an analytical model that offers a peaceful solution by motivating conflicting entities. Conflict resolution by peaceful means is generally perceived to be a better option. There are many examples of conflict resolution in history, and there has been a debate about the ways to conflict resolution: whether it should be forced or peaceful. There are a plethora of different theories and models linked to the concept of conflict resolution. The concept of conflict resolution can be thought to encompass the use of nonviolent resistance measures by conflicted parties in an attempt to promote effective resolution. The term conflict resolution may also be used interchangeably with dispute resolution, where arbitration and litigation processes are critically involved. Ultimately a wide range of methods and procedures for addressing conflict exist, including negotiation, mediation, mediation-arbitration, diplomacy, and creative peacebuilding. Behavioral resolution is reflective of how the disputants act, their behavior. Emotional resolution is in the way disputants feel about a conflict, the emotional energy. Cognitive resolution is the way disputants understand and view the conflict, with beliefs, perspectives, understandings and attitudes. Dimensions of resolution typically parallel the dimensions of conflict in the way the conflict is processed. Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions reasons for holding certain beliefs) and by engaging in collective negotiation. Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.
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