Conflict Handling Modes

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7 Conflict Handling Modes In a situation where at least two people have similar goals but have limited resources, there reveals a struggle when these people try to achieve their goals. This situation is named as conflict. In conflict times, individual has his own form of behavior that he exhibits to other people with whom he has conflict (Rahim, 2000). The individual’s own way to respond to the conflict is known as conflict handling modes. Particularly, at workplace individuals spend time and interact with other workers (Friedman et al, 2000). This situation causes many conflicts; so, individuals should learn how to solve the problems under various conditions and situations (Munz et al, 2001). If the conflicts are not solved in appropriate…show more content…
However individuals’ style of approaching conflicts may differ person to person (Friedman et al, 2000). These styles were researched and the responses for each style were grouped. In most of the researches there are seen three main models to differentiate the styles (Patricia & Valentine, 1995). Although, these models are studied by different parties they have similar names and approaches to the issue. In our research Thomas and Kilmann’s model of conflict handling modes will be used. These conflict handling modes are stated as competing, collaborating, compromising, avoiding, and accommodating across two dimensions: Assertiveness and cooperativeness (Thomas & Kilmann, 1975) (see Table 1). Collaboration is the approach of the individual to solve the conflict while considering both parties’ concern. It is mostly formed with empathy and open communication that aims assertive situation which also requires high cooperation between the parties (Hatfield & Hatfield, 1995). In this mode, decision making with systematic approach is generally used. The main point in collaboration is that there can be found shared points in spite of the differences among people. The aim is not to decide on whether any party is right or wrong, but to solve the problem (Hatfield & Hatfield, 1995). Collaboration contributes more…show more content…
Specially, in healthcare organizations where non-medical primary caregivers also work, the continuity of conflicts damages the workplace environment, and that may negatively affect physiological and psychological wellbeing (Patricia & Valentine, 1995). These conflicts may result in turnover, absenteeism, low cooperation and unproductiveness. In healthcare organizations individuals who experience conflicts, also perceive distress. Because of this distress, healthcare professionals shows many psychosomatic symptoms (Harrison et al, 2002). However, if conflicts at the workplace are managed successfully, the negative conditions may be changed into more positive ones such as high motivation, work satisfaction, the sense of success (Rahim, 2000). Therefore, whether directly or not, using appropriate conflict handling modes might result in lower

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