These behaviors are usefully categorized according to conflict styles.
Each style is a way to meet one's needs in a dispute but may impact other people in different ways.
The causes of conflict range from philosophical differences and divergent goals to power imbalances.
Avoiding When preparing for your next negotiation, there are four important points of consideration related to negotiating styles. Do you lean towards Competing, Accommodating, Avoiding, Compromising, or Collaborating?
Second, consider the other side’s negotiating style.
The avoidance strategy seeks to put off conflict indefinitely.
Cultural Linguistic Services, within the Office of Talent Management, is in need of tutors to help UW-Madison employees develop their learning in areas such as: English language, literacy (English and Spanish), writing, math, and other subjects. To become a tutor, complete an Conflict is often best understood by examining the consequences of various behaviors at moments in time.
In the heat of a conflict when emotions are high, what do you do?
Do you ignore the issues and bury them or do you let the other person have their way?
By understanding each style and its consequences, we may normalize the results of our behaviors in various situations.
This is not to say, "Thou shalt collaborate" in a moralizing way, but to indicate the expected consequences of each approach: If we use a competing style, we might force the others to accept 'our' solution, but this acceptance may be accompanied by fear and resentment.
If we accommodate, the relationship may proceed smoothly, but we may build up frustrations that our needs are going unmet.
If we compromise, we may feel OK about the outcome, but still harbor resentments in the future.
As Markman, Stanley, and Blumberg (1996) conclude, "becoming more aware of the effects of your differing communication styles [in relationships] can go a long way toward preventing misunderstandings" (p.