There are five distinct conflict resolution styles that people use in team environments such as work, classroom settings or sports activities; however, not every style fits every situation. The strategy of “competing” as a means of gaining power and control stems from early childhood and is reinforced throughout our years in school and college. The ability to see a situation from someone else’s viewpoint, and to understand their needs, motivations, and possible misunderstandings, is critical to effective conflict management. Social life is the dominance of one group over another, and politics is the rhetorical justification of that group's control. Nevertheless, knowing the basic reasons a crisis management plan may fail or hinder successful resolution of the situation will help crisis management team members avoid those situations whenever possible. It can also be viewed as a BandAid approach that doesn’t really get to the root of a conflict. Conflict avoidance is when a person does not deal with the conflict at hand. The Thomas-Kilmann Conflict Mode Instrument identifies five conflict styles - competing, compromising, collaborating, avoiding, and accommodating - and provides guidelines regarding when each is appropriate in conflict situations. Avoidance The advantage of avoidance is that it can be useful if conflict will not produce a resolution toward the goal or the conflict is perceived as minimal. Avoider: Avoiders tend to step away from conflict. They are Some people handle conflict by criticizing and blaming the other person for the situation. A conflict is a common phenomenon in the workplace. Some people are naturally more empathetic than others, but empathy can be developed. This is the main claim of conflict/critical theory. As I shared in my last blog post that a conflict is a situation when the interests, needs, goals or values of involved parties interfere with one another. Another weakness that we noted was that the doctor in charge had no training himself and instead relied on the office manager to handle all of the conflict. They often keep their opinions to themselves in conflict situations so as not to continue or escalate the conflict. WALTER JOHNSON 29 SEP 2017 CLASS. They see admitting any weakness on their own part as a weakening of their credibility, and avoid it at all costs, and even try to shame them for being "at fault." Some of the strengths that I feel that I have when dealing with conflict are the ability to compromise, collaborate, cooperate, negotiate, and have vision. Conflict avoidance can manifest in many situations, whether it be personal relationships or in the workplace. People tend to use it … While it will be impossible to identify every potential weakness of a crisis plan, some weaknesses may be more obvious. The word "conflict" sounds negative and it often is when it happens outside of work, but inside the workplace, it is not always a bad thing. Here are some of the pros and cons associated with conflicts: Cons Perhaps the biggest concern for leaders and executives is the toll a conflict can take on workplace morale. Common Weaknesses. Weaknesses: Sometimes neither party really winds up with what he/she wants. Mediation, conflict coaching and team interventions are a few of the conflict management strategies usually provided by human resources personnel. Although there were weaknesses with the conflict process of this organization, they had some very strong aspects of their conflict resolution process. Instead, they use other tactics to avoid the issue. Strengths and Weaknesses of Conflict Theory. Conflict management is an essential attribute for a leader when dealing with different situations between employees, supervisors, or departments. 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