Tuesday, February 11, 2020

Conflict Resolution and Organizational Culture Case Study

Conflict Resolution and Organizational Culture - Case Study Example It is evidently clear from the discussion that Kilmann has clearly brought out that every person tends to behave differently in times of an issue and conflict. He explains that all the conflicts and resolutions of conflicts are based on the behavior of the person. He classifies this into two main types, a) assertive, i.e. where the person focuses on ‘my’ needs and desired outcome and agenda, while the other one is b) Cooperativeness, where the person focuses on ‘others’ needs and mutual relationships. The author explains that based on these two dimensions; there are five different modes that people tend to respond to the conflict situations. Competing: This is the first of the five possible outcomes. People who fall into this category are too self-focused and will take any step possible to win their own position. Here the person tends to do anything to defend the position that they believe is correct or also simply to be able to win. Accommodating: This is a situation where the person is unassertive and cooperative. This is where the person tends t forget their own needs and concerns for others and the individuals tend to be selfless and generous and ever yielding to the other person’s views. Avoiding: This kind of people fall into the unassertive and uncooperative category. Here the person does not try to pursue his own issues nor does he pay attention to the other individual and hence tries not to deal with the conflict at all. Here there is a behavior which mainly is trying to postpone the issue, or simply trying to withdraw from a threatening situation. Collaborating: Here the person tends to be both assertive as well as cooperative. The aim here is to ensure that the concerns of both parties are satisfied.

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