Accommodating conflict management style

Accommodating conflict management style
See also
Emotional intelligence competencies Styles of handling conflict Negotiation techniques Styles of conflict management Negotiation strategies Low power distance Participatory management Model of emotional intelligence Leadership competencies

Accommodating conflict management is a style of conflict resolution which focuses on the needs and wants of the other party over one's own. It is a selfless style of management where the manager puts the needs of the other party before their own needs and wants. The manager will be flexible, compromising and understanding and will work with the other party to find a mutually beneficial solution. This style of conflict management is often used when the other party is more knowledgeable or experienced than the manager.

Example of accommodating conflict management style

• A manager might use accommodating conflict management style when trying to resolve a dispute between two employees. The manager will take the time to listen to both parties and understand their perspectives, and then try to find a mutually beneficial solution that takes into account both of their wants and needs.
• A manager could use accommodating conflict management style when dealing with a difficult customer. Instead of insisting on the company's policy, the manager could be understanding and accommodating and try to find a solution that works for both the customer and the company.
• An accommodating conflict manager might also be used when dealing with a supplier who is demanding a higher price than the company can pay. The manager could be flexible and compromising and try to negotiate a price that works for both parties.

Best practices of accommodating conflict management style

1. Listen to and Acknowledge the Other Party's Needs: A key aspect of accommodating conflict management is to listen to the needs and wants of the other party. Listening to their needs and validating them can help to build trust and understanding between the parties.
2. Look for Common Ground: When engaging in accommodating conflict management, it is important to look for common ground between the parties. This can help to create a shared understanding and can help to identify areas of agreement.
3. Negotiate and Compromise: Negotiation and compromise can be effective tools in accommodating conflict management. Through negotiation and compromise, both parties can work together to reach a mutually beneficial agreement.
4. Respect and Value the Other Party's Perspective: When engaging in accommodating conflict management, it is important to respect and value the other party's perspective. This can help to create an atmosphere of understanding and can help to build a relationship based on trust and respect.
5. Be Flexible and Open-Minded: When engaging in accommodating conflict management, it is important to be flexible and open-minded. This can help to create a feeling of safety and can help to prevent the other party from feeling isolated or misunderstood.
6. Focus on Solutions: When engaging in accommodating conflict management, it is important to focus on solutions rather than the problem. This can help to find a mutually beneficial outcome and can help to create a positive atmosphere.
7. Utilize Problem-Solving Techniques: Utilizing problem-solving techniques such as brainstorming, role-playing, and consensus-building can help to create an atmosphere of collaboration and can help to find a resolution that works for both parties.
8. Use Effective Communication: Effective communication is an essential part of accommodating conflict management. This can help to create an atmosphere of understanding and can help to ensure that each party’s needs and wants are heard and respected.

When to use accommodating conflict management style

Accommodating conflict management is a style of conflict resolution which focuses on the needs and wants of the other party over one's own. This style of conflict management can be used in a variety of situations, such as:

• When the other party is more knowledgeable or experienced than the manager.
• When the manager wants to build a good relationship with the other party.
• When the manager wants to maintain the peace and harmony in the group.
• When the manager wants to gain the trust of the other party.
• When the manager wants to demonstrate their willingness to compromise and find a mutually beneficial solution.
• When the manager wants to show respect for the other party's views and opinions.

Advantages of accommodating conflict management style

Accommodating conflict management is a style of conflict resolution which focuses on the needs and wants of the other party over one's own. The advantages of this style of conflict management include:

• It can lead to a faster resolution of the conflict, as it focuses on finding a solution which is beneficial to both parties.
• It is often a selfless approach, where the manager puts the needs of the other party before their own.
• It can help to create a better relationship between those involved in the conflict, as both parties must work together to find a solution.
• It can be effective in situations where the other party is more knowledgeable or experienced than the manager.
• It can help to create a more positive work environment, as the manager is compromising and demonstrating understanding.
• It can lead to more creative solutions, as both parties are encouraged to think outside the box.

Limitations of accommodating conflict management style

Accommodating conflict management style is a selfless style of management which puts the needs and wants of the other party over one's own. However, this style does have some limitations and drawbacks. These include:

• The manager may sacrifice their own needs and wants in order to meet those of the other party. This could lead to resentment and dissatisfaction on the part of the manager.
• By compromising too much, the manager may not be able to come up with the best solution for the situation.
• The other party may take advantage of the manager's accommodating nature and make unreasonable demands.
• Over-accommodation may lead to the manager's own feelings being ignored, which can lead to burnout and disengagement.

Other approaches related to accommodating conflict management style

An introduction to the list of other approaches related to accommodating conflict management style is the following: Below is a list of other approaches that can be used in conjunction with accommodating conflict management style.

• Collaborative Conflict Management: This style of conflict resolution focuses on finding a mutually beneficial solution that satisfies both parties. This requires joint problem solving, communication, and negotiation.
• Compromising Conflict Management: This style of conflict resolution involves both parties making concessions to reach an agreement. Both parties must be willing to give up something to achieve a satisfactory solution.
• Conflict Avoidance: This style of conflict resolution involves avoiding the issue or avoiding the person in order to keep the peace. This is not a recommended approach as it does not address the issue and can lead to further tension in the future.
• Win-Win Conflict Management: This style of conflict resolution involves finding a solution that is beneficial to both parties. The goal is to ensure that both parties walk away feeling satisfied with the agreement.

In summary, accommodating conflict management style is just one approach to resolving conflicts. Other approaches include collaborative conflict management, compromising conflict management, conflict avoidance, and win-win conflict management. All of these approaches require communication, negotiation, and problem solving in order to find a mutually beneficial solution.

Suggested literature

• Ma, Z. (2007). Competing or accommodating? An empirical test of Chinese conflict management styles. Contemporary Management Research, 3(1), 3-3.