HR Professionals and Conflict Management Styles

HR Professionals and Conflict Management Styles

Based on the results, the highest score is accorded to the compromising style of conflict resolution. The lowest score is accorded to the avoiding style of conflict resolution. Therefore, my most preferred style is avoidance, while the most used style is compromising. A turtle represents the avoidance style. Turtles avoid confrontation because they value peace. They tend to prioritize the absence of conflict more than their relationships or goals. Facing conflict is difficult for such individuals; thus, they tend to withdraw from the situation. At times they can give up their relationships and goals if they are connected to the conflict. Therefore, instead of solving these conflicts, the individuals escape from the conflict. For instance, in a work setting, an individual would choose to give up a relationship with a colleague and any goals associated with the interaction instead of resolving. Do you need urgent assignment help ? Get in touch with us at eminencepapers.com.

Foxes are compromising and have moderate concern for their relationships and goals. They tend to give up some of their objectives. They also convince their colleagues in the conflict to sacrifice some of their objectives. For these individuals, finding a solution that benefits both persons is critical. For instance, if a conflict arises due to personal interests, that may affect workplace activities in work situations. In such a case, the compromising style of conflict resolution would allow both parties to give up some of their interests and find a common goal that allows both individuals to benefit.

The accommodating style of resolution is challenging because it requires extreme compromise on one end. Teddy bears represent the conflict resolution style. Such individuals seek to be liked by others and will choose relationships over conflict resolution (ASHA, 2021). Choosing harmony over conflict denies both parties the benefits that arise from the process of conflict resolution. In this type of conflict resolution, one individual wins while the other loses. Thus, I would not recommend the method of conflict resolution because it can lead to extended negative effects of conflict for a longer period. For instance, individuals who accommodate others during conflict tend to experience the negative aspects of conflict, such as emotional turmoil, for longer than individuals who utilize other methods. Such a situation would have a negative effect on the work performance of individuals and their commitment to the various decisions (Awan & Saeed, 2015).

It is important for HR professionals to understand other conflict resolution styles because individuals use them within their organizations (Liddle, 2017). Understanding other styles helps them identify the assorted styles that others employ. For instance, an individual who uses the avoidance approach can be advised to change their perception of conflict resolution. This allows healthy and beneficial conflict to take place, leading to organizational advantages. Employees also learn from the process of conflict resolution. Another individual who uses the accommodation approach allows the HR professional to guide them towards more beneficial approaches. In addition, training employees or creating awareness about conflict, its benefits, the process of resolution, and the dynamics of conflicts is necessary. This cannot be achieved if the HR professional is not conversant with other types of conflict resolution. Creating such awareness allows employees to adopt good styles of conflict resolution and embrace the importance of conflict. As a result, conflict does not disorient the employees due to the information that is provided during training or the sensitization period.

References

ASHA. (2021). Issues in Ethics: Conflicts of Professional Interest. Retrieved from American Speech-Language-Hearing Association: https://www.asha.org/practice/ethics/conflicts-of-professional-interest/

Awan, A. G., & Saeed, S. (2015). Conflict Management and Organizational Performance: A Case. Research Journal of Finance and Accounting, 6(11), 88-102.

Liddle, D. (2017). Managing Conflict. Kogan Page Limited.

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As an HR professional, it is vital that you know and understand your own conflict management style and preferred approach to conflicts in order to be more effective at addressing conflict situations that involve others with different styles. As you work on this Assignment, keep in mind that each style has its benefits. There is no right or wrong conflict management style; however, some may be more appropriate for specific situations than others.

To complete this Assignment, review the Learning Resources for this week and respond to the following key points in a 2- to 3-page academic paper.

Note: Pay particular attention to Liddle’s (2017) Chapter 1, “Conclusions,” Figure 1.1, and Table 1.2.

Complete the “Conflict Management Styles Assessment” available within this week’s resources by The Blake Group to learn about your conflict management style.
Explain the results, including in your analysis whether you believe the results of this assessment provide an accurate assessment of how you handle conflict. Share your rationale and include examples from workplace situations.
Describe a conflict management style different from your own that you might find challenging to work with as an HR professional. Explain your rationale and include an example.
Explain why it is vital that HR professionals understand all of the conflict management styles, not just their own. In addition, explain why it is important for HR professionals to have a repertoire of conflict management styles to use depending on the type of conflict situation that needs to be addressed. Explain your rationale using examples from workplace situations.