Sample Management Paper on Conflict Management Styles

Conflict Management Styles

Based on the questionnaire survey details from the five aforementioned surveys; my favorite conflict management style is the ‘accommodating’ approach. Accommodating refers to the tendency to accept others’ welfare and put their needs ahead of your needs (Cordell, 2018). Therefore, since I acquired the highest score it means that I am ready to allow others’ desires and needs to come first before intergrading my desires. It is usually regarded as the fundamental win/ lose situation, implying that I am ready to lose for the benefit of making others tin. Being an accommodator yielded low scores of cooperation and assertiveness. It is through this management system that the productivity of persons and employees is revitalized. Through been inferior regardless of your position to maintain others is the greatest aspect of self-sacrifice, mostly portrayed by senior personnel.

Smoothing is my second most preferred style. This is due to the cooperative aspect portrayed by this approach. Cooperation draws in after the accommodating aspect seems to be hard-felt. I tend to prefer giving out my way and losing attributes for the benefit of making someone be able to underly the prospects of peace. For especially most of the persons who are so assertive sometimes it becomes necessary to ‘give in’ to make them feel the way they will be contented to solve the conflict. In this regard, even losing a ‘voice’ becomes part of the game during compromising so as not to avail.

Kilmann Thomas (2020) indicated a theory of a win-win situation. This paves way for collaborating as the mid-third preferred conflict resolution style. From the survey, the clear indication illustrated my aspect of being ready to collaborate and work closely to ensure that as I keep striving to satisfy and justify my needs, I should also focus on improving the needs of the other person’s interests too, yielding the fundamental I win, you win situation at the end of the conflict. According to Thomas and Kilmann’s model, collaborating is a procedural step of partnering with others for the benefit of obtaining a resolution that completely gratifies their issues. It implies fully investigating a situation to obtain satisfiable solutions for both parties which lastly makes them both win. That involves exploring any form of disagreement between two parties, allowing each of them to express themselves, and, lastly trying to obtain a quantifiable solution that will make both the conflicting parties have an everlasting peace of winning in the situation. Collaborating enhances peace and creates back a sense of togetherness.

Compromising is amongst the second-lowest preferred style that I so prefer in conflict management. In this style, it means that I will try every way possible to distinct the arising issues and in establishing a central point of things working out for all parties. This implies that it is either ‘you lose completely or gain some or I lose and you gain some’ approach. In this method, it implies that I should be willing to accept the results, however, underserving they may seem. The aspects of cooperativeness and assertiveness are moderate in this style as attributed to Thomas and Kilmann model. As clearly depicted by the underlying situation of either winning or losing or sharing the gains. As such this approach indicates that parties should be ready to embrace aspects of cooperativeness towards accepting the feedback results obtained.

Based on the results from the survey data, Competing is the least preferred approach in conflict management. The reason for this is due to the ‘winning’ master in every situation. Being in such a scenario means that I won’t be ready to focus on others’ interests, but rather I puts my interest on top of others. In other words, in this case, such a person won’t be able to cooperate in listening to the aspirations and issues discussed by the others and may at all times focus on achieving a certain goal at the end of each test. It is a directive form and power established which focuses on ‘a must establish of something’. Based on Blake and Mouton’s grid such leaders with these attributes are forceful authority to coerce the others to do without considering the whatever form of results that may be obtained, they don’t allow a ‘no’ as an answer. In such a scenario, it means that I will decide to do anything just to top others irrespective of any measures that I can take. In such cases, I can even make others suffer just to portray the up-utmost title. It is related to what Northouse (2010) said; they mostly use their powers to triumph over others.

From the survey model analysis, the three most desiring approaches to conflict management were the styles that clearly illustrate my relationship with others and how I will undertake into resolving a ‘battle’ whenever it arises. The most preferred was accommodating, the second most preferred was smoothing and the third most associated with compromising. All the three aspects of conflict management are related and they are based on creating a cooperative and cool environment for conflicts management (Chen et al., 2019).






Cordell, A. (2018). The Negotiation Handbook. Routledge.

Chen, H. X., Xu, X., & Phillips, P. (2019). Emotional intelligence and conflict management styles. International Journal of Organizational Analysis.

Cho, K. W., Yi, S. H., & Choi, S. O. (2018). Does Blake and Mouton’s managerial grid work? the relationship between leadership type and organization performance in South Korea. International Review of Public Administration23(2), 103-118.