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Essay / Research Paper Abstract
A 3 page paper that discusses conflict management styles, which styles exist in the writer's workplace and which style the writer prefers. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: MM12_PGwkcnf.RTF
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Unformatted sample text from the term paper:
each party using whatever power they have to win (Hofstrand, 2006). 2. Accommodation places the other persons needs and interests above ones own. The person tries to be cooperative and
unassertive to the point of letting the other person win while they lose (Hofstrand, 2006). 3. Avoidance happens when the person simply avoids the conflict altogether and where parties are
indifferent to others interests and needs. This is the lose-lose style that includes uncooperative and unassertive behaviors (Hofstrand, 2006). 4. Collaboration happens when both parties search for a solution that
will satisfy the needs and concerns of everyone. This is the win/win approach. This style requires a great deal of commitment and often a great deal of time (Hofstrand, 2006).
5. Compromise comes somewhere in the middle of the other four approaches. Everyone wins and everyone loses because only some interests and needs will be satisfied (Hofstrand, 2006). Collaboration may
be perceived as the most desirable of the five styles but, in truth, each style has its time and place. Avoiding conflict does not always mean the individual is indifferent,
it could also mean the issue involving a particular conflict is not worth a conflict. Conflict management, in other words, does not always result in win-lose outcomes. It is entirely
dependent upon the specific issue and how important that issue is. Compromise, for another example, can be very effective when the parties believe that different outcomes would be acceptable.
It is also a fact that all five conflict management styles can be observed in any work setting. Even the same person may use each of these styles in different
situations. This is true in my workplace. It is also true that certain individuals tend to use one style more than the others. One person, for example, avoids conflict at
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