Conflict Styles

Chapter 8 of our text includes descriptions conflict styles. What is interesting to me about interpersonal conflict styles is that different styles may be appropriate or inappropriate to use depending on where the conflict is taking place. Conflict involves a perceived or real incompatibility of goals, values, expectations, processes or outcomes between two or more interdependent individuals or groups (Martin & Nakayama, 211). When conflict occurs in a work environment, it is important that individuals are respectful. It is important that during conflict things do not get out of hand. If someone is angry, and has something to say that might not be respectful, the last thing they should do is take a direct approach. The direct approach is described in our text as "saying what is on your mind" (Martin & Nakayama, 216). Under some circumstances a person could be terminated from their employment if they used the direct approach. A better approach to use would be the discussion style. The discussion style combines the direct and emotionally restrained dimensions and emphasizes a verbally direct approach for dealing with disagreements (Martin & Nakayama, 218). When choosing to use the discussion style, one does not let their emotions get the best of them, and therefore will not say anything that is disrespectful. The directness and restraint will be able to bring the entire conflict to light, and the discussion will help resolve the conflict.

Outside of the workplace different conflict styles are more acceptable. For example, when a person is among friends or with their family they may be able to be more direct in their conflict style. Family and friends typically are more accepting of individuals for their personal styles. Although, some friends and family could still be offended by directness, so it is important to be aware of your audience when choosing your conflict style.