7. Conflict management style Competitive Person puts his/her interests before anyone else’s. The five approaches are: Avoidance (low assertive, low cooperation) – A person perceives that a conflict exists and withdraws from it, ignores it, or avoids the other party to the conflict. The CMD - M constitution regards issues of conflict management as one of the most fundamental objectives of the Centre. The systemic approach to conflict transformation can also be applied by trainers, conflict researchers, media-tors and other multipliers working in civilian conflict management and … - Avoidance - avoidance conflict is a … How can a mediator help facilitate management of a team conflict? 6. This 41 chapter suggests that conflict comes more from the management of these differences than from the differences themselves. 2. building and civilian conflict management (CCM) – and staff of donor organisations. Why? 8. Your approach, based on your personality style and the other party’s style, will have a great impact on how and whether a conflict is resolved amicably. Which approach to conflict resolution is best? - Approach-approach conflict is a situation in which a person has a choice between two or more alternatives with positive outcomes; for example, a person can choose between two jobs that appear to be equally attractive. The Conflict Transformation approach sees conflicts as destructive or constructive interactions, depending on how conflicts are dealt with or “transformed”. What are the different approaches to conflict resolution? The ability to deal with conflict effectively is directly related to overall management success and is just one aspect of relationship management 1. both the conflict and the region, and the capacities of the region as such and its components, including states, regional or sub-regional intergovernmental organiza-tions, and civil society networks. Aggressive approaches can work in the short term, as people can be bullied into accepting an outcome. Conflicts are viewed as an interaction of energies. 7/27/2016 7 Conflict management style Avoiding Does not get involved in a conflict. “You decide and leave me out of it.” Retreat and get away from everyone and everything. Appropriate when there is a clear advantage to waiting to resolve the conflict. Over time, people's conflict management styles tend to mesh, and a “right” way to solve conflict emerges. Can conflict be constructive? Too little conflict can indicate a stagnant organisation or disinterested or demoralised project team, whereas too much conflict indicates a dysfunctional team. What should a team do to create an integrative solution to a conflict? Understand why rows can spiral out of control. Based on these approaches, a starting point for dealing with conflict is to identify the overriding conflict style employed by yourself, your team or your organization. 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