Conflict and Conflict Resolution

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University of California, Berkeley *

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252

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Management

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Feb 20, 2024

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Conflict and Conflict Resolution The conflict style I most often employ is accommodation. When there are conflicts in a group setting, I accommodate to resolve the issue. For example, a group member may not be pulling their weight on an assignment due to external factors. My method of resolution often results in me taking on more work to accommodate their situation. One advantage of this conflict resolution style is that the conflict ends. I will be tasked with additional work. Although the conflict has been resolved, more work has been assigned to me than anticipated. As a result, me and other team members may be tasked to do more work, which is unfair. My conflict style is accommodation, my leadership style is front-line, and my management style is democratic. I believe this mix of styles shapes my conflict style. As a front- line leader, I hope my group understands the importance of our organization's strategy, goals, and missions. As an individual who is motivated and dedicated, I accommodate with group members who may not have the same passion as me. To ensure peace within the group and ensure we are working towards our goals, even if it means other team members and I take on additional work, I accommodate to end conflicts. Carrying the team's weight does not matter if it means we work towards our goal. However, there might be better resolution methods since taking on more work without further discussion or collaboration may cause problems within the team. As a democratic manager, I would like to be collaborative. However, my accommodation conflict style may result in different levels of collaboration within the team rather than an equal distribution of work. If a team member can put more work into a project, my accommodation conflict style may lead some of our team to take on more work than the person causing issues.

Another type of management style, such as autocratic, may address this issue better since they decide without negotiation. Based on the examples of conflict identified in my collaboration paper, how our organization reinforces white supremacy culture, and what I learned about conflict and resolution, I think I would change my answer. In the collaboration paper, our organization supported white supremacy by enforcing metrics to analyze productivity and identify improvement areas. However, this may not work with people who are uncollaborative. By following an accommodating conflict style, we ensure that everyone in the organization can progressively incorporate changes rather than forcing staff to switch immediately to a new and foreign way of working. Being accommodating would be helpful initially, but incorporating collaboration techniques would support the team later in implementing new work methods. Based on the examples of conflict identified in my leadership and management paper and what I learned about conflict and resolution, I would not change my solution method. In my leadership and management style paper, I identified a conflict with team members where a team member felt disengaged since the project was part of the requirement to graduate. As a result, they needed more internal motivation to deliver a high-quality product. We worked in collaboration to resolve the issues. I worked with the group members for my undergrad project to meet with my disengaged team members. We could discuss the issue at present and set goals for them to reach, ensuring that our work will be of presentation quality for the class. Meeting with team members and setting expectations allows for collaboration and, ultimately, improvements in outcomes. If I enacted my conflict resolution accommodation style, we would have needed to work collaboratively to resolve our conflict.

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