Conflicts are almost synonymous with the activities that people engage in every day. Through the different forms of conflict management and resolution including accommodation, competition collaboration, avoidance, and compromise, parties are in a position to make informed decisions. Different situations call for a unique style of conflict management. The subject and nature of the topics that turn out to be contentious become the determining factor of the most efficient method. There is no great method of solving conflicts due to the varying objectives, implications, and approach used by the people in a controversy.
Among the five identified methods of conflict resolution, none would be said to be a model approach for any situation that individuals face. The rationale for this is that the conflict management styles cannot be imported as blueprints into a disagreement without tailoring it to reflect the issues in question (Wallensteen, 2015).For instance, some conflicts may require accommodation to ensure the interest of all the people in a group is captured in the final resolution. However, this may not be applicable in a situation whereby ideas that contradict common sense or a contextual law demands to be accommodated. This may require competition through the presentation of logic and rationale.
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Also, resolving a conflict may require the application of more than one management style. The different phases of a conflict resolution may dictate this approach. For instance, at the beginning of the judgment, competition may be vital so that all the parties provide a rationale for their arguments (Wallensteen, 2015). These may narrow down to accommodation and collaboration where each of the parties loses their hard stances to allow for hybrid decisions. Therefore, none of the management styles can be regarded to be greater than the rest.
References
Wallensteen, P. (2015). Understanding conflict resolution .Sage.
