Compromising your viewpoint, attitudes and behaviour will be ineffective when dealing with interpersonal conflict. Compromising your viewpoint and opinions will never be an effective way to deal with this type of problems, because it will only lead you to act the way the other person wants you to.

Avoiding conflict attitudes and behavior will be ineffective when dealing with interpersonal conflict because it does not present a potential solution to solve the source of conflict.

If you compete with one another, it will be ineffective because you want to solve the problem, not make it worse. Whoever you’re conflicting with will never listen to you if you continuously clash and you won’t be able to do anything properly that way. Hope that helped you.

How do extroverts deal with interpersonal conflicts? Extroverts deal with conflicts in a different manner compared to introverts. Extroverts prefer to talk with their partners whenever they are arguing or disagreeing. Talking about things helps them figure out their emotions.

Competing, Avoiding, Accommodating, Collaborating, Compromising. “I win, you lose” involves a great concern for your own needs and desires and little for those of others. “I lose, you lose” involves conflict avoiders that re relatively unconcerned with their own or with their opponents’ needs or desires.

Accommodating style is the opposite of competing style. Accommodating style resolves conflict by giving in to the opposing party. You might need to use an accommodating conflict style or attitude when interacting with someone with a strong or abrasive personality.

Collaborating Style: A combination of being assertive and cooperative, those who collaborate attempt to work with others to identify a solution that fully satisfies everyone’s concerns. In this style, which is the opposite of avoiding, both sides can get what they want and negative feelings are minimized.

The 6 Types of Literary Conflict

• Character vs. Self. This is an internal conflict, meaning that the opposition the character faces is coming from within.
• Character vs. Character.
• Character vs. Nature.
• Character vs. Supernatural.
• Character vs. Technology.
• Character vs. Society.

Three Sources of Conflict

• Differences in behavior and communication styles.
• Differences in priorities and values.
• Workplace conditions, including poor communications from leaders.

Sources of Conflict in an Organization

• Goal incompatibility and differentiation.
• Interdependence.
• Uncertainty and resource scarcity.
• Reward systems.

Causes of conflict in the workplace

• poor management.
• unfair treatment.
• unclear job roles.
• inadequate training.
• poor communication.
• poor work environment.
• lack of equal opportunities.
• bullying and harassment.

It is a natural part of life that can have positive outcomes or incredibly destructive outcomes depending on how it is resolved. There are four basic types: inter/intrapersonal and inter/intragroup. The sources of conflict include changes in relationships, power struggles, life changes, and poor communication.

Causes of Conflict

• Conflicting resources. Employees rely on accessing resources, such as technology, office supplies and meeting rooms, to perform effectively.
• Conflicting styles.
• Conflicting perceptions.
• Conflicting goals.
• Conflicting pressures.
• Conflicting roles.
• Different personal values.
• Unpredictable policies.

The key to resolving conflict within an organization is the ability to listen. Each side should have the option to explain its role in the conflict and then listen to others involved. Generally, you can determine where the breakdown in communication occurred just by listening to all sides in the conflict.

Conflicts can be resolved in a variety of ways, including negotiation, mediation, arbitration, and litigation. Negotiation. By brainstorming options and looking for tradeoffs across issues, you may be able to negotiate a satisfactory outcome to your dispute without the aid of outside parties.

Common outcomes of lingering unresolved conflicts include delayed or missed deadlines, work recycling, lowered productivity and morale, increased employee turnover, and sometimes even litigation.

A person who opposes the use of war or violence to settle a dispute is called a pacifist. If you are a pacifist, you talk through your differences with others instead of fighting.

The Five Steps to Conflict Resolution

1. Step 1: Define the source of the conflict. The more information you have about the cause of the problem, the more easily you can help to resolve it.
2. Step 2: Look beyond the incident.
3. Step 3: Request solutions.
4. Step 4: Identify solutions both disputants can support.
5. Step 5: Agreement.

But it can be unhealthy or ugly if there is the inclusion of abuses, yelling and sometimes even getting violent with your actions. In such cases conflict confrontation may get ugly and destroy the positive relation between both the parties involved.

The biggest reason people avoid conflict is because they don’t see a clear way to bring up an issue and resolve it peacefully. They doubt their ability to guide the conversation or put forth a compelling case. They assume it’s going to be an argument and they’ll lose. There is always going to be conflict.

Conflict can be a healthy part of personal and professional relationships. Extensive research has demonstrated that conflict, when managed properly, strengthens relationships and teams and can serve as a catalyst for better solutions, innovation and growth.