Conflict+Modes

Uses Ö When quick, decisive action is vital - for example, in an emergency Ö On important issues when unpopular courses of action need implementing - for example, cost cutting, enforcing unpopular rules, discipline. Ö On issues vital to group welfare when you know you’re right Ö To protect yourself against people who would take advantage
 * __Competing__** is assertive and uncooperative, a power-oriented mode. When competing, an individual pursues his or her own concerns at the other person’s expense, using whatever power seems appropriate to win his or her position. Competing might mean standing up for your rights, defending a position you believe is correct, or simply trying to win.

Uses Ö When you realize that you are wrong - to allow a better solution to be considered, to learn from others, and to show that you are reasonable Ö When the issue is much more important to the other person than to yourself - to satisfy the needs of others, and as a goodwill gesture to help maintain a cooperative relationship. Ö To build up social credit for later issues may be important to you. Ö When continued competition would only damage your cause - when you are outmatched and losing. Ö When preserving harmony and avoiding disruption are especially important Ö To aid in the development of others by allowing them to experiment and learn from their own mistakes.
 * __Accommodating__** is unassertive and cooperative - the opposite of competing. When accommodating, an individual neglects his or her own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person’s order when you would prefer not to, or yielding to another’s point of view.

Uses Ö When an issue is trivial or of only passing importance, or when other more important issues are pressing Ö When you perceive no chance of satisfying your concerns - for example when you have low power or you are frustrated by something that would be very difficult to change (national policy, someone’s personality, etc.) Ö When the potential costs of confronting a conflict outweigh the benefits of its resolution. Ö To let people cool down - to reduce tensions to a productive level and to regain perspective and composure. Ö When gathering more information outweighs the advantages of an immediate decision. Ö When others can resolve the conflict more effectively. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö When the issue seems tangential or symptomatic of another issue.
 * __Avoiding__** is unassertiveness and uncooperative. When avoiding, an individual does not immediately pursue either his or her own concerns of those of the other person. He does not address the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing the issue to a better time, or simply withdrawing from a threatening situation.

Uses <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To find an integrative solution when the concerns of both parties are too important to be compromised. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö When your objective is to learn - for example, testing your own assumptions, understanding the views of others. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To merge the insights from people with different perspectives on a problem. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To gain commitment by incorporating others’ concerns into a consensual decision. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To work through hard feelings which have been interfering with an interpersonal relationship.
 * __Collaborating__** is both assertive and cooperative - the opposite of avoiding. When collaborating an individual attempted to work with the other person to find a solution that fully satisfies the concerns of both. It involves digging into an issue to identify the underlying concerns of the two individuals and to find an alternative that meets both sets of concerns. Collaborating between two persons might take the form of exploring a disagreement to learn from another’s insights, with the goal of resolving some condition that would otherwise have them competing for resources, or confronting and trying to find a creative solution to an interpersonal problem.

Uses <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö When goals are moderately important but not worth the effort or the potential disruption involved in using more assertive modes. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö When two opponents with equal power are strongly committed to mutually exclusive goals - such as labor-management bargaining <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To achieve temporary settlement of complex issues. <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö To arrive at an expedient solution under time pressure <span style="font-size: 10pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; msofareastfontfamily: Symbol; msobidifontfamily: Symbol; msolist: Ignore; mso-bidi-font-size: 12.0pt; msobidifontsize: 12.0pt;">Ö As a backup mode when collaboration or competition fails.
 * __Compromising__** is intermediate in both assertiveness and cooperativeness. When compromising, the objective is to find an expedient, mutually acceptable solution that partially satisfies both parties. Compromising falls on the middle ground between competing and accommodating. Giving up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding but doesn’t explore it in a much depth as collaborating. Compromising might mean splitting the differences, exchanging concessions, or seeking a quick middle ground position.