Running Header: Conflict Brief #1 1
How Do You Approach Conflict
Conflict Brief #1
Lashiroh Walker
COMS 560
Liberty University
Running Header: Conflict Brief #1 2
Executive Summary
Hocker and Wilmot define conflict, “As an expressed struggle between at least two
interdependent parties who perceive incompatible goals, scarce resources, and interference
from others in achieving their goals (2017, pg.3)”. Conflict is inevitable when frequently dealing
with other individuals, and can be destructive or productive depending on how it is dealt with.
When communication is effective conflict can be productive, but if communication is negative it
can be destructive. There are five styles of conflicts that are used; Avoidance, Dominating,
Compromise, Obliging, and Integrating. The purpose of this brief is to discuss the characteristics
of conflict styles, possible responses, contributing factors, and effective approaches.
Conflict Styles
Cahn and Abigail explained that avoidance is a strategy where people avoid engaging in
conflict. These individuals usually present behaviors that reflect submissive and defeated
personalities types. Cahn and Abigail state, “This is similar to the communication styles of
shyness or reticence because such individuals allow others to interrupt them, subordinate them,
or ‘walk all over them like a doormat (2014, pg 34)”. Hocker and Wilmot explain that advantage
to this approach is gives a person time to think of response to conflict, keep them from harm, and
allows individuals that are unimportant to that person to manage the conflict on their own
(2018,p.159). Hocker and Wilmot explain that the disadvantages to avoidance is that it will
signal to other people that you do not care enough to confront them about conflict, it may allow
the conflict unnecessarily escalate, and may later serve as a stage for explosion or backlash
(2018,p.159).
Running Header: Conflict Brief #1 3
Dominating (competitive) conflict style is characterized by aggressive and uncooperative
behaviors that cause a person to purse their own concerns at the expense of others (Hocker and
Wilmot, 2018, pg.163). “In this cycle, the participants are so concerned with winning that they
are unable to respond to integrative messages, if indeed those messages can even make it into the
conflict interaction” (Cahn & Abigail, 2014, p.38). Hocker and Wilmot explain that dominating
can be an advantage when a individual takes quick and decisive action in an emergency,
generates creative ideas, importance of external goals, and showing one's commitment to an
important issue(2018, pg.165). Dominating or competitiveness can be a disadvantage when
responding to conflict because it can harm relationship when one party is not willing to deal with
conflict, use convert measures to make the other party pay, or reduce conflict to two options
(winner or loser) (2018, pg.165).
Compromising is a middle of the road approach that makes sure that no one totally wins
of loses (Cahn & Abigail, 2014). Hocker and Wilmot explain that the compromising style
advantages are that conflict parties accomplish important goals, reinforces power balance, and
works best when other styles have failed (2018, pg. 172). Hocker and Wilmot explain the
disadvantages of this style that compromising can be seen as a “easy way” out solution. It may
also hinder others from providing a new creative option. Obliging or accommodation is a style
where an individual does not assert their needs but prefers a cooperative approach (2018,
pg.173). The advantages of obliging is that a person can demonstrate reasonableness, can prevent
one part harming the other, and can allow a relationship to continue without overt conflict
(Hocker and Wilmot, pg. 173). Hocker and Wilmot explain the disadvantages of Obliging
include fostering a undertone of competitiveness, a reduction in creative options, a
Running Header: Conflict Brief #1 4
pseudo-solution, and it can signal that a person may not be invested enough in the conflict to care
(2018, pg.174).
Hocker and Wilmot explains that integrating or collaborating shows a higher level of
concern for one’s goals, and the goals of others. This style also seeks for a successful solution of
the problem and enhancement of relationships (2018, pg.175). The advantages of integrations is
that collaboration solutions can satisfy all parties, shows respect for other parties, and builds on a
team or partnership approach (Hocker and Wilmot,2018, pg.178). The disadvantages of this style
is that if an individual is not investment is low then it will be a waste of time, integration could
possible be used as a tool of manipulation, a power discrepancy can occur between parties, and
one can be imprisoned in it (Hocker and Wilmot,2018, pg 178).
Assessment and Response to Conflict, and Contributing Factors
After taking the conflict style assessment by the United States Institute of Peace my
scores where recorded as; 100% Avoider, 73% Compromiser, 43% Accommodator, 36%
Problem Solver, and 0% Compete. The results of Avoider, Compromiser, Accommodator,
Problem Solver, and Compete seem extremely accurate in how I deal with conflict. When
addressing conflict I prefer to avoid it at all cost, and will separate myself from anything or
anyone that I fell may cause conflict. The only time I feel comfortable dealing with conflict if it
is with a co-worker I have a great relationship with, or if the resolution to the conflict does not
cause any strain on the relationship with my co-worker, or is not followed by disciplinary action.
I believe that when dealing with conflict management my strengths are being able to compromise
Running Header: Conflict Brief #1 5
with others, and accommodate their views. I am a very open minded individual that show great
concern for others well being, and I hate to be involved in conflict.
I believe that in order to become more effective in conflict management I need to work
on my skill as a problem solver and a avoider. In order to improve my approach to avoiding
conflict I should take decisive action, and be more vocal when discussing conflict, and be able to
come up with a plan. I feel that since I avoid conflict so much that it affects my ability to
effectively problem solve. In order to improve my approach to problem solving I should engage
more in conflict resolution by not agreeing to everyone else's solution to issues, and provide my
own feedback. Jeremiah 1:9 states, “Then the Lord put out his hand and touched by month, and
the Lord said to me “ Behold, I have put my words in your mouth (ESV)”. As Christian we must
be able to speak without fear, and give valuable feedback to others around us.
Conclusion
When dealing with conflict there is no there is multiple ways to engage in conflict
resolution, but one must first understand the styles of conflict. In conflict management different
styles such as Avoidance, Dominating, Compromise, Obliging, and Integrating can present
themselves with both positive and negative outcomes, and one must learn when these style are
helpful. As professionals we must understanding contributing factors to conflict and how they
affect our response to conflict. The we must utilize effective strategies to overcome conflict
obstacles.
Running Header: Conflict Brief #1 6
Resources
Cahn, D. D. & Abigail, R. A. (2014). Managing conflict through communication
(5th ed.).
Boston, MA: Allyn and Bacon.
Hocker, J. L., & Wilmot, W. W. (2018). Interpersonal conflict
(10th ed.). New York, NY:
McGraw-Hill Education.
