Managing Conflict in the Workplace

“Managing Diversity and Conflict in the Workplace”

My conflict handling style is link to my personality style which can be described as “accommodating”. In my opinion, group results are more important than personal accomplishments and it concerns as much my own interests as those of the other group members. I consider myself as nurturing, highly perceptive, motivational and I am able to create an atmosphere of trust and collaboration. That is why we can guess that is the best way to go ahead towards the aim of the group.

Indeed - to my part - a conflict is an opportunity to clarify our roles and functions in certain situations. What is more, it allows defining the rules of interaction in an attempt to strengthen our relationships.

But even though accommodating seems to be a good solution - at the first sight - because this handling style is appropriate when the final issue matter for the whole group. Actually it is the case when winning is less valuable than peace (or when you want to be in position to collect on this “kindness” you gave). Nevertheless, people may not return favours, and generally this approach is not likely to provide the best outcomes.

Thus it exist limits to this handling conflict style.

So for instance I experienced a conflict situation during one of my student project: my partner was in the last year of school and need to pass this requirement to be graduated. However, she didn’t care about the project itself and at the same time she was worried about finding an internship. That’s why she didn’t involve herself in the project. I knew she didn’t act well but I am aware of her situation. So for the interest of the group I cover some of her deeds and we decided to act like a team in front of our manager. But at the end the third member of our group broke our “deal” and the project were cancelled for us except for the last one.

I understood that - even I keep a good atmosphere in the group which allows us to maintain a good...