Compromising: A Half-Way Approach to Conflict Resolution Conflict styles come in different shapes and forms and each paint a picture of how an individual negotiates and resolves disputes. As it stands out from a questionnaire and assessments from others, I am a compromiser. Compromisers always seek a middle ground in situations. Ultimately, although compromising allows each party to achieve some part of what they desire, it sometimes triggers exclusion, hurt, and anger in others and leads to both parties reaching decisions neither originally intended.
Compromising Defined and Where Style was Learned Compromising has a unique definition associated with it and I learned this style from various books. As illustrated in the previous section,
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Compromisers are usually low in normative commitment (NC), which regards whether an employee should remain within an organization (Iqbal, & Afsheen, 2013). Although NC is a workplace term, it can be applied to other environments as well. For instance, if Johnny and his friends compromise to eat dinner at an affordable restaurant and Anthony, being an accommodator and wanting to have eaten fast food, goes and eats with them, conflict may occur. The compromising decision of Johnny and his friends may cause Anthony to feel excluded, hurt, and angry since they did not eat fast food. As illustrated, when deciding whether to compromise, groups must consider NC so certain emotions are not triggered.
Positives and Negatives of Compromising Just as compromising has negative features such as lowering NC, it also has positive aspects such as allowing both parties to achieve something. Although compromising involves giving up desires, it also involves keeping and having certain needs met as a shared power balance exists in the relationship (Hocker & Wilmot, 2012). This creates solutions and solves conflicts.
However, a few negatives also exist with compromising, such as when a substitution compromise occurs. This happens when two or more parties abandon all their desires and reach a new compromise that neither originally wanted (Lepora, 2012). For example, two doctors may disagree on how to tell a patient they have cancer,
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As a compromiser myself, I can relate. However, even though compromising has cons associated with it, it can be influential about learning other styles. Ultimately, if compromisers analyze and seek to understand and improve their conflicts, they can learn different styles allowing them to adapt to differing conflicts in order to solve disputes
If deeply entrenched parties select "compromise" as their negotiating tactic, what are the possible downsides to such an agreement? I know that they will try to get as much of the pie as possible, the more one side claims, the less the other side gets or a "win-lose" negotiation. To claim value in a negotiation, you must use competitive tactics to try to convince the other side that he wants what you have to offer much more than you want what he has. Tactics for "winning" is conceding slowly, exaggerating and minimize the value of your concessions, arguing forcefully for a favorable settlement, and being willing to outwait your opponent.
The key to this style is by knowing how to replicate it without any extra efforts.
By utuilizing this method of conflict resolution it makes my job easier in some instances. Given that I work in a quasi military environment and hold a position of command, this tends to be quick solution to problems in some instances. However, at times, compromising and collaboration work as an alternative method of conflict resolution. This is especially true when it involves working with other police departments on county wide projects and iniatives. These styles often times produce the best results because it allows for the best of all agencies to be incorporated into the
You create a relationship founded on coercion. The people you guilted into a decision may give you what you want, but they have very little respect for how you achieved what you got. And the more this practice is on display the greater the gulf between the relationship
They try to smooth over or ignore conflict to keep everybody happy, they see conflict as destructive and will give in to others to maintain the peace (Page 38), Bryan is a very good Illustration of accommodation he sacrifice his needs for the group, he share’s his lunch with John, he writes the last easy for the group, he maintain peace among the group when john and andy was arguing. Even though bryan is trying trying to keep the peace in the group, he is has problems with himself and he sense unfairness and inequality throughout the film. Collaborating is a strategy is used in a I win, you win Situation. According to Patterson James “ The problem-solving or collaboration strategy is usually the best approach to win-win negations and the problem- solving strategy is usually the best way to cut through conflict. Make a decision and work toward win-win deals (page 41).
In addition to being one of the most entertaining shows to binge in the background of daily life, The Office is considered to be one of the more quotable comedies the 2000s brought us. The show’s compilation of lovable and often stereotypical characters provided us with nine seasons worth of memorable tomfoolery, character development, and one-liners. But for the purpose of this paper we will be looking beyond the plethora of “Worlds Best Boss” mugs and “That’s what she said” jokes, and taking a cold, analytical look at The Office to determine what the show offers in regard to interpersonal communication. In the first episode we are introduced to the shows connotation of conflict as we observe Dwight Schrute demonstrating a competitive conflict style in his reaction to Jim Halpert’s solidifying Dwight’s personal belongings in a jello mold.
Conflict resolution as a field of study as indicated has formed hypothetical bits of knowledge into the nature and source of conflict and how conflicts can be resolved through peaceful systems to effectuate a dependable settlement. Morton Deutsch, was the first to form and understanding into the helpful results of collaboration as a scholastic enquiry. In his view, various variables like the way of the debate and the objectives every group in a conflict goes for are crucial in deciding the sort of introduction a group would convey to the negotiation table in its endeavor to unravel the conflict (Morton Deucth, 1985, p.24). To him, two essential orientations do exist. These are competitive and cooperative.
As described earlier in the introduction part, I have recalled different courses of negotiation in my life from which I have tried to figure out my weaknesses and strengths. Before the negotiation course, I could only realize some of my capacity and limits, for example I might be good at emotional control and bad at active listening. I believed they were not all the weaknesses and strengths that I should realize. In addition, I found it hard to hone my strengths and improve my weaknesses because (i) I did not see negotiation in systematic viewpoint (ii) I have not had enough negotiation experiences. Thankfully, this course has shed the new light on the wide scope of negotiations and how they should be conducted.
The case “Alpha – Beta” is a very interesting case, which could be considered as one of my most favorable cases so far. What interested me was the fact that we had to act totally different from our conventional style. In fact, we were asked to behave collectively, formally, indirectly, patiently, unemotionally and passively. Although we could not make the deal, we all found this outcome understandable and predictable. What we learned from the exercise was to be aware of the existence of cross-cultural differences as well as how these differences affect our negotiation outcomes, then find out what should we do in the similar negotiation in our future.
But if it comes only as a result of people holding back their opinions and honest concerns, then it’s a bad thing.” Dysfunction #3: Lack of Commitment When teams engage in productive conflict they can confidently commit and buy-in to decisions. What separates a productive team and one that is not is that, the productive team is able to make clear decisions and are confident that every one of their members are in favour of that decision. It is common for people to have the mindset to not be committed to something when they know their opinions and thoughts are neglected and excluded from the discussion. Having commitment in a team is more about making sure that every members’ opinions are heard and acknowledged rather than just having everybody’s consensus.
The animosity between Apple and Samsung is common in the modern market. The conflict of these technology companies helps us understand two aspects of the game theory that lie behind effective conflict management and
The use of power based negotiation can foster mistrust and anger. The parties view each other as adversaries, and can withhold information that may hinder the negotiation. One of the major downsize of power based negotiations is that the parties may lose sight of the real issue. Personal Application As a
Compromising is moderate in both assertiveness and cooperativeness. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground
Lastly, the textbook tells us that conflict allows a more equitable balance of power (Bethel University, 2012). If your able to communicate an issue with your partner and the two of you work with a compromised agreement, this gives the person who was having the issue a sense of power in the relationship by the partner’s willingness to resolve the
9. Communication PRESEMESTER KNOWLEDGE AND UNDERSTANDING Describe your communication style? My communication style is direct and to the point yet respectful and open. I want to let others know exactly what I feel or think while being mindful of other opinions and open to suggestions and feedback. How are other people affected by how you communicate?