There are five different types of conflict styles and all have their own uniqueness to them. The five conflict styles are: Competition, Avoidance, Compromise, Accommodation, and Collaboration.
I will use examples from real world companies to help make these concepts more understanding. Now, when many here of conflict they automatically think that this a bad thing, but that is not always true. There can be good and bad conflict in the communication world. But what exactly is conflict? Let's find out...
Conflict is when two different parties are going for the same goal or objective but see the other party as a potential threat to their success. There are different levels of organizational conflict and different phases of organizational conflict.
The two different levels of organizational conflict are: Intergroup conflict and Interorganizational conflict. Intergroup conflict is exactly how it sounds, its where there is a conflict in the organization in a group, this can be in a specific department or a team that you are working with. I'm sure you can relate to this one as many of us have. Interorganizational conflict is conflict between two or more organizations, so this doesn't deal within the company as intergroup conflict does.
The five different phases of organizational conflict are:
Latent Conflict- This is the first stage of conflict. This is where there is potential for conflict because their are factors that can potentially cause a problem for organizations.
Perceived Conflict- This conflict style can happen even without latent conflict happening first, because sometimes the other party already sees the factors as a potential threat right away.
Felt Conflict- The company now feels that it is not a potential threat, but an actual threat to the company.
Manifest Conflict- This is the stage where the companies finally take some action and let the other party know that they see there actions as threat and evokes some type of response from the other party.
Conflict Aftermath- The last stage of the conflict, the conflict has now come to an end...now this can have a positive or negative outcome for the organization depending on how the conflict was handled.
With each of the five different conflict style types, I will tie them in with an example from coca-cola and pepsi (real life and my own examples with the company). After reading the different examples on each conflict style, you should be able to differentiate between them and really grasp the idea of each one.
And keep in mind...
"The harder the conflict, the more glorious the outcome."
-Thomas Paine
Now, lets dive into some conflicts styles, just go right on over to the conflict styles and let the "examples" drop box drop down and click away!
Pictures retrieved from:
Picture 1: http://www.sswm.info/content/conflict-management
Picture 2: http://www.creducation.org/resources/conflict_management/conflict_styles.html
Conflict is when two different parties are going for the same goal or objective but see the other party as a potential threat to their success. There are different levels of organizational conflict and different phases of organizational conflict.
The two different levels of organizational conflict are: Intergroup conflict and Interorganizational conflict. Intergroup conflict is exactly how it sounds, its where there is a conflict in the organization in a group, this can be in a specific department or a team that you are working with. I'm sure you can relate to this one as many of us have. Interorganizational conflict is conflict between two or more organizations, so this doesn't deal within the company as intergroup conflict does.
The five different phases of organizational conflict are:
Latent Conflict- This is the first stage of conflict. This is where there is potential for conflict because their are factors that can potentially cause a problem for organizations.
Perceived Conflict- This conflict style can happen even without latent conflict happening first, because sometimes the other party already sees the factors as a potential threat right away.
Felt Conflict- The company now feels that it is not a potential threat, but an actual threat to the company.
Manifest Conflict- This is the stage where the companies finally take some action and let the other party know that they see there actions as threat and evokes some type of response from the other party.
Conflict Aftermath- The last stage of the conflict, the conflict has now come to an end...now this can have a positive or negative outcome for the organization depending on how the conflict was handled.
With each of the five different conflict style types, I will tie them in with an example from coca-cola and pepsi (real life and my own examples with the company). After reading the different examples on each conflict style, you should be able to differentiate between them and really grasp the idea of each one.
And keep in mind...
"The harder the conflict, the more glorious the outcome."
-Thomas Paine
Now, lets dive into some conflicts styles, just go right on over to the conflict styles and let the "examples" drop box drop down and click away!
Pictures retrieved from:
Picture 1: http://www.sswm.info/content/conflict-management
Picture 2: http://www.creducation.org/resources/conflict_management/conflict_styles.html