Direct Conflict Management with 5-Steps

Hello Respected Researchers and HR managers, In this section we will discuss about “Direct Conflict Management with 5-Steps“. It is very much important for a Researcher as well as HR Concern person/ manager to know the points of Direct Conflict Management with 5-Steps. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…


There is a number of direct approaches to mitigating or eliminating conflict. Described below are five such styles:

(1). Avoiding: This is a popular tactic used by people who do not want to cooperate and do not assert their own preferences when conflict emerges. While generally not very effective in resolving conflict, in the short term it might allow people to regroup or re-examine the issues.

(2). Accommodating: If we accommodate in a conflict situation, we are, like avoidance above, not asserting our own position. However, this approach is distinct because we are cooperating with the other party. You might sacrifice your own goals in an effort to cooperate. Under some circumstances, this might, in the end, cause you to resent the other party.

(3). Competing: A person reliant on a competing management style is not interested in cooperating with the other party. Personal interests are given priority and full attention.

(4). Compromise: When parties compromise, you are both willing to giving up something in order to resolve the conflict.

(5). Collaborating: Collaborating behaviour is a demonstration by both parties of good faith, interest, and determination to find a win-win solution. The parties attempt to clarify their differences and examine potential solutions that are mutually beneficial.


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