BEHAVIORAL SCIENCES - Universitatea de Medicină şi Farmacie

Instead, it can create problems for the people who use this and for the
organization in which such people are working. C) Avoiders often go out
of their way to avoid conflicts.
3. Style of attackers. Attackers cannot keep their feelings to
themselves. They are angry for one or another reason, even though it may
not be anyone's fault. They express their feelings by attacking whatever
they can even, though that may not be the cause of their distress. Attackers
may be up-front or behind-the-back: a) Up-front attackers are the angry
people who attack openly; they make work more pleasant for the person
who is the target, since their attack usually generates sympathy, support
and agreement for the target. B) Behind-the-back attackers are difficult to
handle because the target person is not sure of the source of any criticism,
nor even always sure that there is criticism.
Types of conflict management
Out of conflict styles response there are also studied the style of
conflict management. Conflict management is a process in which conflict
is used as a deliberate personal, social, or organizational tool. Reg Adkins
considers that there are at least four such styles, no one superior than other,
but all depend on the people, environment and the context: Competing;
Avoiding; Harmonizing; Compromising.
The avoiding style of conflict management is a nonconfrontational
approach to problems. It involves passive behaviors such
as withdrawing or side stepping issues of contention in order to avoid
issues which might be harmful to relationships involved. This approach is
best used when disagreements develop from minor unimportant issues.
This is a useful technique when time is needed in order to gather additional
information for informed decision making. Unfortunately, sometimes the
problems that are not quickly addressed tend to grow over time.
Relationships can be damaged by unresolved issues. Overuse of this style
can lead us into giving up too many of our personal goals and enable
others to take advantage of us.
The competing style of conflict management is an authoritarian
approach to problems and involves only one side getting their say. It is
goal oriented and quick. It is most effective in conflict which involves
personal differences that are unlikely to change. It is valuable as a counter
measure in situations where others are likely to take advantage of those
who display a non-competitive nature. It is also valuable in circumstances
which require a quick decision. Finally, one of its greatest values is in
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