There are five ways to resolve conflicts, depending on the level of concern of a person for themself and others. While some of them look ambiguous, all of them can be used in the proper context. Avoiding is a style of management associated with a minimum level of concern for all parties.
Escaping from conflict is often considered wrong since it does not provide satisfaction to at least one side. However, avoiding can be used when managing minor issues or in situations where the result won’t be worth the negative emotional process.
Accommodating, in turn, is associated with minimal self-concern and maximum concern for the other side. This style can be used when the first side is wrong or the subject matter is of much greater value to the second side. Thus, a person adapts and makes concessions.
Forcing is associated with rigidly imposing one’s decisions and not worrying about others. Although this behavior is usually discouraged, it can be used when there is a need to decide in an extreme situation. Compromise is a solution to a conflict in which concern for oneself and others is equal but not very high.
When confronted with opposing views, compromise is often used to find a middle solution that partially satisfies both sides. Finally, the last style is collaboration, which is associated with the maximum level of concern for the interests of all parties. With this style, all attempts are made to resolve all existing problems and irregularities to satisfy all parties.