Module 4: Managing Conflict and Conducting Negotiations

Undoubtedly I am going to cross roads with conflict throughout the rest of my life. Most pertinent
and impactful to me at this point will be how I manage conflict in my new workplace. Whether I find
differences in personal beliefs, misinterpret behavior or intentions, or get lost in communication, it will be
important to understand how I deal with conflict and how outcomes and relationships may be affected.
Throughout this module, benefits of conflict were uncovered, tips were given for managing difficult work
situations, and expectations of negotiation were explained. I gained an understanding of how I manage
conflict, thus allowing me to interpret the pros and cons of my behavior and how I can monitor my
responses to ensure the most efficient means of solving conflict and negotiation.
According to the Thomas-Kilman Conflict Mode report, the two modes of conflict-handling that I
scored high in were avoiding and accommodating. This tells me that I can sometimes see conflict as
intrusive and disruptive to productive work. At the same time, I prefer to preserve harmony and build
social merit with colleagues in hope that a favor may be returned in a situation that is important to me.
Some of the benefits of handling conflict through avoidance and accommodation are not stepping on
others toes unnecessarily, being viewed as reasonable and understanding, usually being prepared and
cautious of time to steer away from further conflict, and having a solid set of priorities. However, there are
pitfalls to these styles as well. Examples are being counterproductive by avoiding certain conflict,
appearing to have a lack of input and participation, increase in stressors from spreading ones self too
thin, and lack of recognition can occur.
Although I am most comfortable with these two conflict-handling modes, it is important for me to
understand when these tactics are appropriate and when they are hindering. When there are other more
important issues, avoiding other conflict is appropriate. However, if an issue needs high coordination and
collaboration, avoidance would be counterproductive. On the other hand, being accommodating is
reasonable when an issue is more important to another person and I would rather maintain a cooperative
relationship with that person. However, accommodating is not reasonable if I willingly sacrifice a better
solution to be considered in order to maintain cordial relationships.
During this module I found strong interconnections to previous ones, such as the Motivating Self
and Others module. In McClellands Theory of Needs, one of the motivating factors he focuses on is the
need for affiliation. I value forming relationships and feeling a connection with people and there are
aspects of avoidance and accommodation that reinforce this. In my opinion, those two conflict-handling
modes are precautious to not upset others. I am willing to sacrifice some issues to accommodate others
and expect in return appreciation and affirmation. Therefore, wanting to belong in a group may motivate
me to avoid and accommodate others in certain conflicts. It is important to note though that not all
colleagues will necessarily find this beneficial to our relationship because they may interpret my behavior
as either kissing-up or having a lack of confidence.
As I enter my new job, my goal is to understand the different conflict-handling modes and be able
to apply them in the appropriate situations. Naturally, conflict leads to negotiation, thus I aim to be an
emotionally intelligent colleague so that I can understand and interpret others behaviors more objectively
and find a win-win outcome to the various sticky situations I may encounter.