Depending on the situation, whether it be in our personal or professional lives, we all use one of the five conflict management styles, accommodation, avoidance, competition, compromise, and collaboration to resolve conflict. We may use one style more than the other four more regularly, but all five are used. Let us define the five conflict management styles first.
The accommodation style smoothes over the conflict. Accommodation "involves playing down differences among the conflicting parties and highlighting similarities and areas of agreement" (Schermerhorn et al. 134). Accommodation may be used when the issue is more important to the others than you. They may feel more strongly about the situation therefore you go along with the others' decisions. Nevertheless, if you find yourself always accommodating others, you may become frustrated and eventually resentful.
The avoidance style "... is an extreme form of inattention; everyone simply pretends that the conflict does not really exist and hopes that it will go away" (134).
On the other hand, the issue is just not important enough to an individual to deal with; there are others priorities that need attention. However, by avoiding the issue, the issue may become a larger problem that will demand your attention later.
The competition style is commonly a result of quick, decisive decisions. Competition, "... a victory is achieved through force, superior skill, or domination by one party" (134). The competition style can be used in situations that need a forced favorable conclusion. This assertive style tends to exclude any others' input. This may develop into resentment on the other's part.
The compromise style "... occurs when each party gives up something of value to the other. As a result of no one getting its full desires ..." (134). This style establishes acceptable situations where everyone is,