Conflict Resolution and Organizational Culture Case Study

Conflict blockage and Organizational Culture - Case Study ExampleIt is evidently clear from the discussion that Kilmann has clearly brought bug out that every person tends to behave differently in times of an issue and struggle. He explains that all the conflicts and resolutions of conflicts argon base on the behavior of the person. He classifies this into two main types, a) assertive, i.e. w here(predicate) the person focuses on my needs and want outcome and agenda, while the other one is b) Cooperativeness, where the person focuses on others needs and mutual relationships. The author explains that based on these two dimensions there are five different modes that people tend to respond to the conflict mails. Competing This is the first of the five possible outcomes. People who fall into this category are too self-focused and will dole out any step possible to win their own bureau. Here the person tends to do anything to defend the position that they believe is correct or also simply to be able to win. Accommodating This is a situation where the person is nonassertive and cooperative. This is where the person tends t forget their own needs and concerns for others and the individuals tend to be altruistic and generous and ever yielding to the other persons views. Avoiding This kind of people fall into the unassertive and uncooperative category. Here the person does not try to pursue his own issues nor does he pay upkeep to the other individual and hence tries not to deal with the conflict at all. Here there is a behavior which mainly is trying to postpone the issue, or simply trying to withdraw from a saturnine situation. Collaborating Here the person tends to be both assertive as well as cooperative. The aim here is to ensure that the concerns of both parties are satisfied.