There are different types of conflict styles, and many scholar believes that not any approach is better or worse, and approach may change in different circumstance. "The duel concern model suggest that, regardless of culture, avoiding is the result of low concern for both one's own and the other party's interest (Chi & Fink)." However, some researcher suggest that avoiding is understood differently across the culture; (Kim & Leung). It suggests that not any specific conflict style is better than other, it depends on culture, society, and type of conflict. However, I have observed cooperating/collaborating, and compromising conflict style are the most in my workplace. Cooperating occurs when parties seek to find a position that fully satisfies
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Because of workplace environment, and culture, the organization focused on specific conflict style. In organizational conflict, people usually have disagreement between two or few people. Resolving personal disagreement between two employees, conflict practitioner has to focus on interest rather than their positions. Collaborating conflict style allows us to dig in to the issues and interest, so that conflict can be resolved for long run. Even though, different conflict style can be used based on the parties' interest, and their cultural background. I also understood that culture is always a vital element in the conflict, sometime it plays central role sometime subtle. However, cultural role is there in human relationship, where we make meaning and hold our identities. Weather someone believe or not, human society, groups and even an individual's always seeking some sort of acknowledgement, representation, legitimization of different identities and ways of living in a society and organization. The Fairfax County has staffs from diverse culture, who hold strong belief from their background. On the other hand, the organization has own sort of working environment and practice. The diversity among the staffs and groups may clash themselves and generate conflict. For example, a Muslim employee may want to pray every day in the office, but other religious background people may not seem positive. The tension between different religion and cultural practice in workplace may create conflict between the employee. Resolving this workplace conflict, we can mediate them and apply the collaborating or compromising conflict style depending on the parties' interest; when both parties agreed to
Because of workplace environment, and culture, the organization focused on specific conflict style. In organizational conflict, people usually have disagreement between two or few people. Resolving personal disagreement between two employees, conflict practitioner has to focus on interest rather than their positions. Collaborating conflict style allows us to dig in to the issues and interest, so that conflict can be resolved for long run. Even though, different conflict style can be used based on the parties' interest, and their cultural background. I also understood that culture is always a vital element in the conflict, sometime it plays central role sometime subtle. However, cultural role is there in human relationship, where we make meaning and hold our identities. Weather someone believe or not, human society, groups and even an individual's always seeking some sort of acknowledgement, representation, legitimization of different identities and ways of living in a society and organization. The Fairfax County has staffs from diverse culture, who hold strong belief from their background. On the other hand, the organization has own sort of working environment and practice. The diversity among the staffs and groups may clash themselves and generate conflict. For example, a Muslim employee may want to pray every day in the office, but other religious background people may not seem positive. The tension between different religion and cultural practice in workplace may create conflict between the employee. Resolving this workplace conflict, we can mediate them and apply the collaborating or compromising conflict style depending on the parties' interest; when both parties agreed to