What is the style of conflicting resolution known as win-lose approach to conflict management.

What's the best way to deal with conflict?

How to manage conflict between individuals and between groups: Styles, approaches, and specific action steps.

Jesus' model for maintaining relationships:

1. Don't ignore conflict. Address it.
2. Don't abandon conflict. Pursue it to resolution.
3. Don't exaggerate conflict. Solve it with as little publicity and public scrutiny as possible.
4. Don't fence yourself in when conflict occurs. Stay open to correction and reproof.
5. Don't recycle conflict. Once it's resolved, let it go.

Improving group dynamics when conflict occurs

"I plead with Euodia and I plead with Syntyche to agree with each other in the Lord." — Philippians 4:2

Peacemaking: Tips for recognizing and managing conflicts

Team unity: Five conflict-management approaches or techniques

Missionaries get into conflict with each other. Pastors and lay people get into conflict. Volunteers in ministry organizations find themselves in conflict. Human relations managers in businesses often find themselves managing situations of interpersonal conflict.

How can you manage disagreements in ways that build personal and collegial relationships rather than harming them? Such disagreements or conflicts can occur between individuals or between groups of people. Here are five strategies from conflict management theory for managing stressful situations. None is them is a "one-size-fits-all" solution. Which one is the best in a given situation will depend on a variety of factors, including an appraisal of the level of conflict.

• Collaborating: win/win
• Compromising: win some/lose some
• Accommodating: lose/win
• Competing: win/lose
• Avoiding: no winners/no losers

• When there is a high level of trust
• When you don't want to have full responsibility
• When you want others to also have "ownership" of solutions
• When the people involved are willing to change their thinking as more information is found and new options are suggested
• When you need to work through animosity and hard feelings

• The process takes lots of time and energy
• Some may take advantage of other people's trust and openness

• When people of equal status are equally committed to goals
• When time can be saved by reaching intermediate settlements on individual parts of complex issues
• When goals are moderately important

• Important values and long-term objectives can be derailed in the process
• May not work if initial demands are too great
• Can spawn cynicism, especially if there's no commitment to honor the compromise solutions

• When an issue is not as important to you as it is to the other person
• When you realize you are wrong
• When you are willing to let others learn by mistake
• When you know you cannot win
• When it is not the right time and you would prefer to simply build credit for the future
• When harmony is extremely important
• When what the parties have in common is a good deal more important than their differences

• One's own ideas don't get attention
• Credibility and influence can be lost

• When you know you are right
• When time is short and a quick decision is needed
• When a strong personality is trying to steamroller you and you don't want to be taken advantage of
• When you need to stand up for your rights

• Can escalate conflict
• Losers may retaliate

• When the conflict is small and relationships are at stake
• When you're counting to ten to cool off
• When more important issues are pressing and you feel you don't have time to deal with this particular one
• When you have no power and you see no chance of getting your concerns met
• When you are too emotionally involved and others around you can solve the conflict more successfully
• When more information is needed

• Important decisions may be made by default
• Postponing taking action may make matters worse

"What causes fights and quarrels among you? Don't they come from your desires that battle within you?" -- James 4:1

Note: This is a do-as-I-say,-not-as-I-do page. Even on my good days, I can explain how to mediate and resolve conflict better than I can actually do it. 🙂

    -- Howard Culbertson

Which conflict management style is win lose?

Which is a lose lose style of conflict?

Which style of conflict resolution is considered a win/win approach?

What are the 4 conflict resolution styles?