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  • Subject area(s): Marketing
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  • Published on: 14th September 2019
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  • Number of pages: 2

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From small we are faced with situations of either conflict or stress. Initially these situations are less significant but, as people grow also grow their problems.

I'm sure for your life outside you will have many situations where you will need to somehow know how to react to one of these problems. Why not start now learn it before it's too late?

Conflict management

What conflict?

Basically we all know what a conflict. The difficulty arises when we have to define it.

Performing as a translation defining the letter found in the book "Management", we can define the conflict as:

"The opposition that arises when there is a disagreement within or between individuals, teams, departments or organizations"

And regardless of the kinds of differences of which can result, we can divide the conflict into 3 types:

Objectives of conflicts;

Cognitive conflict;

Affective conflicts;

Types of Performance face Conflict

Regardless of the type of conflict that is facing, there are three kinds forms act before a conflict:


The individual tries to avoid at all costs any kind of conflict or

The person attempts to use the conflict in a manner that leads to intense competition.


The guy always tries to maintain a conflict

Guy wants this conflict is a constructive conflict

The individual thanks to this conflict will try to find out the differences of opinion among the various participants.


It is distinguished from the so-called positive attitude, because if you try to find a balance between the two previous types when there is any conflict can have negative results both for the company / organization or for the people involved.

This measure reduces the ambiguity and conflict in the workplace.

Conflict and Labour Ambiguity

Job Definition

Work is the set of tasks and activities that an individual is supposed to play

Conflict at Work occurs when a person is subjected to very high pressures or expectations and / or inconsistent.

The Ambiguity of work occurs when:

There is inadequate information;

The information reaching the individual is not exactly that person needed to fulfill its task which obviously leads to ambiguity of the work to be done.

The information is confusing or incomplete;

The information transmitted to the individual does not reveal the most important details for the task to be performed without having any doubt that in fact the work that we perform is one that has been mentioned.

No one knows its consequences;

When you can not know the results both for the person and for the company to perform certain task, the ambiguity appears again.

When a conflict arises at work, possibly, it falls into one of the following categories:

Intrapersonal conflict;

When the conflict we have with respect to only one person (our boss, a colleague or another member of our organization)

Interpersonal conflicts;

When conflict exists toward various people within the organization.

As an example we present the following situation: The Sales Director informs the individual that you want to be ready has more quantity of the product but the Director of Marketing requires that the product is more tested so as not to have flaws.

Conflicts with other work;

When there are other jobs / tasks within or outside the organization, which does not allow the job to be done properly.

Conflicts between needs and values.

When what we need to achieve the objective of our work conflicts with our personality and values ​​we cherish, we are undoubtedly faced with a conflict between needs and values.

As an example suppose with a view to increasing production we will bring to market a large quantity of goods in poor condition. This may lead to the existence of a conflict of this kind.

Management and Conflict Styles

When it comes to solving a conflict, there are several ways to address it. Analyzing these approaches can say that in essence there are five conflict management styles:

Style "Avoid"

Consist of trying to avoid any conflicts.

Enough to give up because the other party, even if it does not have the experience, so that this conflict does not appear.

This style, although it seems uninteresting proves to be positive when:

The subjects are not very significant;

There is a lack of information it is therefore appropriate not to take certain actions that can be prove wrong;

The lack of power that we have in possibilitas that our position is taken into account;

There is another individual who can best resolve this issue

Style "Quiet"

Allows the existence of conflicts but with no great discussions on the subject.

When conflict becomes a little higher, easily give up their position.

The conditions for this style is used successfully:

There is a high emotional charge among the parties involved

It is essential that harmony is maintained

The existing conflict based on the personality of each one and not the goals or means used.

Style "Dictator"

As its name indicates, the operation of this style is the basis of the dictatorship.

Regardless of the opinions of others involved, "Dictator" has to "win" forever.

Like a totally disapprove style, because there are some situations where their use proves beneficial.

The emergence of the situation in which we find ourselves requires immediate action;

It is necessary to take unpopular measures that go against the position of the other elements.

The consequences of a "defeat" are very high especially for us.

Style "Commitment"

Different style "dictator" in that it allows that there is a compromise between what we want and what others want.

Examples of situations where this type of action becomes effective are:

The existence of an agreement is preferable to does not exist;

We can not carry forward our position because we know that we can not win;

The existing points of view are very different.

Style "Collaborative"

The Collaborative style is, as its name indicates collaborate.

Basically we try to reach a common agreement among all to minimize losses for all parties involved.

This kind of attitude is very useful when:

The goal is the same but there is a difference in how to get it;

There is need to build consensus

The solution that we need to get to have a lot of quality;

But although it seems very noble, there are some situations that are not to settle based on this method.

The time available is too short not allowing extensive discussions;

There is the possibility of having negative aspects of group members;

The taking of such an action would be ma seen by the company if it is a company whose management builds on noted in old-fashioned methods.

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