5 Conflict Management Styles [Full Guide] – MT Copeland (2023)

Conflict is virtually inevitable in any work environment, especially construction, as the industry requires cooperation between workers from different backgrounds and touches on critical issues such as safety. But conflict in itself is not necessarily bad—it can even facilitate creative problem solving.

To deal with conflict positively and effectively, you need a number of skills:

• A growth mindset, so you respond to conflict with a desire to learn and solve problems, not a defensive attitude
• Emotional intelligence and the ability to empathize with people you may disagree with
• Active listening to really listen to everyone involved

All conflicts are different, so you need to adapt your approach to the situation. "When you think about how you respond to conflict," explains Christine Fiori, program director of the Construction Management Program at Drexel University.MT Copeland instructor, "It's really a balance between your assertiveness and your willingness to cooperate. In certain situations, you need to be very assertive to get your point across. In other cases, you may be more willing to compromise or cooperate. So you need to find out where you stand on this scale. How confident should I be in an answer and how cooperative should I be in a given situation?"

Typically, responses to conflict fall into five general types or styles:

1. Accommodating style
2. Competitive style
3. Uncompromising style
4. collaborative style
5. avoid style

"So if you think of it as a two-by-two matrix, you'll find that each of these style types has a different level of assertiveness or collaboration," Fiori explains. Read on to learn more about the five conflict management styles.

Accommodating style

Ofcompatible style of conflict resolutionis an effective management strategy when you want to avoid conflict, especially when time is of the essence and you want to quickly find a middle ground. In practice, it's about adjusting or rearranging your own personal interests and finding a solution that suits both parties. The compliant style is useful for minor conflicts that may not be worth a major disagreement that might disrupt the schedule, or when you want to avoid upsetting a valued relationship with another team member. It is not very useful if you have to assert yourself in a situation, or if there is already a major conflict that you need to resolve immediately.

Example of the compatible style

A team of plumbers is not allowed to start a project until the electricians are ready, but the plumbers showed up early and the electricians are still working: Now both parties are fighting over the schedule. Technically, the plumbers messed up the schedule, but you want to maintain a good relationship with them, so give the electricians time off and let the plumbers do their thing. This way, the job will still get done and you'll keep your plumbers happy. By adopting the compliant style, you avoided major conflicts and resolved the issue peacefully.

Competitive style

Ofcompetitive style of conflict resolutiongenerally conducted with one person's interests and motives in mind, without much regard for other opinions or perspectives. It can be an effective conflict resolution strategy when decisions need to be made quickly and without debate, or when an authoritative response is required. It is not exactly a collaborative management style and if used too often can potentially damage working relationships due to its unique and definitive nature.

Example of the competition style

Imagine a crew member on a large construction site constantly ignoring safety regulations and working irresponsibly. The manager reprimands him and fires him immediately. The competitive style is used effectively here because it requires an authoritative response to an uncertain, potentially life-threatening situation. A decision was made quickly and efficiently that benefited the entire project.

Uncompromising style

Ofuncompromising style of conflict resolutionThis happens when both parties are willing to change their positions and find an amicable solution. This is an effective conflict resolution strategy when multiple parties are involved in a disagreement and a solution must be found to continue with the work at hand.

The compromise style is useful when the opposing parties' arguments are equal, when the project benefits from both sides sacrificing some of their demands, and when maintaining these relationships is a higher priority than the disagreement itself. conformity is at stake and concessions cannot be made, or when compromise would create a widespread sense of dissatisfaction when no one's needs are being met.

Example of uncompromising style

Let's say a construction project you're working on is delayed. You will ask the client for a two-week extension, while your partner will ask the crew to work five days a week longer. They agree to request a one-week extension and ask the crew to work more hours three days a week. They both compromised and are able to overcome the conflict quickly.

collaborative style

OfCollaborative conflict management styleis a predominantly collaborative management style where you look for solutions that balance the needs and concerns of both parties. It requires clear, thorough communication, active listening and patience to try to achieve a win-win situation. It may take more time than other conflict management styles, but if implemented successfully, it can produce a positive outcome for all team members. It's best suited if you're new to a job and want to build trusting relationships, or if your main priority is fostering a collaborative environment above all else. There is no point in using it when time is of the essence, or when it seems increasingly unrealistic to find a solution that will satisfy everyone.

Example of a collaborative style

Let's say you're a contractor working with two teams. One team is frustrated that the other team has better tools to work with; You hear from both sides, identify who needs which tools to succeed, and reorder tools to keep everyone happy and productive.

avoid style

OfAvoidance of conflict resolution stylesdoes not directly address the issue at hand and withdraws from any decision-making process or interaction with the disputing party. It is not collaborative or cooperative in nature, does not necessarily resolve conflicts, and can lead to dysfunctional relationships with team members. Sometimes it may be necessary to use the avoidance style when you need time to formulate a response to a conflict, when the conflict is not a priority, or when you do not care about maintaining the relationship.

Example of style avoidance

Suppose you are working on a construction project and realize that the plate specifications need to be adjusted on the plans. They make the necessary adjustments, but when the plate order comes in from the supplier, it is not the correct plates with the updated changes. Now the job can't be done without proper license plates and you say you did your part and it's the seller's fault. This approach avoids finding a solution, but it is possible that by putting the solution in the hands of the seller, he takes responsibility and corrects his mistake.

MT Copelandoffers video-based online courses that provide you with the fundamentals of building with real-world applications such as:Conflict management on the construction site.
KlassenThis includes professionally produced videos taught by practicing craftsmen, as well as additional downloads such as quizzes, drawings and other materials to help you master the skills.

Selected teacher

Dr Christine Fiori

Dr. Christine Fiori is the program director of the Construction Management Program at Drexel University, where she teaches courses in project management, equipment applications and economics, management, safety, and strategic management. Before joining the Drexel University faculty, she was a Preston and Catharine White Fellow and associate dean of the Myers-Lawson School of Construction at Virginia Tech. She received her PhD in Civil Engineering from Drexel University in 1997. She served as a Civil Engineering Officer in the United States Air Force and taught at both the US Air Force Academy and Arizona State University. Her passion for building started early in life as both her father and grandfather were carpenters.

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