Dual Concern Theory suggests that conflict requires
balancing the concern of meeting one’s own goals and the concern to for other
people and maintaining healthy relationships (Langton et al,
2013).
Individuals may vary on the scale between these two concerns, where employees will usually use one or more of the following fundamental approaches to conflict management (Sadri, 2013):
Individuals may vary on the scale between these two concerns, where employees will usually use one or more of the following fundamental approaches to conflict management (Sadri, 2013):
- Competition
(Forcing
or Fighting)
àhigh concern for self/low concern for others
- Avoidance
(Passivity)
à low concern for both self and others
- Compromise
(Conciliation)
àhigh concern for both self and others
- Accommodation
(Yielding)
à low concern for self /high concern for others
- Collaboration (Problem Solving)
à search for middle ground of concern
(CPP, 2009).
The collaborative style of conflict management is the only strategy which attempts to foster a “win-win” situation (Langton et al, 2013).
The collaborative style of conflict management is the only strategy which attempts to foster a “win-win” situation (Langton et al, 2013).