High concern for Self and Others Essays

High concern for Self and Others Essays High concern for Self and Others Essay High concern for Self and Others Essay That is to say this strategy encourages people to cooperate with each other. Each party confronts with conflict and exchanges relevant information to find out the best solution for the problem. For example, in some cases both parties have different pieces of information so they mention to different data. It results in confusing and misinterpreting. By having more clear conversation and understanding on both sides may lessen suspects. Therefore, a leader may use the integrating style to dissolve conflict while sustain team work. Obliging: Low concern for Self and High Concern for Others In case of unimportant issue, obliging person try to reduce conflict by accepting the concern of the other to keep relationship. For example, in a sales department Julie found herself in conflict with Mark by taking his customer unintentionally. In fact it was the customer who desired to buy a product with her. However, Julie considered that this was not a big customer account so she decided to return the customer and keep relation with Mark. This means that for long term benefits Mary concerned prioritizing the relationship with her colleague rather than keeping the customer. Dominating: High Concern for Self and Low Concern for Others Hofstede stated that for this style each party tries to defend on what they believe and competes with the other. Thus, it is possible to end up with more conflicts if one of the two parties has a strong self-center attitude and does not willingly accept the result of judgment. Under this circumstance, it may destroy co-operation in a group. It seems that most people, who respond by this style, want to be a winner. So it hardly creates friendly atmosphere between members of the group. Avoiding: Low Concern for Self and Others This approach is inappropriate for both interpersonal conflict and group conflict since the issue which causes conflict is not considered but postponed. Hofstede said that This style has been associated with ignoring, withdrawal, sidestepping or see no evil, hear no evil, speak no evil situations. For this reason it still exists and can be reoccurred at any time in the future. Compromising: Intermediate in Concern for Self and Others This solution creates a win-win situation if two parties are happy to lessen their requirements by negotiating to the extent that satisfies both sides. So in a condition that people incline to compromise, the leaders have to be capable of negotiating to handle with it. From the theory of Hofstede, it suggests that leaders should employ integrating and compromising methods to deal with group conflict in order to encourage group work. When leaders come to a conclusion that conflict can be managed by compromising, negotiation may be need and the Mintzbergs decision making model may be helpful to reach an effective conflict resolution.