s personalities. Example is that of subordinate not taking harsh words of the manager at all and just adhering to his instructions. The second one is that of accommodating where each of these persons would accommodate the personality traits of each other and thus listen to one another. This can lead to understanding which can be reached between the two of them. Example is that of a manager understanding that the employee comes in late on Thursdays and thus living up with the problem nonetheless. The third conflict handling style encompasses collaboration which asks them to shed their differences and work in unison with a common goal, preferably of the company, in mind. Example is that of working on a single project even though there is a huge clash in the personalities of the employee and the manager so that there is betterment in the company’s ranks. The fourth conflict handling mannerism is that of compromising where each of these can just forgive and forget and thus move on for the betterment of each other’s relationship amongst the organizational set up. Example is that of understanding which is reached between the two in the organizational set up and not fighting for each other’s egoistic attitudes. The last one is forcing which can make matters even worse since it could even be of physical and at times verbal nature. This is the least desired of the five conflict handling measures. Employee Relations and Conflict Management.
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