Accommodating as a conflict management
It assumes that the only way that you can get your goals is to 'win' while the other person (or people) involved must lose.
When you use this approach, the focus is on pursuing your goals at the expense of others.
While avoiding a conflict won't help solve the point of disagreement, there are some times when it is the best course of action.
As a conflict management strategy, accommodation involves a degree of self-sacrifice through 'giving-in'.
While this type of win-win solution is possible in some situations, that is not always the case.
This is Part Two of a multi-part series that focuses on conflict in the workplace.There are five approaches to conflict management, and those who are skilled at dealing with conflict are able to select the technique(s) that work best for the particular situation they are facing rather than sticking with the approach they are most comfortable with all the time.When deciding what approach to use, you must consider the people involved, the culture of your organization, your ultimate goal(s) and the nature of the specific issue of concern.The online version of the instrument costs per person, or you can order paper versions for between and per employee, depending on the quantity ordered. How you respond to and resolve conflict will limit or enable your success.
Part One detailed the causes of conflict in health care, explored the hidden costs of conflict, and explained the three stages of the conflict model. Nursing managers spend between 25 and 40 percent of their time dealing with conflict, according to various surveys and estimates.