In the avoiding approach, at least one of the parties displays a subtle reluctance or unwillingness to resolve the issues.
This approach is of little use for those working with organisations as it strains relationships and prevents the building of trust between the parties involved.
The penalty was very unfortunate as his team, the Giants, narrowly lost the game. Williams' poor choice of a conflict management strategy was a giant blunder.
To manage conflict well, we have to remember that there are several conflict management strategies.
No commitments are made, and behaviour is impersonal.
Use this approach when you would get hurt by staying or when you want to change the ground rules.
The accommodating negotiator undervalues his own worth and accomplishments and places top priority on maintaining peaceful relations with others.
Use this approach when appropriate, but do not make a habit of it.
When tempers flared between one of Williams' teammates and an opponent, Williams ran across the field and began to fight.
Predictably, his team was penalized and he was ejected.
For instance, some people predominantly use collaborating when in interpersonal conflict situations.
In other words, although there are five different ways to handle conflicts, such a person is more likely to collaborate than they are to force, accommodate, avoid, or compromise.
He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.