Identifying the right conflict management strategy requires the identification of the outcome of the conflict on the parties involved. The strategy that can be considered accepted is the one in which the outcome of the conflict is positive for the organization in general. The strategy of collaboration is suitable in that regard, where the situations in which such strategy is used might benefit the organization in general.
First of all, collaboration is used when the objective of the parties is learning, an aspect that can be emphasized by negotiators, incorporating concerns into commitments. Additionally, such a style can be seen as a win-win situation for the organization, where the outcome of the conflict is beneficial for both parties. Analyzing the results of different conflict management approaches, collaboration was found to be leading to less frequent conflicts and better performance, when compared to such approaches as competition and avoidance (Nelson & Quick, 2008, p. 321).
One analyzed in the context of a scale of assertiveness and cooperativeness, i.e. the desire to satisfy one’s concerns and the concerns of others, such approach is high in both aspects, which makes it an optimal solution for managers, the organization, and the parties involved.
References
Nelson, D. L., & Quick, J. C. (2008). Understanding organizational behavior (3rd ed.). Mason, OH, USA: Thomson/South-Western.