Benefits of being accommodating
Another advantage is that it sets the tone for future conflict resolutions, and it gives those involved the shared responsibility to resolve the problem.
The main disadvantage of collaborating conflict management is that it takes a lot of time, energy and effort to achieve a resolution.
Two or more parties, in which each wants something different, always generate conflict.
The key, therefore, is to determine the extent to which each party in the conflict is willing to compromise.
For example, if two employees are arguing about who will do a specific task, and neither wants to give an inch, finding a happy medium in which both parties feel satisfied is the only solution.
(This technique can backfire if you end up with a reputation for not standing your ground.
In many workplaces, it is expected that individuals will work to resolve conflict professionally.
In some cases, however, management or even company owners may have to intervene in an attempt to either get the parties in conflict to listen to each other or come to a resolution.
It is certainly reasonable to use this strategy when the issue at hand is something of little importance to you.
If you are trying to pick a movie to watch, and you really don't care, it's fine to say 'Whatever you want is ok with me'.
Motto: "Whatever." The accommodating style is one of sacrifice, selflessness and low assertiveness.