Difference between accommodating and compromising
Similarly, first integrating (Collaborating) and, second, compromising are found to be the most preferred conflict handling styles of Turkish managers.
Also, Individual’s personality plays an important role for using a proper conflict handling style as individuals with extraversion personality trait prefer compromising style of conflict handling and they do not use avoiding style and on the other hand individuals with openness to experience are also more tending towards compromising style of conflict handling [9-12].
Employees working as Deputy Assistant Directors (Sample size = 120) in National Database and Registration Authority (NADRA) were selected by convenience sampling for collection of data through questionnaires (Thomas-Kilmann Instrument) and collected data was analyzed through descriptive statistics.
Out of 120 questionnaires, 88 questionnaires were received from respondents and response rate can be said as 73%.
Difference in goals, expectations and values, etc can be said as factors influencing the conflict to arise [1,2].
Conflict avoidance was an old term or concept but this term has been replaced by the term ‘conflict management’ today.
Conflict management is very important as it can badly impact on the performance of an organization.
NADRA initiated the Multi- Biometric National Identity Card project developed in conformance with international security documentation issuance practices in the year 2000.
Conflict management is essential in order to avoid its negative impact on the performance of organization.
This study aims at focusing on different styles for managing conflict which executives may prefer for resolving conflict either with public or with their subordinates.
Findings reveal that Deputy Assistant Directors prefer to use collaborating style followed by accommodating, compromising, avoiding and competing respectively for managing conflict.
Implications of the study are discussed in the paper.