• **Accommodating (Goal: I lose, you win)**

In accommodating, we put other people's wants ahead of your own because you want to maintain harmony. Maintaining the connection is of utmost importance. Smoothing or harmonizing can produce emotions in a person that vary from rage to joy and can lead to a false solution to a problem: The role of the martyr or complainer may be played by accommodating people because they lack confidence and are cooperative. However, because it maintains relationships, accommodation may be advantageous when one is mistaken or when one wants to minimize losses when they are going to lose anyhow. It may become competitive — I'm nicer than you are — if you use it all the time, which may lead to a lack of originality in dispute resolution and worsened power disparities.

## • **Avoiding (Goal: I lose, you lose)**

Avoidance is the purposeful avoidance or withdrawal from a disagreement rather than its confrontation. This approach could come off as indifference to one's own problems or those of others. Those who ignore a situation do so in the hopes that it will go away, solve itself without their assistance, or that someone else will step up to the plate. There are times when it is wise to avoid conflict, such as when you need more time to consider your options, pressing deadlines require a delay, conflict would damage a working relationship, or your requirements are unlikely to be met. Avoidance, meanwhile, can backfire if the other person thinks you do not care enough to interact. This approach permits the avoidance of conflict by ignoring it.

### • **Compromising (Goal: I win some, you win some)**

The compromise approach shows that you are prepared to put up some of your aims in exchange for other people's agreement to give up some of theirs. Resolutions may entail dividing the disagreement or looking for a middle ground, but compromising keeps the partnership intact and can go more quickly than collaborating. Compromise has the drawback of sometimes being a quick fix and limiting fresh creative possibilities. It can lead to game-playing and less-than-ideal results if you consistently straddle the line or split the difference.

*The Impact of Technological Advances on Cultural Conflicts within Organizations DOI: http://dx.doi.org/10.5772/intechopen.113095*

### • **Collaborating (Coal: I win, you win)**

Conflicts are seen as issues to be solved in the collaborative approach, and innovative solutions that address the needs of all parties are sought for. You examine the situation in order to discover the underlying issues, challenge your own beliefs, and comprehend other people's points of view without sacrificing your own self-interest. Collaboration takes time, consequently it might not be worthwhile constructing a win-win solution if the relationship between the parties is not significant. However, cooperation promotes connections, respect, and trust. Address the dispute immediately and in a way that shows willingness for all parties to obtain what they need in order to foster a more collaborative atmosphere.
