Most dispute resolution professionals will be familiar with the Thomas-Kilman guide to conflict management styles. In this blog post for Huffington Post, Caroline Turner proposes masculine and feminine modes of handling conflict. She identifies (from experience) 4 dimensions of handling conflict.
-Aggression
-Direct conflict
-Indirect conflict
-Conflict avoidance
She categorizes aggression and direct conflict as masculine ways of handling conflict. Indirect conflict and conflict avoidance are categorized as feminine ways of conflict management. In essence, labeling conflict avoidance and passive aggression as feminine responses in comparison to more extroverted means of handling conflict which are in this respect,seen as male.
What do you think? Does gender impact responses to conflict in anyway.
The original post can be found here http://www.huffingtonpost.com/caroline-turner/masculine-and-feminine-st_b_6633896.html
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Male and Female Responses to Conflict?
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-Aggression
-Direct conflict
-Indirect conflict
-Conflict avoidance
She categorizes aggression and direct conflict as masculine ways of handling conflict. Indirect conflict and conflict avoidance are categorized as feminine ways of conflict management. In essence, labeling conflict avoidance and passive aggression as feminine responses in comparison to more extroverted means of handling conflict which are in this respect,seen as male.
What do you think? Does gender impact responses to conflict in anyway.
The original post can be found here http://www.huffingtonpost.com/caroline-turner/masculine-and-feminine-st_b_6633896.html
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This entry was posted in Comment and Debate, Updates and tagged Caroline Turner, Conflict avoidance, conflict management, dispute resolution, handling conflict, masculine and feminine, workplace dispute resolution, workplace mediation.