The accommodating conflict management style indicates a low concern for self and a high concern for other and is often viewed as passive or submissive, in that someone complies with or obliges another without providing personal input. The context for and motivation behind accommodating play an important role in whether or not it is an appropriate strategy. Generally, we accommodate because we are being generous, we are obeying, or we are yielding.Lionel Bobot, “Conflict Management in Buyer-Seller Relationships,” Conflict Resolution Quarterly 27, no. 3 (2010): 296. If we are being generous, we accommodate because we genuinely want to; if we are obeying, we don’t have a choice but to accommodate (perhaps due to the potential for negative consequences or punishment); and if we yield, we may have our own views or goals but give up on them due to fatigue, time constraints, or because a better solution has been offered. Accommodating can be appropriate when there is little chance that our own goals can be achieved, when we don’t have much to lose by accommodating, when we feel we are wrong, or when advocating for our own needs could negatively affect the relationship.Myra Warren Isenhart and Michael Spangle, Collaborative Approaches to Resolving Conflict (Thousand Oaks, CA: Sage, 2000), 26. The occasional accommodation can be useful in maintaining a relationship—remember earlier we discussed putting another’s needs before your own as a way to achieve relational goals. For example, Rosa may say, “It’s OK that you gave Casey some extra money; she did have to spend more on gas this week since the prices went up.” However, being a team player can slip into being a pushover, which people generally do not appreciate. If Rosa keeps telling D’Shaun, “It’s OK this time,” they may find themselves short on spending money at the end of the month. At that point, Rosa and D’Shaun’s conflict may escalate as they question each other’s motives, or the conflict may spread if they direct their frustration at Casey and blame it on her irresponsibility.
Research has shown that the accommodating style is more likely to occur when there are time restraints and less likely to occur when someone does not want to appear weak.Deborah A. Cai and Edward L. Fink, “Conflict Style Differences between Individualists and Collectivists,” Communication Monographs69, no. 1 (2002): 67–87. If you’re standing outside the movie theatre and two movies are starting, you may say, “Let’s just have it your way,” so you don’t miss the beginning. If you’re a new manager at an electronics store and an employee wants to take Sunday off to watch a football game, you may say no to set an example for the other employees. As with avoiding, there are certain cultural influences we will discuss later that make accommodating a more effective strategy.