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2. Competing
This conflicting style requires high assertiveness and low cooperation. This style is helpful when quick, vital and uncommon decisions are to be taken. Competing style involves worrying about own concern's and keeping aside other party's goals. The skills used for competing management style include debating, arguing, asserting personal opinions and standing position clearly. Both sides try to play a win-lose game so this situation often lasts for long period. Aggressive communication style is used in competing which helps in clearly and if required forcefully expressing views and not listening to the opposing party.
3. Compromising
Compromising is moderate on both components; assertiveness and cooperation. Compromising can be either both parties reaching the winning situation or compromising on what one party actually wants. This style is useful when both parties' posses equal power and are dealing with the issues that are of moderate importance. Solution achieved from compromising mode can be used as a temporary solution due to time constraints. Compromising skills include finding a middle point, negotiating, discussing and making concessions. The communication used for this management style is assertive in which both parties equally listen to each other's concerns and try to sort out the differences.
4. Accommodating
Accommodating style involves helping the other party to meet its requirements or needs in order to solve things peacefully. The behaviour of one group or party is unassertive...
Everyone following the rules and orders of others is actually accommodating, which is of high importance to other party but not important for the party or individuals following it. The mode of communication for this style is passive, in which concerns of the others are listened and given importance. Accommodating skills include forgetting personal desires, producing outcome and obeying orders.
5. Collaborating
This style includes the win-win strategy where both parties are very much assertive and highly cooperative. They make efforts to satisfy each other's need as well as personal concerns without taking out the frustration on the opposing group. Both parties focus on the problem that is to be resolved and try to achieve the best possible solution of the conflict. This style is similar to the compromising style but is more time consuming as the purpose is to find a way through which both parties achieve their goals without compromising anything. Collaborating style require skills of being an active listener, making humble argument, analyzing the input and identifying the concerns.
References
Buchnan, D., & Huczynski, A. (1997). Organization Behavior, 3rd edition. New York: Prentice Hall Inc.
Guttman, H.M. (2004). The role of leaders in conflict management. Leader to Leader Journal, 31, 48-53.
Singh. BD. (2008). Managing Conflict and Negotiation. Excel Books. Published by Aurang Jain. New Dehli.
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