Case:

You are a management consultant specializing in organizational behavior, and you receive a call from a new client, John. John is the Chief Innovation Officer at G Box, a video game company.

John: "I am calling you because I am having a very hard time dealing with one of my employees, Eva. Eva is one of our leading software engineers, and she just joined the company from Ubisoft. I have a lot of respect for Eva, and I'm actually the one that hired her. She is the only engineer that has a Ph.D., and her experience at Ubisoft is exceptionally precious to the company. She is by far our most talented engineer. She even had higher grades than myself in College.

Consultant: "Sounds great, so why are you fighting?"

John: "When asking her to develop a video game based on the blueprint I created, instead of building the game, she built anewblueprint instead! This upset me tremendously because we have deadlines to maintain, and I don't think an employee should ever challenge her manager. Even if her blueprint was better (though I'd never tell her that, I have too much pride), she has no business trying to step on my turf. In response to this, I decided to build the video game myself at night after work using my blueprint. I did not even discuss the issue with her since I knew it would lead to nothing getting done my way. The problem is that I am so exhausted now, I can keep on doing this going forward.

Required:

1. What Conflict Management style is John currently using?
2. What Conflict Management do you recommend John to use?