Conflict Management Styles

FORCING/COMPETING (My Way) High concern for self and low concern for others; assertive and uncooperative. Encourages aggressive tactics; Other parties needs are largely ignored. Relies on formal authority to force compliance. Is appropriate when: quick, decisive action is vital an unpopular solution must be implemented there are safety or security issue or a deadline is very near	When is this style appropriate?
COLLABORATING (Win Win) A problem-solving style that is high on both assertiveness and cooperativeness. High concern for self both self and others Enables both parties to win, although, may require substantial negotiation. Parties take the time to confront the issue and cooperatively identify the problem generate and weigh alternative solutions; select a solution appropriate for complex issues inappropriate for resolving conflicts rooted in opposing value systems
COMPROMISING (Half Way) Intermediate in both assertiveness and cooperativeness. Compromises are not optimal solutions. Give-and-take approach with moderate concern for both self and others Appropriate when parties have opposite goals or possess equal power Is inappropriate when overuse would lead to inconclusive action
AVOIDING (No Way) Low concern for both self and others needs; low assertiveness and cooperativeness. Avoiding is a deliberate decision to take no action. May involve either passive withdrawal from the problem or active suppression of the issue. Appropriate for: trivial issues or when emotions are flared when the costs of confrontation outweigh the benefits of resolving the conflict Inappropriate for difficult and worsening problems
ACCOMMODATING (Your Way) More of a concern for others rather than for oneself Rooted in humility, as conflicting Parties emphasize what they have in common Appropriate when it is possible to get something in return Inappropriate for complex problems