controling

When you use the Controlling style, you manage conflict by hard bargaining or in terms of “might makes right.”Someone whose conflict management style is Controlling pursues personal concerns at another’s expense. If you conflict with someone of who uses the Controlling conflict management style, you may need to stand up for your rights, defend a position which you believe is correct, or simply try to win. The Controlling style of conflict management works well when you need to act quickly or when you believe you are correct. On the other hand, the Controlling style of conflict management intimidates people, and they may be afraid either to admit to problems or to give you important information.

Collaborating
When you use the Collaborating style, you manage conflict by negotiating and may believe that two heads are better than one. When Collaborating you work with others to explore their disagreement, generate alternatives, and find a mutually satisfying solution. The Collaborating style of conflict management allows you to learn from another’s perspective. It can be helpful when you need a decision that addresses both parties’ concerns. On the other hand, the Collaborating style of conflict management may be unsuitable either for minor decisions or when time is limited.

Compromising
When you use the Compromising style, you manage conflict by splitting the difference so that the solution partially satisfies both parties. The Compromising style of conflict management is useful when other styles fail, for fast decision-making on minor disagreements, or when two equally strong parties commit to mutually exclusive goals. On the other hand, the Compromising style of conflict management may cause you to lose sight of larger issues and values and may not please everyone.

Accommodating
When you use the Accomodating style, you manage conflict by