In five or more very short paragraphs, describe the styles of conflict handling that are presented in the “Effectively Managing Conflict” section of Chapter 10, Managing Conflict and Negotiations. For each of the five styles, be sure to note its levels of concern for others and concern for self. You should also cite at least one relevant situation in which you would use that style, highlighted in UPPER CASE. For instance, “I would adopt a DOMINATING style if an employee argued for a time-consuming change to a key project with a rapidly approaching deadline.”

Integrating (also called problem solving): When using an integrating style, interested parties confront the issue and cooperatively identify it, generate and weigh alternatives, and select a solution.

Obliging (also called smoothing): If you have an obliging style, you tend to show low concern for yourself and a great concern for others. Such people tend to minimize differences and highlight similarities to please the other party.

Dominating: Those with a dominating style have a high concern for self and low concern for others, often characterized by “I win, you lose” tactics. The other party’s needs are largely ignored. This style is often called forcingbecause it relies on formal authority to force compliance.

Avoiding: With an avoiding style, passive withdrawal from the problem and active suppression of the issue are common. We addressed the pitfalls of avoiding conflict earlier.

Compromising: The compromising style is a give-and-take approach with a moderate concern for both self and others. Compromise is appropriate when parties have opposite goals or possess equal power.