ABSTRACT
The modes of conflict resolution can be extended to consider negotiation strategies and styles or even management styles. There are five main modes of conflict: collaborating, competing, accommodating, compromising and avoiding. From a negotiation perspective, it has also been argued that the ‘compromise’ style is merely a replication of ‘accommodation’, since both are reliant upon concession rather than assertion in order to move forward. The model assumes that individuals will be capable of switching between the various different styles depending upon the situation. However, human nature is such that in practice there is a habitual tendency to use only a limited number of them, and therefore success is limited to these.
