Conflict Handling Styles

Chapter 2: Literature Review 1. Diana C Beck, 1986 , Identifying how conflict handling behavior may influence the outcomes of negotiation, Experimental Method, The preferred conflict styles of the negotiation pairs would affect the outcomes achieved on the 1) avoiding (unassertive, uncooperative), (2) competing (assertive, uncooperative), (3) accommodating (unassertive, cooperative), (4) collaborating (assertive, cooperative), and (5) compromising (intermediate in both assertiveness and cooperativeness),Regardless of the conflict handling style most of the students tend to be compromising in their negotiation. 2. Laurdes Munduate, Pedro Luque Miguel Baron, 1997, to observe conflict handling styles used by managers, Observational Method, 1.Concerning the incidence of relative hierarchical status of the other party on the style of conflict management 2. About the incidence of the tactics of influence used by the other party on the style of conflict management, there is a tendency of using obliging style more with superiors than with peers or subordinates, that of compromise more with peers than with subordinates or superiors and dominating more with subordinates than with peers or superiors, there is a tendency of using obliging style more when the other party uses assertive tactics: compromise when others uses blocking and dominating when other turns to rational arguments. 3. M.Afzalur Rahim,2000, Explores relationship between referent role (superior, subordinate, and peer) and the styles of handling interpersonal conflict, Questionnaire method,H1: Employee’s perceptions of organization justice will be positively associated with their use of the more cooperative styles of managing conflict with their supervisors H2a: Employees perception of distributive justice will be more strongly associated with their use of the more cooperative styles of managing conflict with their supervisors when they perceive procedural justice to be low.H2b: employees