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In situations where you have to make an unpopular decision, you’re pressed for time, you’re in a crisis, or you’re standing up for yourself, the competing conflict style can be an efficient and effective way to bring a conflict to a conclusion.
Based on people’s responses to pairs of statements, the instrument categorizes respondents into five different conflict styles: Competing. When adopting a competing style, people view interpersonal conflict resolution as win-lose games.
What is the competing conflict management style and when should you use it? Check out here advantages, disadvantages and examples!
Explore the advantages and drawbacks of the Competing conflict management style, balancing assertiveness with empathy for effective conflict resolution. Learn to navigate disputes with respect and collaboration, aiming for sustainable outcomes.
The Thomas-Kilmann Conflict Mode Instrument (TKI), one of the most widely-used models of conflict management, identifies five conflict resolution styles: competing, avoiding, collaborating, accommodating, and compromising.
Competing conflict management style (assertive and uncooperative) Trying to satisfy your own concerns at the other person’s expense is known as a competing style.
In the realm of conflict management, various styles are employed to navigate and resolve disputes effectively. Among these, the Competing conflict management style stands out for its assertive and uncooperative approach, prioritizing one’s own needs and objectives over those of others.