ct to it differently. Some styles are geared to achieve the individual his or her goals. Others are more along the lines of trying to keep the “peace” among group members. Still others react in a competitive manner where they either win the conflict at the expense of others or they perceive themselves as losing.
Not only are orientation styles different, but each style offers to the individual using it a different kind of reward or benefit. Each also has a different impact on self-interest and the relationship of the individual to others in the group. In the chart below, the five types of conflict orientations that have been defined demonstrate the multiple variations in individual conflict orientations and the complex dynamics behind individual negotiation predisposition:
Competitive: Conflict is pursued as a win/lose situation where the will to win supercedes any concern for the positions of other members.
Emphasis on Relationships: Very Low
Compromising: Trying to find a middle position in which all parties give a little to gain something.
Collaborative: Trying to find a solution in which the needs of both or all parties are completely met.
Avoidance: Deciding not to engage in conflict.
Accommodating: Appeasing the other side by changing positions.
Emphasis on Relationships: Very High
Conflict resolution is essential to successful negotiation. Not onl
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