Conflict can be defined as an encounter between individuals or groups of people who have differing aims, values, expectations, purposes, ideas, etc.
The various conflict style inventories do not do a great job of taking into account power differences, such as age, race, or employment position.
[2] This mode can be facilitated when personal relationships are close, because such individuals are apt to dig deeper to find the root of the conflict and alternate solutions.
[3] This mode is best used when one needs an integrative solution, because all parties needs are too important to not be addressed, and because one wants to combine insights, or work through hard feelings in the relationship.
[3] However, if time or scale is concerned, collaborative conflict management can be both time-consuming and emotionally draining, due to its intensive nature.
[3] This mode is typically used when a quick decision needs to be made, when someone needs to protect themselves, or when someone believes their point of view is wholly correct.
[3] Compromising is used when issues are important but not worth taking an assertive approach, one wants a temporary fix, or when collaboration or competing fail.
[3] Some pros of compromising as a mode of conflict management include: all parties can get some form of satisfaction, it facilitates constructive communication, helps maintain relationships, and the group's power dynamics remain the same.
Some negatives of this method may include: if someone is not willing to compromise it does not work, no party is fully satisfied, outcomes are less creative, less passion and effort is involved ("easy way out"), and is more likely a temporary solution.
[9] Rather than trying to impose one's own point of view, in the accommodating mode an individual satisfies the other parties goals while being unassertive and cooperative.
This mode can be beneficial in moderation, but eventually, ignoring conflicts could lead to a build-up of tension and unhealthy relationships.
[3] This mode can also be beneficial when emotions are running high, and one or both parties need time to calm down before addressing the conflict at hand.
John Siegert and Glen Stamp write about the "FBF", or First Big Fight, as an episode of conflict where for the first time feelings that may include doubt or disappointment about the relationship are discussed.
According to Solomon, et al., the first step is deciding whether to voice a complaint or not; this decision is based on the amount of power one's spouse holds over the complaining partner.
[13] This research was conducted by having communication students present a questionnaire, to a married individual, that used six different types of power as independent variables.
[13] There were a few different results from the findings: the first being that partners felt more comfortable expressing concerns in a relationship where they had more power; the second being that when a spouse shows aggression, more information that could cause conflicts is withheld from them.
[13] The most widely used tool for this is a conflict-type inventory, typically a short questionnaire filled out by a user, with interpretation of the scores given in writing or by an instructor.