Avoiding was the style that I would not use. Perfect zero in that category. I believe that situations escalate when they are not dealt with. It may not always be a fun conversation, but it is necessary.
I feel that the bargaining style is the easiest to use. But I think that an essential factor in the bargaining style is follow-thru. If you make agreements with people and then back out of your arrangements, then your word becomes void. Trust is essential when bargaining is used for influence.
The most difficult would be dominating. I got a two on that level. I have been known to fly off the handle a time or two only to have to apologize later. I can be strong-minded and sometimes have to make myself take all sides into account. That whole self-interest thing.
My answers would not change no matter who the person. I try to be consistent across the board. I always want to be fair and kind to everyone. I believe that every problem can be solved as long as everyone contributes and is invested in the outcome.
I am very comfortable with my approach to handling conflict. When you have been a manager as long as I have been, you are bound to learn a thing or two about people. I would like to change the little bit of dominating style that I possess. It’s a work in progress.
I do agree with the assessment, and I did already have a good idea of my style. But, as I said, you don’t manage anywhere from 7 to 20 employees at a time and not pick up a thing or two on how to deal with conflict. Shannon Terrell (2017) stated, “Conflict management is the recognition that conflict is inevitable, and that conflict can be good, so long as it is handled appropriately, efficiently, and skillfully.” I think that about sums it up.
Terrell, S. (2018). How to Identify and Improve Your Conflict Management Style. Retrieved from

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