The basic model for understanding and
comparing interpersonal conflict handling styles identifies five different
styles by their locations on two dimensions: concern for self and concern
for others. The desire to satisfy your own concerns depends on the extent
to which you are assertive or unassertive. Your desire to satisfy the concerns
of others depends on the extent to which you are cooperative or uncooperative.
The five interpersonal conflict handling styles thus represent different
combinations of assertiveness and cooperativeness, as follows: avoiding
style--unassertive, uncooperative; forcing style--assertive,
uncooperative; accommodating style--unassertive, cooperative; collaborating
style--assertive, cooperative; compromising style--intermediate
level of cooperativeness and assertiveness.
The compromising style should not be used
early in the conflict resolution process for several reasons. First, the people
involved are likely to compromise on the state issues rather than on the real
issues. The first issues raised in a conflict often aren't the real ones, and
premature compromise will prevent full diagnosis of exploration of the real
issues. Second, accepting an initial position is easier than searching for
alternatives that are more acceptable to everyone involved. Third, compromise
is inappropriate to all or part of the situation when it isn't the best
decision available.