This style is low assertiveness and low cooperativeness. It is appropriate to use this style when there are issues of low importance, to reduce tensions, or to buy time.Avoidance is also appropriate when you are in a low power position and have little control over the situation, when you need to allow others to deal with the conflict, or when the problem is symptomatic of a much larger issue and you need to work on the core issue.This style is moderately assertive and moderately cooperative; the goal is to find middle ground.
The competing style is used when a person has to take quick action, make unpopular decisions, handle vital issues, or when one needs protection in a situation where noncompetitive behavior can be exploited.
To develop this style you must develop your ability to argue and debate, use your rank or position, assert your opinions and feelings, and learn to state your position and stand your ground.
Under use leads to unnecessary confrontations, frequent power struggles, and ineffective negotiating.
The Collaborating Style is when the concern is to satisfy both sides.
Overuse of the compromising style leads to loss of long-term goals, a lack of trust, creation of a cynical environment, and being viewed as having no firm values.
Overuse of compromise can result in making concessions to keep people happy without resolving the original conflict.
When avoidance is underused a team member may deny that there is a problem and allow their hurt feelings to prevent communication.
The Compromising Style is finding a middle ground or forgoing some of your concerns and committing to other's concerns.
Overuse of this style can be exhibited through constant tension or anger and occasional outbursts of violent temper.