Assignment 1 Give personal examples to illustrate the following types of conflict handling styles:
(i) Forcing
(ii) Avoiding
(iii) Collaborating
(iv) Accommodating
(v) Compromising
Instructions for this Assignment
Purpose:
All managers need to resolve conflicts within organizations. After completing this assignment, students will be able to resolve conflicts which may arise at their workplaces in the future.
Task(s):
Read about Interpersonal Conflict-Handling Styles from your textbook.
Reflect and identify personal examples for all conflict handling styles.
Write them down using the following guidelines.
Submission Format
- Write 2-3 lines on each one of the conflict handling styles.
- double-spaced
- 12 pt Arial
- 1″ margins
- Sources should be accurately cited in APA
- Include a covering sheet with the title of the assignment, name of the student, title of the course and section.
File Submissions:
Submit your files as a DOC, DOCX, or PDF file
Grading Criteria
Each conflict handling style is worth 2 points. There are 5 five conflict handling styles. The entire assignment is worth 10 points and will add towards your overall course grade on Assignment assessment mentioned in the syllabus.
Due Date
Your submission is due by 11:59 PM 8th March 2026.
Discussion
Which type of negotiation strategy is better–Distributive Approach or Integrative Approach? Give reasons to support your answer.
Instructions for this Discussion
Purpose:
To understand the effectiveness of distributive and negotiation strategies.
Task(s):
Read the discussion statement. Now think whether you agree with the statement or not.
Write your post giving your answer and 2-3 reasons as well. Also read through the postings of two of your classmates. Reply to their posts either agreeing or disagreeing with their statements, giving 1-2 reasons.
For this discussion, respond to the following…
You will also need to post a response to at least two of your classmates’ posts.
Also, make sure that your response(s) are substantial and consist of at least 100 words.

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