Management Notes

Reference Notes for Management

Problem orientation is consistent with what type of conflict management style?

Problem orientation is consistent with what type of conflict management style?

A. Win- Win

B. Avoiding 

C. Compromising

D. Competing.

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The Correct Answer is option A. Win- Win



Answer Explanation

Types of Conflict Management Styles


When you cooperate to a high degree, it may be at your own expense, and you may be working against your own goals, objectives, and desired outcomes. When the other party is the expert or has a better solution, this approach works well. Additionally, it can help preserve a future relationship between the parties.


You avoid the issue when you avoid it. There is no support for the other party’s goals, nor are you assertively pursuing your own. When your chances of winning are slim, this strategy could be employed. When the solution would be very expensive, it is also effective. Additionally, it works well in situations where emotions are high and you need to create some space. Although the issue may resolve itself, “hope is not a strategy” and avoiding the issue is never recommended.

Collaborating [Win -Win]

During this phase, the two parties partner or pair up to achieve their goals jointly. Breaking free from the “win-lose” paradigm is the way to achieve “win-win.” This can be effective for complex scenarios requiring a creative solution. Problem orientation is consistent this type of conflict management style. It could also mean re-framing the challenge in order to create more space and room for everyone’s ideas. The downside is that it requires a high degree of trust, and achieving a consensus can take a lot of time and effort to get everyone on board and to synthesize all the ideas.


This is the “win-lose” strategy. As an assertive person, you act to achieve your goals without seeking to cooperate with the other party, and this may come at the expense of the other party. When time is of the essence, or when quick, decisive action is needed, and everyone is aware of and supports the approach, this method may be appropriate.


It’s a “lose-lose” situation where neither party really achieves what they want. A moderate level of assertiveness and cooperation is required. It may be appropriate for situations in which you need a temporary solution or both parties have equally important goals. Compromise is an easy way out, but collaborating would produce a better solution.


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