我的下一个偏好是妥协的冲突管理风格，这也是协调和果断的维度(Langton, Robbins， & Judge, 2016, p.315;Kodikal, Rahman， & Pakeerrappa, 2014，第4页)。把这作为我的第四个偏好意味着我更不愿意参与交易或谈判。此外，我也很少倾向于折中，牺牲一些东西，只要另一方也放弃一些东西，或者达成只能部分满足双方关注或利益的解决方案(Barki & Hartwick, 1999)。在管理网格方面，这一策略与中间道路的领导风格有关，在人员和生产导向方面则与中间道路的领导风格有关(Copley, 2008, p.7;2013年，第395页;Koc, Kiliclar， & Yazicioglu, 2013，第98页)。这表明我不太愿意在我需要完成的任务和我与他人的关系之间保持平衡。然而，我并不倾向于完全支持和承诺这两个维度中的任何一个。在这种领导风格下，我不太倾向于选择合适或一般的表现;因为我没有付出实质性的努力，只是适度地推动我的队友去实现我们的目标。最后，我最不喜欢的冲突管理风格是强迫，也称为竞争或控制，这是高度自信但不合作的(Langton, Robbins， & Judge, 2016, p.315;Kodikal, Rahman， & Pakeerrappa, 2014，第4页)。结果意味着我最不喜欢以自我为中心、好斗、好胜和过度自信。而且，我最不喜欢打架或获胜，而不考虑对方的关切。我最不可能倾向于固守自己的观点，坚持自己的观点总是正确的。这种冲突管理策略从管理网格上反映了专制的领导风格。对生产的关注很高，对人们需求的关注却很低(Copley, 2008, p.7;2013年，第395页;Koc, Kiliclar， & Yazicioglu, 2013，第98页)。这意味着我更不喜欢专注于任务或任务，而只是把我的队友当作完成所有任务的工具。
英国管理学essay代写 管理风格
My next preference is the compromising conflict management style, which is also intermediate to the cooperativeness and assertiveness dimensions (Langton, Robbins, & Judge, 2016, p.315; Kodikal, Rahman, & Pakeerrappa, 2014, p.4). Having this as my fourth preference means that I would less prefer to engage in making deals or negotiation. Moreover, I also have less inclination to split the difference, to sacrifice something as long as the other party likewise give up something, or to arrive at solutions that only partially satisfy both party’s concerns or interests (Barki & Hartwick, 1999). In terms of the managerial grid, this strategy is related to Middle of the Road leadership style that in halfway in terms people and production orientations (Copley, 2008, p.7; Nikezic, Stojkovic, Djurovic, & Djordjevic, 2013, p.395; Koc, Kiliclar, & Yazicioglu, 2013, p.98). It denotes that I would less prefer to maintain a balance between the tasks that I need to get done as well as to my relationship with other people. I do not, however, prefer to totally uphold and commit to either of the two dimensions. With this leadership style, I have less preference to settle in suitable or average performance; because I do not exert substantial effort and only push my teammates moderately in achieving our goals. Hence, the needs of the people nor production are not totally met Lastly, my least preferred conflict management style is Forcing also called as Competing or Controlling, which is highly assertive but uncooperative (Langton, Robbins, & Judge, 2016, p.315; Kodikal, Rahman, & Pakeerrappa, 2014, p.4). The result means that I least prefer to be self-centered, aggressive, competitive, and overly confident. Also, I have least preference to a fight or to win while having no consideration to the other party’s concern. I least likely to incline on being fixed and firm on my point-of-views and to insist that they are always right. In relation, this conflict management strategy is reflective to Autocratic leadership style from the managerial grid. It is high in terms of concern for production however low in concern for people’s needs (Copley, 2008, p.7; Nikezic, Stojkovic, Djurovic, & Djordjevic, 2013, p.395; Koc, Kiliclar, & Yazicioglu, 2013, p.98). It means that I prefer least on focusing on the tasks or assignments and just view my teammates as vehicles to accomplish all of them.
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