Conflict is not usually just about one thing, but complex and diffuse (spread across a range of issues). What is driving the "real issue" is normally what's not explicitly laid on the table.

It is fundamentally about different conceptions about what is going on in the situation. It is where one person's goals are not necessarily understood by another person and coordination of perspectives and meaning creates an issue.

Competing, Accommodating, Avoiding, Compromising, Collaboration

This style takes time and willingness to communication - especially listneing to the perspective and needs of the other person. In an ideal world, this conflict style would be chosen the most in conflict situations.

1. The model is overly simplistic. 2. It is based on a direct effect model of conflict management. Many researchers have moved away from using direct effect models such as this one as questions such as "What does competitiveness do to a friendship?" without knowing the complexities of the situation.

What happens when the direct effect arrow is indirect or tacit