Is Ting-Toomey's Five Approaches To Conflict Resolution?

As social beings, people have innate tendencies to work in groups or relate with objects and people in their environment. The intra and inter relationships with people, at times, generate conflict which synonymously used as dispute, fight, war, battle, disagreement, and clash. It is described by American Heritage Dictionary of English Language (2004).
Conflict as a form of intense interpersonal and/or intrapersonal dissonance between two or more interdependent parties based on incompatible goals, needs, desires, values, beliefs, and/or attitudes Ting-Toomey (1985, p.72).
For instance, Livestrong (2010) listed seven types of conflict which included relationships, interests, values, leaderships, personality, styles, and ethics. Men and Women
This difference would affect workplace conflict resolution between men and women. For example:

Gender seems to be a factor in preference for conflict resolution styles. Gender has been an issue of controversy and a global one Ome, B.N. (2013). There are five approaches to conflict resolution.
1. Threat to the other party - when one of the parties in conflict notifies the other party of an intention to publicize the other party’s action, and thus, damage the other party’s image and reputation.
2. Accepting the situation - one of the parties complies with the demands of the other party which enables one to avoid the risk or effort associated with confrontational strategies.
3. Negotiating with the other party - parties seek compromise in order to reach a solution acceptable to both parties. Mediation – This is when the parties seek the assistance of a third party to assist them in negotiation and they try to reach a settlement by following the mediator’s
However, this finding is in line with the findings of Duane (1989) who found that women were less inclined to avoid grievance-related issues, tended to be more competitive, and were less likely to accommodate their opponents’ demands compared with men.

Some of the findings
In a study conducted by Antonioni (1998) it was revealed that gender in general had little relationship with the variance of the conflict-management style.
Gender was non-significant in all models after controlling for the personality variables. Korabik et al (1993) came to the same conclusion a few years earlier when they stated in their study that women managers do not differ from their male counterparts in preferred conflict-handling style.
The study demonstrated that there is no significant difference in male and female attitude towards using mediation to resolve conflict just as male and female were not gender sensitive to resolving conflict through