CIMA Managing Performance (E2) Practice Exam

The model focuses on how people handle disagreements, classifying behaviors in conflict situations. It identifies five conflict resolution styles based on two dimensions: assertiveness (pursuing one’s own concerns) and cooperativeness (considering others’ concerns). Those styles—competing, collaborating, compromising, avoiding, and accommodating—describe typical ways individuals respond when there’s a dispute, helping predict outcomes and guide negotiation or teamwork strategies. This makes it the best answer because the framework is specifically about conflict management behavior, not about how leaders lead, what motivates people, or how organizations implement change. Leadership styles describe influence approaches, motivation theories explain drivers of behavior, and change management deals with implementing organizational transitions, which are different concepts from how conflicts are resolved.