Literature Review: Annotated Bibliography and Outline Instructions
Annotated Bibliography
For this assignment you will complete an Annotated Bibliography and an Outline.
An annotated bibliography is a list of sources and includes current APA-formatted references to the
peer-reviewed articles (all which must have been found through the Liberty University Online Library)
that you have compiled for a research assignment. Following each reference is a brief description,
summary, and evaluation of the source. The purpose of an annotated bibliography is to benefit the
researcher and provide the content, relevance, and quality of the sources.
You will provide an Annotated Bibliography of at least 15 peer-reviewed references that you plan to use
for your Literature Review. This must be in current APA format with a cover page, abstract, and
references. Each reference must include a summary, analysis, and reflection. Do not include books,
book reviews, dissertations, websites, blogs, etc. All articles must have been published in the past 4
years.
You must follow current APA format for an annotated bibliography, including:
A brief description and summary of the article;
An evaluation of the source – is the information relevant to your research?
A determination of how the article will be utilized in the literature review; and
An assessment of the article according to the focus of the research and provide criticisms.
Answers to the following questions:
o Who is the author and how are they qualified?
o How does the source fit in the topic chosen to research?
o Is the source helpful?
o Too broad or too narrow?
o How will this research fit into your research paper?
The Liberty University Online Writing Center is available for your writing assistance.
Outline
At the end of the Annotated Bibliography, beginning on a new page, you will provide a detailed Outline
of your Literature Review. See the outline provided for details regarding preparing an outline for a paper.
You must use full sentences and incorporate all of the references that you have found for the Annotated
Bibliography. The outline must be in current APA format and a minimum of 3 pages of narrative.As the
outline will be a part of the annotated bibliography, a separate cover page, abstract and reference pages
should not be included.
Your Literature Review: Annotated Bibliography and Outline must be submitted by 11:59 p.m. (ET) on
the final day of Module/Week 4.
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Annotated Bibliography and Outline on Conflict Management Styles.
Student’s Name
Institution
Course Name
Professor’s Name
Date
2
Annotated Bibliography and Outline on Conflict Management Styles
Ada, T, C. (2018). Leader power, conflict handling skills, and subordinate compliance: A
study on information technology professionals in Turkey. International journal of
management and economics, 54(1). DOI: https://doi.org/10.2478/ijme-2018-0003
Researcher Ada claims that the business environment has been changing to promote
competition among cooperation, leading to conflicts among workplace workers. The researcher
in the study claims that organizations' disputes require methods, models, and structures to deal
with conflicts. The researcher suggest that styles of handling a conflict among workers plays a
significant role which include conflicts, use of power, and workers complying with the wishes of
their bosses orders and wishes. The conflict styles will play an important role in managing unity,
efficiency and peace among the workers in the organization’ This article asserts my suggestion in
my research study that respecting people who are in power and coming up with efficient ways
for conflict resolution will assist in managing the business's peace and promoting efficiency.
Asadzadeh, R & Riasi, A. (2016). The relationship between principals' reward power and
their conflict management styles is based on the Thomas conflict mode instrument.
Management science letters, 5(6):611-618. DOI 10.5267/j.msl.2016.4.004
Researchers Asadzadeh and Riasi study the connection between principals’ reward power
and the styles of managing conflicts. The researchers suggest five strategies for conflict
management: avoiding, accommodating, competing, collaborating, and compromising styles.
Researchers Asadzadeh and Riasi, in their research study, claim that there is no connection
between the principal's reward power and the styles of managing conflict. This research article
plays a significant role in my research paper, as it supports my suggestion that there is no
relationship between power and types for conflict management.
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Bordia, P. & Nerina, L. & Kristen, W. & Jimmieson. (2016). shared perceptions of
supervisor conflict management style: A cross-level moderator of relationship
conflict and employee conflicts. International journal of conflict management, 27(1):
25-49. DOI: 10.1108/IJCMA-07-2014-0046.
Researchers Bordia, Nerina and Kristen carry out a research study exploring how
employees' productivity is affected by shared views about the styles of conflict management. The
researchers assess the supervisor's cross-level moderating influence on the positive side of the
organization and the conflict management styles. The researchers claim that the organization's
positive environments due to the best conflict management services promote mental stability.
This article is essential to my study because it proves that organized and better conflict
management styles lead to more positivity around the organization, promoting mental peace
among the employees.
Jehn, K. & Suzanne, A. & Nailah, A. & Wafa, A. (2017). Personality traits and conflict
management styles in predicting job performance and conflict. International journal
of conflict management, 28(1): 00-00. DOI: 10.1108/IJCMA-12-2016-0105
Researchers John, Suzanne, Nailah, and Wafa, in their research study, claim that
differences in personality plays a significant role in conflicts and also conflict management
styles. The researchers claim that extraverts have very high chances of employing integrating,
compromising, and avoiding type. More composed individuals have high chances to use
integrating style as a conflict management style. This research plays a significant role in my
research to support my claim that different people with different personalities will use different
conflict management styles.
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Lies, C, M. & Koen, L. & Branje, S. & Petegem, S, V. (2018). Adolescents' conflict
management styles with mothers: Longitudinal Associations with parenting and
reactance. Journal of youth and adolescence, 47(2): 260-274. DOI: 10.1007/s10964-
017-0634-3
Researchers Lies, Branje, and Petegan argue that parents' conflict management styles to
adolescents are presumed to significantly impact the quality of their relationship and the
psychosocial development of adolescents. The researchers also say that longitudinal research
finding viable determinant factors for conflict management skills is not easily accessible. The
researchers also point out that the contexts of parenting and adolescents' habit to ignore their
parents’ authority are expected to form adolescent’s conflict management styles. This article is
relevant to my research paper because it asserts that adolescent reactance and parenting are
connected to specific individuals' conflict management styles and conflict frequency with their
parents by time. The research articles also assert my claim that there is a relationship between
parenting and specific conflict variables.
Lu, W. & Wang, J. (2017). The influence of conflict management styles on relationship
quality: The moderating effect of the level of task conflicts. International journal of
project management, 35(8): 1483-1494. DOI: https: /pdf/82252.pdf.
Researchers Wang and Lu suggest that conflicts between owners and contractors may
impact their relationship, whether long-term and short-term. The researchers claim that disputes
between contractors and the owner will adversely affect the project they carry out. The
researchers claim that the conflict management style is directly connected to the positive
relationship between the contractor and the owner while working on the project. This research
article plays an essential role in my research study in proving that the quality of a relationship
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between a worker and their employer may influence the conflict management strategies and the
quality of work outcome.
Malgorzata, K. & Hillie, A. & Martin, C. (2020). Star (tup) wars: Decoupling task from
relationship conflict. International journal of conflict management, 31(3).
DOI: 10.1108/IJCMA-09-2019-0167
Researcher Malgorzata, Hillie, and Martin claim that a comprehensive view is
conceptually related to the behavior of conflicts at individual levels and team levels. The
researchers claim that entrepreneurs should learn methods to prevent escalation of disputes by
establishing more pleasing actions. This research is crucial for my research as it supports my
suggestion that an individual should correct their behaviors to avoid issues of conflict with other
people.
Meng, Y. & Haiyun, Y. & Zhenzhong, M & Zhiyong, Y. (2018). The Impact of Young
Chinese employees’ notions of work on conflict management styles: An explorative
study. International journal of conflict management, 29(3): 306-
326. https://doi.org/10.1108/IJCMA-09-2017-0084.
Researchers Meng, Haiyun, Zhenzhonh, and Zhiyong carry out a research study on the
effects of young people at work on different styles of conflict management. In their research
study, they claim that there has been an increase in conflicts at workplaces among young
individuals at a high rate. The researchers claim that workplaces with better styles and improved
conflict management styles had higher chances of thriving and efficiency at work. This research
article plays a significant role in supporting my claim that the better the conflict management
styles among the employers, the higher the business's chances of business thriving and
productivity.
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Muxiao, J. & Yin, J. & Liao, G. (2020). Team’s leader conflict management styles and
innovation performance in entrepreneurial teams. International Journal of conflict
management, 31(3). DOI: 10.1108/IJCMA-09-2019-0168.
Researchers Muxiao, Yin, and Liao, in their study, collected data for analysis to explore
whether the level of intelligence influences the relationship between the workers and their
bosses, and they issued out questionnaires. They randomly selected two channels to distribute
the questionnaires on an online platform. The researchers issued questionnaires to different
business organizations in China. The questionnaires the researchers given were distributed to
both senior leaders and ordinary workers. The questionnaires the researchers distributed were
anonymous. The researchers issued questionnaires that had an open-end question. In the study,
they collected questionnaires all from both the seniors and the members of the organizations.
According to the results, researchers concluded that intelligence did not influence the
relationship between workers and their seniors about passion. This article is essential in my
research study. In the research study, the questionnaires will gather the data from people of
different levels in their organizations and analyze the data collected.
Meeus, H, W. & Hale, W. & Luyckk, K. & Branje, S. & Missotten, L. (2017). Examining
the longitudinal relations among adolescents’ conflict management with parents and
conflict frequency. Personality and individual differences. 117:34-41.
DOI: 10.1111/jora.12324
Researchers Meeus, Hale, Luyckk, Branje, and Missotten carried out data analysis to
explore the styles conflict management behavior and frequency were connected and also to find
evidence for destructive management of conflict and conflict frequency influence. The
researchers recruited different participants from different high schools in the Netherlands. The
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researchers issued interpersonal conflict questionnaires to assess the number of conflicts that
occurred weekly. The researchers also evaluated the four conflict management styles inventory
for the parent-child context. All questionnaires issued were on a 5-point style. According to the
data, the researchers concluded that conflict frequency anticipated more conflict engagement and
less optimistic problem-solving. The research article is crucial to my claim that destructive
conflict management styles only make a situation worse and lead to high frequency of conflict.
Masa’deh & Zaid, A. & Nussera, H. (2016). The conflict management style of Jordanian
nurse managers and their relationship to staff nurses' intent to stay. Nurse
management, 24(2) 137 45. DOI: 10.1111/jonm.12314
The researchers implemented a cross-sectional descriptive quantitative study in Jordan.
Various nurses manager filled the Rahim organization conflict inventory, and the aim to remain
scale was filled in by diverse nurse staff from various hospitals in Jordan. The researchers also
carried out ANOVA analysis. The researchers concluded that most of the nurses opted to stay
and maintain their current job, suggesting no connection between conflict management style and
the aim to remain as nurses. This research article plays a significant role in my research study. It
asserts my suggestion that there is no connection between a worker's will to stay and work and
conflict management style in the organization.
Parmer, L. (2018). Relationships between philosophical values and conflict management
styles. The international journal of conflict management, 29(2): 236-252. DOI:
10.1106/IJCMA-11-2016-0091.
Researcher Parmer researched the correlation between philosophical values and styles of
conflict management. The researchers collected various participants who finished a survey
measuring their philosophical value orientation and conflict management styles. The researcher
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employed the statistical analysis method to analyze the data collected. The researcher concluded
that there are significant connections between philosophical value and conflict resolution styles.
This article plays a vital role in my research study to support the claim that intellectual values
between individuals reinforce conflicts and conflict management styles.
Pervaiz, k. & Ashgar, U. (2019). Mediating impact of Emotional intelligence competencies
on the relationship of conflict management style and higher education service
quality: Pakistan-based study. Review of economics and developmental studies, 5(4):
2519-9692. DOI: https://doi.org/10.26710/reads.v5i4.879.
Researchers Pervaiz and Ashgar carried out a quantitative investigation to determine the
mediating influence of intelligent, emotional competencies on the connection between conflict
management strategies and service quality of a higher level of education. The researchers applied
a multi-stage cluster sampling method for the selection of different samples. Also, structured
questionnaires were issued to various individuals for data that entailed 5 point scale. The
researchers concluded that emotional intelligence and conflict management styles. This article
plays a significant role in my claim that the higher the level of education, the better the conflict
resolution capability.
Redmond, V. & Jameson, J, K. & Binder, A. (2016). How superior sub-ordinate
relationship quality and conflict management styles influence an employee’s use of
upwards decent tactics. Negotiation and conflict management research, 9(2): 158-
176. https://doi.org/10.1111/ncmr.12072
Researchers Redmond, Jameson, and Binder carried out a research study to explore
employee's upward decent tactics to show disagreement with an organization's policies or work
to their superiors. The researchers used employers from different organizations to complete a
survey instrument. In the instrumental survey, the employees reported upward dissent tactics and
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the styles used for conflict management in their organizations. The researchers concluded that
the primary strategy for conflict management was correlated with the threatening designed
dissent tactic. This article is useful in my research, supporting my suggestion that there is a
connection between conflict management styles and dissent tactics in organizations and that
conflict management styles are the strongest and most useful.
Saibo, T, N. (2016). Interpersonal conflict and conflict management styles in Gunchire and
Mike high school. Peace and conflict: journal of peace and psychology, 22(4): 417-
419. https://doi.org/10.1037/pac0000157.
Researcher Saibo explores the nature causes and dominant conflict management styles.
The researcher collects data from groups and develops questionnaires and interviews to be
completed by the schools' directors and various officials from the different schools. The data
collected was analyzed through a mixed-approach, and the researcher concluded that ethical
matters and lack of discipline led to an increase in conflicts. This research article is relevant to
my suggestion that discipline and manners cause conflict and should be corrected.
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Outline: Conflict Management Styles
Introduction: Conflict is a powerful argument and disagreement about an important matter.
There are five common styles of conflict resolutions.
Thesis statement: The types of conflict resolution are collaborating style, competing style,
accommodating style, compromising style, and avoiding technique that helps individuals mold
skills and develops conflict in a constructive and useful manner.
BODY
Supporting paragraph 1
Topic sentence: Competing style is a conflict management strategy employed to pursue only
one side’s interests.
Supporting information: Competing for conflict management style is when individuals
emphasize their position as an organization or as a senior in an organization without considering
the opposing side (Asadzadeh and Riasi, 2016). Competing style is highly possessive with
minimal to zero cooperativeness (Lies and Branje and Koen and Petegam, 2018). Competing
technique is employed when an action needs to be taken when urgent action is required to be
taken when making unfriendly decisions, when handling critical issues, and when an individual
needs to be protected from a situation. To establish and use the competing style, an individual
should develop their arguing and debating ability (Ada, 2018).
Supporting paragraph 2
Topic sentence: Collaborating conflict management style is a combination of assertiveness and
cooperativeness from both sides involved in the conflict.
Supporting information: Both sides that cooperate and decide to collaborate try to find a
solution that will fully satisfy both sides. The individuals involved searching for a middle ground
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to make the situation better than it was with none losing (Meng, Y. & Haiyun and Zhenzhong
and Zhiyong, 2018). Practical uses of collaborating conflict management style are, combining
perspectives and views, learning, integrating solutions, obtaining commitment, and enhancing
relationships (Lu and Wang, 2017). The collaborating style for conflict resolution enhances
open discussions about issues, equality at work, task proficiency, and better innovations and
improve problem-solving (Muxiao and Yin and Liao, 2020).
Supporting paragraph 3
Topic sentence: Accommodating style is a conflict management strategy whereby an individual
has to self-sacrifice to satisfy the other party.
Supporting information: Accommodating style is the total opposite of competing kind.
Accommodating style is a generous form of conflict resolution and may lead to the weak getting
more oppressed (Redmond and Jameson and Binder, 2016). Accommodating conflict
management style needs very high cooperation and assertiveness to satisfy other parties' needs.
Accommodating style is useful when an individual or a party wants to prove that they are more
reasonable, established high performance, establishment of goodwill, retreat, maintaining peace,
and during issues that are not worth arguing about (Jehn and Suzanne and Nailah and Wafa,
2017). Accommodating style requires skills such as selflessness, ability to self-sacrifice, hard
work, and obedience (Parmer, 2018).
Supporting paragraph 4
Topic sentence: The compromising style of conflict management aims to get a sensible,
interchangeably acceptable conclusion that partially contents both parties involved in the conflict
that sustains some assertiveness and cooperativeness.
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Supporting information: Compromising style requires an individual to forgo their concerns and
commitment to the other party's problems (Bordia and Nerina and Kristen and Jimmieson, 2016).
The compromising style of conflict management is averagely cooperative and assertive as the
aim is to establish a common middle ground (Malgorzata and Hillie and Martin, 2020).
Compromising conflict management style is utilized when both parties involved in the conflict
are all equally powerful and are similarly committed to their different perceptions (Masa’deh and
Zaid and Nussera, 2016).
Supporting paragraph 5
Topic sentence: Avoiding style is a strategy conflict management `whereby a party does not get
involved in conflicts by avoiding conflicts.
Supporting information: In avoiding conflict management style, individuals neither satisfy
their concerns nor other people's concerns (Saibo, 2016). There are low cooperation and self-
assertiveness in avoiding type as the aim is to delay (Meeus and Hale and Luyckk and Branje
and Missotten, 2017). Avoiding style is employed in situations where there are complications of
low importance, declining tension, and buying more time. Misuse of avoiding conflict
management style can cause decreased input level, default decision making, and allowing issues
to fester and deteriorate, causing communication breakdown among the same organization
(Pervaiz and Ashgar, 2019).
Conclusion
Conclusively, Conflict resolution styles save parties from destruction and incurring
losses. Members of an organization can have differences in terms of their goals and aims, which
can lead to conflicts, and thus, they should adapt to the five styles of conflict management.
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References.
Ada, T, C. (2018). Leader power, conflict handling skills, and subordinate compliance: A study
on Turkey's information technology professionals. International journal of management
and economics, 54(1). DOI: https://doi.org/10.2478/ijme-2018-0003
Asadzadeh, R & Riasi, A. (2016). The relationship between principals' reward power and their
conflict management styles is based on the Thomas conflict mode instrument.
Management science letters, 5(6):611-618. DOI 10.5267/j.msl.2016.4.004
Bordia, P. & Nerina, L. & Kristen, W. & Jimmieson. (2016). shared perceptions of supervisor
conflict management style: A cross-level moderator of relationship conflict and employee
conflicts. International journal of conflict management, 27(1): 25-49. DOI:
10.1108/IJCMA-07-2014-0046
Jehn, K. & Suzanne, A. & Nailah, A. & Wafa, A. (2017). Personality traits and conflict
management styles in predicting job performance and conflict. International journal of
conflict management, 28(1): 00-00. DOI: 10.1108/IJCMA-12-2016-0105
Lies, C, M. & Koen, L. & Branje, S. & Petegem, S, V. (2018). Adolescents' conflict management
styles with mothers: Longitudinal Associations with parenting and reactance. Journal of
youth and adolescence, 47(2): 260-274. DOI: 10.1007/s10964-017-0634-3
Lu, W. & Wang, J. (2017). The influence of conflict management styles on relationship quality:
The moderating effect of the level of task conflicts. International journal of project
management, 35(8): 1483-1494. DOI: https: /pdf/82252.pdf
Malgorzata, K. & Hillie, A. & Martin, C. (2020). Star(tup) wars: Decoupling task from
relationship conflict. International journal of conflict management, 31(3).
DOI: 10.1108/IJCMA-09-2019-0167
14
Meng, Y. & Haiyun, Y. & Zhenzhong, M & Zhiyong, Y. (2018). The Impact of Young Chinese
employees’ notions of work on conflict management styles: An explorative study.
International journal of conflict management, 29(3): 306-
326. https://doi.org/10.1108/IJCMA-09-2017-0084.
Muxiao, J. & Yin, J. & Liao, G. (2020). Team’s leader conflict management styles and
innovation performance in entrepreneurial teams. International Journal of conflict
management, 31(3). DOI: 10.1108/IJCMA-09-2019-0168.
Meeus, H, W. & Hale, W. & Luyckk, K. & Branje, S. & Missotten, L. (2017). Examining the
longitudinal relations among adolescents’ conflict management with parents and conflict
frequency. Personality and individual differences. 117:34-41. DOI: 10.1111/jora.12324
Masa’deh & Zaid, A. & Nussera, H. (2016). The conflict management style of Jordanian nurse
managers and their relationship to staff nurses' intent to stay. Nurse management, 24(2)
137 45. DOI: 10.1111/jonm.12314
Parmer, L. (2018). Relationships between philosophical values and conflict management styles.
The international journal of conflict management, 29(2): 236-252. DOI: 10.1106/IJCMA-
11-2016-0091.
Pervaiz, k. & Ashgar, U. (2019). Mediating impact of Emotional intelligence competencies on
the relationship of conflict management style and higher education service quality:
Pakistan-based study. Review of economics and developmental studies, 5(4): 2519-9692.
DOI:
https://doi.org/10.26710/reads.v5i4.879
Redmond, V. & Jameson, J, K. & Binder, A. (2016). How superior sub-ordinate relationship
quality and conflict management styles influence an employee’s use of upwards decent
15
tactics. Negotiation and conflict management research, 9(2): 158-
176. https://doi.org/10.1111/ncmr.12072
Saibo, T, N. (2016). Interpersonal conflict and conflict management styles in Gunchire and Mike
high school. Peace and conflict: journal of peace and psychology, 22(4): 417-419.
https://doi.org/10.1037/pac0000157
