I attached here the assignment I also attached you the chapter( you should do it as the chapter steps )

Conflict Triggers From the list provided, choose which trigger you believe causes the most conflicts:     Anonymous results will be published after you answer.  Money Issues Poor Communication Misunderstandings Lack of Planning Frustration, Stress, & Burnout           Reading & Resources CONFLICT MANAGEMENT STYLE ORIENTATION SCALE - Click the link to take the online assessment and find out about your conflict management style. After you take the assessment, watch this video about Conflict Management Styles to find out more. KILLMANN'S MODEL OF CONFLICT MANAGEMENT STYLES (reading) - To learn about the uses of each style, read this link.  Competing conflict handling mode The  competing conflict handling mode is the most assertive and least  cooperative of the conflict handling modes. If someone uses this  handling style, they are more likely to pursue their own interests even  at the cost of others’ interests. Individuals with this conflict  handling mode are likely to use whatever they can to win an argument  such as particularly good debating skills or even the use of rank. These  individuals defend their position in an argument heavily. Accommodating conflict handling mode On the other end of the spectrum, the accommodating conflict handling mode is very cooperative and not very assertive. With this conflict handling mode, you are likely to sacrifice your own stance in preference of agreeing with other parties. This  could be a style leaned on out of a feeling of self-sacrifice for the  bigger picture. However, it could also be used by individuals who truly  dislike conflict and are willing to sacrifice their opinions in an  argument to avoid it. Avoiding conflict handling mode Speaking  of hating conflict, if you hate conflict, you might also use the  avoiding conflict handling mode. It might also be used if someone  doesn’t feel like they have a large stake or strong opinion in the  conflict. The avoiding conflict handling mode is neither assertive  or cooperative. Rather than choosing a side, these individuals are  likely to neither pursue their own interests or the interests of anyone  else involved in the conflict. Collaborating conflict handling mode Completely  opposite to avoiding is collaborating. This conflict handling mode  holds both strong assertive and cooperative facets. If you have a  collaborative handling mode, you are likely to consider both sides of a  conflict and look at the underlying problems and find an answer that  works for everyone. Collaborative conflict handling modes involve more discussion than argument and finding a solution that addresses all issues. Compromising conflict handling mode The  compromising conflict handling mode is close to collaborating conflict  handling mode. While the collaborative handling mode holds a little more  assertiveness with the individual taking charge of a mutually  beneficial conversation, compromising is equally assertiveness and  cooperative. When looking at a conflict with a compromising  approach, you are more likely to look at both sides of the problem and  find a middle ground. One of the biggest differences between this  and collaborative conflict handling is how deeply an issue is looked at.  While a collaborative mode focuses more on picking an issue apart and  finding the source of an issue, a compromising mode tries to find a  quick middle ground to a problem by meshing multiple ideas into a single  solution                        .Answer part  A  separately from Part B PART A Answer the following in your discussion. #1  Using the Class Poll "Conflict Triggers," select the main cause YOU  BELIEVE to be a trigger. Briefly explain why you identified this trigger  as being a primary cause of conflict. #2 Reflect on a recent  conflict you had with a friend, family member, co-worker, or another  person. In your own words, what escalated the interaction for you, or  what was your trigger? These will be typically be feelings you have  experienced in the past such as feeling excluded, powerless, unheard,  judged, etc. You do not have to describe the event. #3  After reviewing the Reading & Resources folder on Conflict  Management Styles, identify which style was used by the other person in  the conflict situation you just identified and how this style either  helped or hindered resolution. initial post, 250-500 words, at least one academic reference, Cite all source(s) used in the text as well as in a reference section using APA format. Sources  should be credible and published within 5 years. Do not use a wiki,  blog, or source that is not backed by a valid organization.   PART B:          CASESTUDY Dante and Tiffany both work for an advertising company and were assigned a new account together. Their manager, who was very intimating with a loud, assertive voice, instructed them to create a proposal for the new customer which included a design for a restaurant logo and advertising slogan to be used on several billboards throughout the area. They had one week to create the proposal before it would be presented to the restaurant owners. Their boss raised his voice and demanded that they do a good job on the presentation and secure this account.During the first day, Dante approached Tiffany and suggested they come up with an outline to split up the work and manage their time. Tiffany immediately stated that she would take the task of the logo and would submit it at the end of the week because she wanted to make sure she received credit for her work. Although Dante would have preferred to work together on both tasks, he agreed to let Tiffany complete the logo on her own. After all, they had very little time to complete the project and do a good job on it.Over the next two days, Tiffany ignored Dante’s requests to work together and any input or ideas he had for the project. She brought her progress directly to the boss for feedback without ever showing it to Dante. Tiffany even started working on the slogan without Dante. When Dante approached Tiffany about her actions, she told him that she was more experienced in her position than him and this is the way she gets things done. Dante stepped back and let Tiffany complete the project on her own.At the end of the week, Tiffany presented the campaign to the restaurant owners while Dante stood to the side. The restaurant owners were impressed with the logo and slogan and decided to accept the proposal. The boss was very pleased with Tiffany and Dante’s work and suggested they work together on future accounts. Tiffany was annoyed by her boss’s suggestion but did not say anything. Dante felt very disappointed and frustrated having to work with Tiffany.Answer the following: Identify the main conflict(s) in the case study. Why are these conflicts? What are the conflict triggers for Dante and how would you describe Dante’s feelings that contributed to the conflict? Of the 5 Killmann’s Conflict Management Styles, which style was used by Tiffany in this case study? Describe. Of the 5 Killmann’s Conflict Management Styles, which style was used by Dante in this case study? Describe. How could this situation have resulted with a better outcome for all if a different type of conflict management style was used?   Grading  Rubric           Module 1 Assignment  Total   Available Points = 115   Instructions:   enter score (1-4) in column F          Introductory Emergent Practiced Proficient/Mastered   Final     1 2 3 4 Score Weight Score   Sources   of Conflict Student attempts to define   sources of conflcit. Does not support ideas with evidence from the case   study. Lacks sufficient details and insights.    Student   develops a definition of sources of conflict. Supports some ideas with   evidence from the case study. Lacks details and/or insights.   Student   develops a clear definition of sources of conflict that reflects course   concepts. Supports most ideas with evidence from the case study. May lack   details and/or insights.   Student   develops a clear, comprehensive definition of sources of conflict that   reflects course concepts. Supports all ideas with evidence from the case   study. Reflects deep insights.     20% 0.00   Conflict Triggers Student discovers the   relationship between conflict triggers and emotional/physical reactions. No   evidence is used to support ideas. Student   attempts to discuss the relationship between conflict triggers and   emotional/physical reactions. Minimal evidence is used to support ideas. Student   accurately discusses the relationship between conflict triggers and   emotional/physical reactions. Some evidence is used to support ideas. Student accurately and   thoroughly elaborates on the relationship between conflict triggers and   emotional/physical reactions. Student uses evidence to support ideas.    20% 0.00   Conflict Management Theory - Style #1 Student   attempts to identify the main conflict management style used by Tiffany from   Killmann's theory. Student does not use evidence to support ideas. Student   accurately identifies the main conflict management style used by Tiffany from   Killmann's theory. Student uses minimal evidence to support ideas. Student   attempts to discuss with minimal detail the main conflict management style   used by Tiffany from Killmann's theory. Student minimally uses evidence to   support ideas. Student   accurately and thoroughly discusses the main conflict management style used   by Tiffany from Killmann's theory. Student accurately and thoroughly uses   evidence to support ideas.    20% 0.00   Conflict   Management Theory - Style #2 Student attempts   to identify the main conflict management style used by Dante from Killmann's   theory. Student does not use evidence to support ideas. Student   accurately identifies the main conflict management style used by Dante from   Killmann's theory. Student uses minimal evidence to support ideas. Student   attempts to discuss with minimal detail the main conflict management style   used by Dante from Killmann's theory. Student minimally uses evidence to   support ideas. Student   accurately and thoroughly discusses the main conflict manag