“…A survey of young managers in the US, China, the Philippines, and India indicated that Chinese managers are more likely to use an avoiding style because of the relatively high value they place on conformity and tradition, while US managers are more likely to use a competing style because of the relatively high value they place on individual achievement (Morris et al, 1998). In general, individuals leaning toward individualism is less likely to oblige, compromise, or integrate in conflicts (Allison & Emmers-Sommer, 2011). A study of American undergraduate students found that intercultural sensitivity level correlates with conflict management styles (Yu & Chen, 2008).…”