Conflicts are commonplace in the workplace and being aware of behavioral styles goes a long way in diffusing the situation quickly. Research has built upon Jung's behavioral styles of extroversion and introversion.
Dr. William Moulton Marston formed a model to further describe these styles. They are commonly called DISC, an acronym formed from the first letter of each descriptor.
Dominance - If a person with a Dominance style of behavior is part of the conflict, one must remember not to undermine the person. These individuals thrive on being in control, and conflict may arise when they feel this is being taken away from them. Assess the root cause of the conflict and try to pacify them till they reach a level where they are calm enough to have a discussion instead of an argument.
Influence : If a person with an Influence style of behavior is part of the conflict, it is probably because he or she is feeling left out. These individuals are enthusiastic team players and always want to feel like they are contributing to the group. They also expect the same from all their team members. A team meeting might work to diffuse conflict in such situations.
Steadiness : A person with a Steadiness style of behavior is rarely part of any conflict, except in a mediators role. However, if conflict arises with a person of this behavior type, it is usually because of change that they don't understand or believe in. It will make good sense to always keep people of this behavior style in the loop when key changes are going to be made.
Conscientious : A person with a Conscientious style tends to focus on the detail. They do not like to be rushed. Conflict may arise when they feel that not everyone in the team or organization appreciates their attention to detail. This type of person is an asset to any company and should be given the space and time they need to produce high quality work.
