Final answer:
Leaders with a competing style of conflict management are highly assertive and focused on their own goals, often at the expense of group consensus and cooperation. While they can be strategic in their approach, they do not typically score high on cooperativeness, flexibility, or adaptability.
Step-by-step explanation:
Leaders who adopt a competing style of conflict management may demonstrate several distinct characteristics, but when it comes to their approach to conflict, they primarily score high on assertiveness. This style is often associated with leaders who are focused on their own goals and objectives, willing to compete rather than compromise, and can sometimes be uncooperative if it means achieving their objectives. Such leaders are unlikely to score high on cooperativeness, as their primary focus is on winning the conflict at hand rather than finding a middle ground or accommodating others' needs.
Competing leaders tend to be firm in their decisions, driven to achieve their aims, and are not afraid to challenge others. However, the trade-offs for this type of leadership can include a reduction in team morale and increased tension among colleagues. While they might be flexible in their strategies to win, they do not typically exhibit flexibility or adaptability in changing their goals or outcomes based on group input. Furthermore, while the ethicality of leaders can depend on how they employ their competing style, being highly competitive does not intrinsically correlate to being ethical or unethical.