Abstract
Purpose. The purpose of this study was to compare the perceived use of conflict modes between selected Latino female and male principals in the Greater Bay Area of Northern California. Methodology. The researcher used descriptive and ex post facto research. The population was a purposeful sampling in that Latino principals in a given geographical area were selected. There was an 81 percent return rate of the online survey, the Thomas-Kilmann Conflict Mode instrument (1974), from forty-five female principals and thirty-nine male principals. The resulting interval data were used for a descriptive analysis and an independent t-test to investigate differences (Isaac and Michael 1995). Findings and Conclusions. This study found that the most significant conflict mode used by Latino female and male principals was the compromising conflict mode, followed by collaborating , avoiding, and accommodating, and lastly, competing. The second finding was that there were no significant differences in the use of any of the five conflict modes (compromising, collaborating, avoiding , accommodating, or competing) between Latino female and male principals. The result of compromising conflict being the most significant mode used by both genders is congruent with what was found in the research that the Latino cultural script tends to favor behaviors that are harmonious, respectful, and collectivist; and competing conflict as the least significant mode is supported by research that Latinos have a general orientation to avoid conflict and confrontation. The cultural tendency toward collectivism puts the group's interest over the individual. This study demonstrates how Latino female and male principals might use the five conflict modes of compromising, collaborating , avoiding, accommodating, and competing enhanced by their cultural script of harmony, respect, and collectivism to resolve conflict. Recommendations. (1) Districts should provide training in conflict management to assist principals to be more effective in conflict resolution. (2) Knowledge derived from this study could provide universities an understanding of the five conflict modes (compromising, collaborating, avoiding, accommodating, and competing) and how the cultural characteristics of the Latino administrators are used to resolve conflict. There is a need for universities to be aware of the Latino cultural approach in resolving conflict. This could give direction to universities in the development of conflict resolution training and coursework for future Latino administrators.