...Conflict Style Assessment Inventory (Created by Craig Monroe) RANK ORDER the following statements(1= statement I agree most strongly; 5 = statement I agree least). NO TIES ALLOWED! RANK 1. Conflict is a game with winners and losers (1) 2. Conflict is a mess which makes me feel uncomfortable (5) 3. Conflict represents a trade-off between competing interests (1) 4. Conflict is a bump in the road which needs soothing out (5) 5. Conflict represents an opportunity for improved decision making (1) Respond to the items below in terms of the following scale: 1 = Strongly Agree 2 = Agree 3 = Undecided 4 = Disagree 5 = Strongly Disagree 6. I try to avoid situation where I expect heated controversy. (2) 7. When in conflict, I normally ask for more than I expect to get. (5) 8. I try to help friends resolve their differences. (3) 9. It is possible for both parties to “win” in most conflict situations (4) 10. I almost never back away from a good argument. (1) 11. I am willing to meet the other person halfway. (4) 12. I listen more than I talk in most conflict situations. (1) 13. Other people often improve on my ideas. (2) 14. All is fair in love, war, and conflict. (5) 15. When conflict erupts in my group, I try to stay out of it. (3) 16. Normally, I would rather lose an argument than hurt someone’s feelings. (2) 17. I discuss my differences with other openly. (3) 18. I wish people with nothing worthwhile to say would keep their mouths shut. (5) ...
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...Five Conflict Management Styles Here are the five conflict management styles according to Thomas, K.W., and R.H. Kilmann: Accommodating – This is when you cooperate to a high-degree, and it may be at your own expense, and actually work against your own goals, objectives, and desired outcomes. This approach is effective when the other party is the expert or has a better solution. It can also be effective for preserving future relations with the other party. 1. Avoiding - This is when you simply avoid the issue. You aren’t helping the other party reach their goals, and you aren’t assertively pursuing your own. This works when the issue is trivial or when you have no chance of winning. It can also be effective when the issue would be very costly. It’s also very effective when the atmosphere is emotionally charged and you need to create some space. Sometimes issues will resolve themselves, but “hope is not a strategy”, and, in general, avoiding is not a good long term strategy. 2. Collaborating – This is where you partner or pair up with the other party to achieve both of your goals. This is how you break free of the “win-lose” paradigm and seek the “win-win.” This can be effective for complex scenarios where you need to find a novel solution. This can also mean re-framing the challenge to create a bigger space and room for everybody’s ideas. The downside is that it requires a high-degree of trust and reaching a consensus can require a lot of time and effort...
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...My Conflict Style Paper Conflict Management Course Cody Cooper 6/25/2012 Introduction Over this past eight weeks we have all learned abundance about the different types of conflict and the various types of resolutions for those said conflicts. We did not just learn about conflict but we also looked into ourselves and our peers to see how exactly conflict intertwines with our own lives and how we deal with it on a daily basis. This paper is being written to show exactly what styles we use towards other people and how that looks to them and how it makes them see us. You will also read about some of my own personal examples of how I have ran into conflict and how I try and use my skills to the best of my ability to change the way it affects others and myself directly. I will include some of the information that was assessed by some peers and also the assessments completed by myself to show what I think of myself and what others see me as. Conflict is a problem for many either it be at school or at work but with the knowledge gained by the class, book, and assessments it makes it easier to find yourself changing to what is right. Body Along with this paper I did an assessment on myself and gave two others a peer assessment. When filling it out on myself I knew exactly what kind of person that I was and I scored a 5.36 on the Solution-Orientation part which was higher than the No confrontation and Control styles. When adding up the scores from the two peer assessments...
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...II.C.5 What’s My Preferred Conflict-Handling Style? Instrument When you differ with someone, how do you respond? Use the following rating scale to record your answers : 1= Practically never 2= Once in a great while 3= Sometimes 4= Fairly often 5= Very often 1. I work to come out victorious, no matter what. 1 2 3 4 5 2. I try to put the needs of other before myself. 1 2 3 4 5 3. I look for a mutually satisfactory solution. 1 2 3 4 5 4. I try not to get involved in conflicts. 1 2 3 4 5 5. I strive to investigate issues thoroughly and jointly. 1 2 3 4 5 6. I never back away from a good argument. 1 2 3 4 5 7. I strive to foster harmony. 1 2 3 4 5 8. I negotiate to get a portion of what I propose. 1 2 3 4 5 9. I avoid open discussions of controversial subjects. 1 2 3 4 5 10. I openly share information with others in resolving 1 2 3 4 5 disagreements. 11. I would rather win than end up compromising. 1 2 3 4 5 12. I got along with suggestions of others. 1 2 3 4 5 13. I look for middle...
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...My Conflict Style Paper We study conflict because if we didn't, we are more likely to keep continuing the damaging patterns we see on the job and in our homes. Making sure we understand the structure of conflict and the factors that can help or eliminate conflict such as at work with fellow employees or managers or conflict at home with a girlfriend or wife, friend, or any other family member. When we study conflict, we can see the conflict is coming or occurring and can help resolve the disputes that are happening. I understand that every conflict style has its pros and cons, and therefore I should not flinch when after filling out the Putnam Self & Peer assessment and how it put me into the Non-Confrontational category. However, I was shocked to see my scores with the other two categories, Solution-Orientation & Control, and how close they were across the board. I already knew I had myself primarily in the Non-Confrontational category prior to the assessment and was surprised how close I fit in the Solution-Orientation category when dealing with conflicts. I tend to adjust my conflict style differently to who ever I am dealing with and where the dispute takes place, if that’s a conflict at home with my fiancé and/or roommate, or at work with fellow employees. Normally, the two emotions that are most common for me when I experience conflict are anger and being defensive. After I settle down, I usually have the feeling of shame that the conflict took...
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...Reflection Paper I found the Conflict Style inventory assessment test to be informative as it explains the five styles of how one responds to conflict. The information gleaned from the Style Matters assessment equips individuals to assess their strengths and weaknesses of their own conflict resolution styles and the styles of others, and how best to respond and engage in low and high-level conflict. Therefore, the report was detailed as it indicated and rated one’s reactions to low-level disagreements specified as Calm, when using the five conflict management styles as compared to the Storm classification indicting high stress and heated emotions (2005). Kraybill (2005) describes each style, as the first style is Directing. This...
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...Conflict Management Styles Paper Frank Garcia CJA/444 May 16, 2012 Mr. Scott Baly Conflict Management Styles Paper In this paper, I will identify in my own perspective and hands on experience when I worked at C.C.W.F., Central California Women’s Facility in Chowchilla, CA. I will discuss the management approaches and concepts based on the many types of behaviors or conflicts in the prison with inmates vs. the authority role models “staff” and their different personality types. I began my journey with the Department of Corrections in the early 2000’s; times sure have change within a decade. Since I have worked in a prison and I have noticed that personalities play a huge role on the approach, attitude, and consistency and how you give a directive. An inmate is looking for respect, just like anyone else should receive. Many times these inmates are looked down upon and are given no inspiration and no hope. It requires more from management to advise their staff giving them the essential training expected from management. I understand that Officers are their too comply and direct; but I feel that many Correctional Officers are not assessing and implementing many of the expectations. This creates conflict’s when management is involved too discipline inmates when rules are not being followed. This creates an evaluation from the manager reassuring the officer is observing the premises as expected with consistency. As part of management; I clearly remember this plays...
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...Dictionary, is defined as “actual being or existence, as opposed to an imaginary, idealized, or false nature.” It is something that I thought I had a good grasp on, that is, until I reviewed my conflict style through multiple sets of eyes. I understand that every conflict style has its pros and cons, and therefore I should not cringe when I see that my husband believes me to be in the Control-Competition category; however, I cannot stop myself from thinking that the words control and competition are appalling and negative. It is especially hard to digest, seeing as how I had myself primarily in the Solution-Orientation category and thought that I fit the Control-Competition category least of all. I tend to adjust my conflict style according to whom I am dealing with and where the dispute takes place. When dealing with my husband, my preference is to wait and give myself time to think things through. I would rather handle all disputes behind closed doors; that way, if I have things to say to that may cause either party embarrassment or discomfort, it occurs privately, and I can avoid adding extra emotional fuel to the fire. I do not like to be corrected in front of my peers and feel that the emotions my anger and embarrassment create are hard to keep out of the conflict and often get in the way of solving the true issues. Taking time to think things through also allows me to focus on exactly what it is that I am upset about and prepare to have a civil conversation...
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...Understanding Conflict Handling Styles In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress. Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise, avoidance, and accommodation. No conflict style is inherently right or wrong, but one or more styles could be inappropriate for a given situation and the impact could result in a situation quickly spiraling out of control. 1. Competing Value of own issue/goal: High Value of relationship: Low Goal: I win, you lose People who consistently use a competitive style come across as aggressive, autocratic, confrontational, and intimidating. A competitive style is an attempt to gain power and pressure a change at the other person’s expense. A competitive style of managing conflict can be appropriate when you have to implement an unpopular decision, make a quick decision, the decision is vital in a crisis, or it is important to let others know how...
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...The Conflict Management Style: Avoidance Avoidance is an effort to not deal with a situation by leaving or escaping a conversation because it is bothering you. This could be during a negative confrontation or during a stressful situation. Someone who uses this conflict management style, more than likely just wants the problem to go away without trying to talk it out or have it be resolved. Avoidance is used by a lot of people who have high anxiety. I would be someone who chooses avoidance during most situations. I would choose avoidance over any other conflict management style. I feel as if I do this because I am trying to save me own feelings and assume that if I step back or even walk away from a situation, that eventually it will work...
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...Conflict occurs whenever two people have incompatible goals. I have recently found myself in conflicts with my significant other over cars. We love Volkswagens and have a collection of them. He wants to get a euro van and I said no. We have been battling it out for about 2 weeks now. Now keep in mind we already have 5 vehicles. Today we came to an agreement, if I let him buy new wheels for his car he drives now he will stop talking about getting the van. I was totally ok with him getting new wheels because its easier to store them and it was just a fraction of the cost of the van. We were both happy with the decision! Thank goodness! 1. What did you do to resolve the conflict? To solve our conflict we negotiated on getting something different and saved money in the end. Plus, he got what he wanted and I was happy that we didn’t spend a bunch of money on another vehicle....
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...Understanding that the best relationship are those without any conflict but while in a relationship, there is always disagreements. Danger is when ignoring the emotions that the other person experience, especially when surrounded by other people called family members. I’ve been with my spouse for over twenty years and in the beginning of the relationship, there were no major conflict in the relationship. I understand that my spouse is a “nice guy”. However, years later, I realize that my spouse tend to have an avoiding style when dealing with conflict. Avoiding style is when one chooses not to get involved in the conflict. My spouse refrains from making any rushed decision and does not engage in any disagreements. Kenneth W. Thomas and Ralph...
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...Conflict Style Assessment and Analysis Paper Sue Parks SOC 350 – Conflict Resolution Siena Heights University October 22, 2015 INTRODUCTION A conflict has arisen so what do we do to manage the conflict? Does it matter how we manage the conflict? My answer to the second question is that it absolutely does matter how we manage the conflict. We encounter conflicts in every facet of our lives; at work, school, home, and even while we are out shopping. Analyzing our conflict style better equips us for when we encounter conflicts, and ultimately develop better relationships. We will be delving into my assessment results, looking into my strengths and weaknesses then figure out what will help me be able to effectively manage conflicts. After the Conflict Style Analysis assignment that I had taken, I then was able to compare my results with the results from the two evaluators that know me. My own results showed that I exhibit avoiding conflict both at home and at work. It also showed that I also exhibited compromising and integrating conflict styles at work not just avoidance. I cannot say that I was surprised that my dominating style was avoidance, taking the assessment only confirmed what I knew. When comparing my results with my two evaluators I was a tad relieved by the consistency but a tad surprised as well with a slight variance from one of the evaluators. BACKGROUND/RESEARCH This assessment was completed by using Application 5.1 Assessing your Conflict...
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...cultural dimension, Pruitt’s negotiation styles model, and Rahim’s conflict management model, this research examines how national culture influence the way people choose negotiation and conflict resolution handling styles through an empirical study of 87 individuals in the U.S. The respondents were divided in two groups: American, and Ethiopians. The results show that the individualism-collectivism cultural dimension did differentiate the members of the American culture from the members of the Ethiopian culture. Among the negotiation and conflict management styles object of this study, the dominating style was found to be preferred by those with high concern for self, whereas the cooperating and the integrating styles were found to be preferred by those with high concern for others. Introduction In order to remain competitive in their respective markets companies around the world are expanding their horizons beyond their original country, and they are increasingly seeking international partnerships and business ventures in different cultural environments. The ability to negotiate across national borders and within the organization has become increasingly important in the past decade, but despite the continuous growth of business globalization negotiation and conflict resolution styles are often misunderstood. According to much of the literature available scholars have conducted substantial research on the subjects of negotiation and conflict resolution over the past years, including...
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...Paper II Conflict Scale for Others to complete about you (make copies for all 3 people). On the following pages are several pairs of statements describing possible behavioral responses that _Katie__might make when he or she is having a fight or some sort of conflict with you. For each pair, please circle the "A" or "B" statement that is most characteristic of __Katie’s behavior when they has a conflict with you. In many cases, neither the "A" nor the "B" statement may be very typical of his or her behavior, but please select the response which would seem more like him or her. CIRCLE either A or B 1. A. There are times when they let me or others take responsibility for solving the problem. B. Rather than negotiate the things on which we disagree, they stress those things upon which we both agree. 2. A. They try to find a compromise solution. B. They attempts to deal with all of my and their own concerns. 3. A. They are usually firm in pursuing their goals. B. They might try to soothe my feelings and preserve our relationship. 4. A. They try to find a compromise solution. B. They sometimes sacrifice their own wishes for my wishes. 5. A. They consistently seek my help in working out a solution. B. They try to do what is necessary to avoid useless tensions. 6. A. They tries to avoid creating unpleasantness for them self. B. They try to win their position. 7. A. They try to postpone the issue until...
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