...Personal Conflict Style Inventory How Do I Respond to Conflict? Instructions. Consider your response in situations where your wishes differ from those of another person. Note that statements A-J (Part One) deal with your initial response to disagreement; statements K-T (Part Two) deal with your response after the disagreement has gotten stronger. If you find it easier, you may choose one particular conflict setting and use it as a background for all the questions. Please Note. The reflection this inventory can create is more important— and more reliable — than the numbers the tally sheet yields. There are no "right" or "wrong" answers, nor have we "standardized" this instrument. Some takers agree with the results; others disagree. Whether you like the results or not, you should rely on them for an accurate picture of yourself only after further self-scrutiny and discussion with others. The inventory is merely a tool to enable these larger tasks. Part One Circle one number on the line below each statement. A. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I make sure that all views are out in the open and treated with equal consideration, even if there seems to be substantial disagreement. Not at all Characteristic Very 1 2 3 4 5 6 Characteristic B. WHEN I FIRST DISCOVER THAT DIFFERENCES EXIST, I devote more attention to making sure others understand the logic and benefits of my position than I do to pleasing them. Not at all ...
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...Intercultural Conflict Management How should we define an intercultural conflict? Is there any difference between a conflict and an intercultural one? The following chapter, which is a summary of the chapter “Constructive Intercultural Conflict Management” (Stella Ting-Toomey, Communicating Across Cultures, 1999, pages 194-197), attempts to answer these two questions. At the end of the chapter, we also include an extract of the “Intercultural Conflict Style Inventory” (Mitchell Hammer, 2002) 1. Definition of intercultural conflicts “Intercultural conflict is defined as the perceived or actual incompatibility of values, norms, processes, or goals between a minimum of two cultural parties over content, identity, relational, and procedural issues. Intercultural conflict often starts off with different expectations concerning appropriate or inappropriate behavior in an interaction episode.” (Ting-Toomey, 1999, p.194). Another author holds a similar view: “Conflicts are always cultural, since we are all cultural beings. Yet the very definition of conflict is challenging because of our cultural ways of seeing”. (Michelle Le Baron and Venashri Pillay, Conflict across Cultures, 2006, page 13). According to Le Baron, conflict occurs at ← the material level, or the “what” of the conflict; ← the symbolic level, the meaning of issues to the people involved, especially those meanings that resonate with peoples' identities, values, and worldviews; ← and the...
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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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...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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...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. I have a hard time telling other people my actual thoughts and why I think a certain way. When I do not have time...
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...Part I: Personal Conflict Style for Self-Development (Primary, Backup, & Limiting) In my opinion, the Life Styles Inventory illustrated scores on how I recognize my conflicts. Below conflict styles represent my strengths and weakest styles. • My primary conflict style was Conciliator, which I scored the highest on and (95th percentile). • My backup conflict style was Pragmatist, which I scored the second highest score(93rd percentile) • My limiting conflict style was Dominator, which I scored the (10th percentile) |Position |Style |Score |Percentile | |1 |Conciliator |39 |95 | |2 |Relationship Builder |34 |70 | |3 |Accommodator |9 |25 | |4 |Regulator |16 |63 | |5 |Insulator |14 |44 | |6 |Avoider |6 |55 | |7 |Escalator |7 |50 ...
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...Conflict Communication.docx3/ 5 1 Conict Communicaon Conflict Communication Rosalinda Rodriguez Communication and Conflict CM310 2/14/2016 2 Conict Communicaon In any conflict communication is crucial and everyone knows that each individual has their own certain way of communicating, especially during a conflict. Effective communication doesn’t happen easily between two different parties in a conflict and sometimes it does not happen at all. If we all could step back and analyze how effective communication helps the overall outcome of a conflict more conflicts would be resolved with positive endings. In my paper I will be writing about conflict communication between my boyfriend and me. I will be choosing three to four units from the course to help me analyze conflict within the relationship. “People in conflict pursue four general types of goals and they are: topic, relationship, identity/facework, and process (TRIP goals). Clarity of the TRIP goals gives hope for actual resolution instead of repeating patterns that feel familiar, but lead nowhere” (Hocker & Wilmot, 2014). When analyzing these goals we need to ask ourselves different questions like, what does each person want (T), who are we to each other (R), who am I in this interaction (I), and what communication will be used (P)? I can honestly say that for the most part I never looked at TRIP goals before any of our conflicts. Now that...
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...There are five different styles in conflict, those being avoidance, accommodation, competition, collaboration, and compromise (Wilmot & Hocker, 2010). After completing “Measuring Your Conflict Style” I have come to the conclusion that my preferred style is that of competition. “A competitive, or “power over,” style is characterized by aggressive and uncooperative behavior, pursuing your own concerns at the expense of another” (Wilmot & Hocker, 2010, p.157). I definitely am one to always feel as though my side of an argument or conflict is right and that the conflict is not over until I prove the other person in the conflict wrong and they succeed to my side or point of view. I also find that the expense of the other person is not taken into consideration when I am in conflict as I am totally absorbed by “winning” the conflict. This causes a lot of problems in some of my personal relationships, especially with my fiancé as winning the conflict may not be as important as making her happy. This is becoming a give and take I am starting to understand. The competitive style can be an advantage for me if I use it in an assertive way rather than an aggressive way, but more often than not aggression becomes a part of the conflict. (Wilmot & Hocker, 2010). Being assertive allows me to know what goals I am trying to achieve and go about it in a deliberate way which makes it more likely to be achieved. This notion is also expressed in our readings as it states that “Whereas nonassertive...
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...LSI Conflict Analysis Everyone has their own tendency when it comes to acting and reacting towards conflict. One person may be more aggressive and push conflict onto others, while another may be hesitant and unsure of how to handle conflict, so they simply to try to avoid it at all cost. The LSI Conflict Profile and Circumplex will give a detailed analysis of a person’s own personal conflict style, and will make them aware of their strengths and weaknesses. It can be used to allow oneself to evaluate their own attitude toward conflict, and if changes can be made to improve their outlook and approach to handling that conflict. My top 3 highest personal conflict styles are: pragmatist (99th percentile), avoider (94th percentile), and insulator (87th percentile). My 3 lowest personal styles are: dominator (10th percentile), conciliator (38th percentile), and self-empowered (42nd percentile). (See Circumplex and Conflict Profile at end of paper.) A pragmatist is someone who is practical, and sees things for how they really are. They are sensible, and don’t rush to make judgments or decisions. I am definitely a pragmatist. I am surprised that I was in the 99th percentile for this style, as I didn’t realize my way of thinking was so extreme to one style. When I have to make a decision I think of every possible variation of the decision, and what each variation could lead to. When it comes to conflict this means that I don’t make decisions in the heat of the moment and I’m able...
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...5.1- Measuring your Conflict Style Person A Husband Person B Writing team at work 1. 2/3 I avoid being “put on the spot”; I keep conflicts to myself. 2. 4/3 I use my influence to get my ideas accepted. 3. 4/4 I usually try to “split the difference” in order to resolve an issue. 4. 3/4 I generally try to satisfy the other’s needs. 5. 4/4 I try to investigate an issue to find a solution acceptable to us. 6. 3/4 I usually avoid open discussion of my differences with the other. 7. 4/2 I use my authority to make a decision in my favor. 8. 3/4 I try to find a middle course to resolve an impasse. 9. 3/4 I usually accommodate the other’s wishes. 10. 3/3 I try to integrate my ideas with the other’s to come up with a decision jointly. 11. 3/4 I try to stay away from disagreement with the other. 12. 3/3 I use my expertise to make a decision that favors me. 13. 3/3 I propose a middle ground for breaking deadlocks. 14. 3/4 I give in to the other’s wishes. 15. 5/5 I try to work with the other to find solutions that satisfy both our expectations. 16. 2/4 I try to keep my disagreement to myself in order to avoid hard feelings. 17. 4/3 I generally pursue my side of an issue. 18. 4/3 I negotiate with the other to reach a compromise. 19. 3/3 I often go with the other’s suggestions. 20. 5/5 I exchange accurate information with the other so we can solve a problem together. 21. 3/5 I try to avoid unpleasant exchanges with the other. 22. 3/3 I sometimes use my power to win. 23....
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...Communication plays a central role in handling conflict. The word conflict nowadays becomes synonymous with most departments within an organization. It's paramount to remember that there are many strategies we can use in conflict situations, but each of us tends to habitually use some strategies more often than others. Throughout this paper I will discuss my primary conflict management style (Collaborator) down to my lesser preferred style (compromiser, controller, accommodator, and avoider). Conflict is an interactive process between two or more parties that requires effective human interaction. The Conflict Management Strategies we can choose from in situations are as follow: • Controlling - using formal authority or other power that you possess to satisfy your concerns without regard to the concerns of the party that you are in conflict with. • Accommodating - allowing the other party to satisfy their concerns while neglecting your own. • Avoiding - not paying attention to the conflict and not taking any action to resolve it. • Compromising - attempting to resolve a conflict by identifying a solution that is partially satisfactory to both parties, but completely satisfactory to neither. • Collaborating - cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution (win-win). Research on conflict management styles has found that each of us tends to use one or two of...
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...|THOMAS-KILMANN CONFLICT MODE INSTRUMENT | | | |Directions: | | | |Read each of the following statements about conflict. | |Indicate which of the two statements (“A” or “B”) best represents your behavior during conflict. | |You may wish to complete the instrument more than once, each time for a different relationship (peer/peer, husband/wife, subordinate/boss, etc.). | | | |1 |A |There are times when I let others take responsibility for solving the problem. | | | |Rather than negotiate the things on which we disagree, I try to stress...
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...Conflict Styles Profile Paper The Thomas-Kilman conflict mode instrument survey is mostly fit in my current situation. Therefore, I’m going to use Thomas-Kilman’s survey result for my paper. I got a highest score from ‘Accommodation’ conflict style which is unassertive and cooperative; neglecting your own concerns to satisfy the other person; self-sacrifice; “ kill your enemies with kindness” or “I’d do anything for you”; concern for other; lose-win approach. Secondly, I also got a high score from ‘Avoidance’ conflict style which is unassertive and uncooperative; unwillingness to address the conflict; “leave well enough alone,” “leave bad enough alone,” or “It’s unimportant”; little concern for self or other; lose-lose approach. In my current situation, I mostly used these two conflict styles as well, but I also used ‘Compromise’ conflict style too. One obvious thing is I never used ‘competition’ conflict style in this situation that I got lowest score. What happen was I needed to find cheap place to live in order to save the money. Therefore, I was looking for cheap rent for rooms from variety online websites whenever I had a time. But these days, finding a cheap and good room is very hard compare to few years ago. I suddenly realized that my friend’s house has a loft that has little space on the second floor. He is my best friend and he lives with one more female roommate also one of my good friend. I called him to ask about loft where I might able to live and he said,...
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...Application 5.2 Style in your group I was received the results from application 5.1, but it was a great exercise to help gauge my own style of conflict. For situation A, I chose living with my sister and for situation B, I chose working with my boss. The highest score I had from the entire assessment was a 23 for Accommodation styles utilized with my boss. My lowest score was a 13 which was on Collaboration styles with my sister. I had relatively static scores throughout the assessment, but I am extremely accommodating with my boss, and less inclined to work with my sister. I think these are pretty normal aspects, as most people should be accommodating of their boss or else they could lose their job. However, I feel that being accommodating does not necessarily mean suppressing my own emotions or needs when it comes to work. I feel that I have a close relationship with my boss, but accommodation is typically utilized out of respect. I think I scored so high on accommodation strictly because of the nature of the working relationship. My sister scored a 15 on accommodation. I feel less inclined to make accommodations for her, give her the benefit of the doubt, or satisfy her expectations. I did my sister’s score in the competition and compromise style was relatively high. I definitely use my influence in the household to get my ideas accepted, and use my authority in the house to make a decision in my favor. I think that I have a general lack of consideration for her, and I have...
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...edu Video Write-up on “Dealing with conflict” “Dealing with conflict” is an interesting video that starts with a conflict between two guys in a movie theatre where other guys come and join them and it gets chaotic. The video portrays various negotiating styles to resolve conflict in an interactive manner. According to the video, we begin to experience conflict when our concerns are threatened and every individual has a different style of acting on it. These styles can be majorly categorized into five types on the basis of two inherent characteristics i.e. “assertiveness” and “cooperativeness” as explained below: First style: Avoiding conflict When your position is to not to take a position in the conflict, then you belong to the category “avoiding conflict”. People who always try to avoid conflict are neither cooperative nor assertive. According to me, this style does not solve any purpose. So, it’s best to avoid avoiding. But in emotional situations, its better to avoid conflict at that point in time. Second Style: Accommodate When an individual is more cooperative than assertive, then he just accommodates himself to the whims of the other person and more often than not, satisfies other party’s concerns at his/her expense. This is not an ideal way of negotiating since one will not win anything from the conflict and will be walked all over. People take advantage of individuals who follow this style in a conflict. Third style: Compete On the other hand, when a person...
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