What Is Your Conflict Management Style?
Conflict occurs between individuals or groups where there is a difference in viewpoint or ideas; when one party opposed the other’s interests or goals; or when there is tension, animosity, or annoyance. There are many different ways to manage conflict.
Take this 20-question self-assessment to determine your preferred conflict management style. Respond to each statement on a scale of 1 to 5 to indicate how strongly the statement applies to how you handle conflict. A rating of 1 means the statement doesn’t apply to you at all. A rating of 5 means the statement applies to you very much.
When I have conflict, I do the following:
1. I give in to the wishes of the other party.
When I have conflict, I do the following:
2. I try to realize a middle-of-the-road solution.
When I have conflict, I do the following:
3. I push my own point of view.
When I have conflict, I do the following:
4. I examine issues until I find a solution that really satisfies me and the other party.
When I have conflict, I do the following:
5. I avoid confrontation about our differences.
When I have conflict, I do the following:
6. I avoid differences of opinion as much as possible.
When I have conflict, I do the following:
7. I stand for my own and other’s goals and interests.
When I have conflict, I do the following:
8. I search for gains.
When I have conflict, I do the following:
9. I emphasize that we have to find a compromise solution.
When I have conflict, I do the following:
10. I concur with the other party.
When I have conflict, I do the following:
11. I try to accommodate the other party.
When I have conflict, I do the following:
12. I insist we both give in a little.
When I have conflict, I do the following:
13. I fight for a good outcome for myself.
When I have conflict, I do the following:
14. I examine ideas from both sides to find a mutually optimal solution.
When I have conflict, I do the following:
15. I try to make differences seem less severe.
When I have conflict, I do the following:
16. I try to avoid a confrontation with the other.
When I have conflict, I do the following:
17. I work out a solution that serves my own as well as other’s interests as well as possible.
When I have conflict, I do the following:
18. I do everything to win.
When I have conflict, I do the following:
19. I strive whenever possible toward a fifty-fifty compromise.
When I have conflict, I do the following:
20. I adapt to the other parties’ goals and interests.
Below is your score for each conflict management approach. Scores from four to 20 points are possible for each approach. The higher the score, the greater your preference for the approach. The highest scoring conflict management approach is your preferred approach.
Accommodating:
The accommodating approach is both cooperative and unassertive. This approach is characterized by an attempt to satisfy the other side’s goals without regard for your own. When you use the accommodating approach, you yield to the other side’s goals and smooth over the conflict without asserting your own goals. Harmony and agreement are the most important outcomes.
Compromising:
The compromising approach is both somewhat assertive and cooperative. It’s not as assertive as the competitive or collaborative approaches but more assertive than the avoiding or accommodating approaches. In a compromising approach, you’re attempting to partially satisfy both sides’ goals. A compromising approach is characterized by give and take, in which each side gives up something in return for something gained.
Competitive:
The competitive approach is defined as an uncooperative and assertive approach. In using a competitive approach, you view the conflict as a win-lose situation. The intent is to “win” or achieve your goal quickly and assertively. You don’t take the time to deal with the other side’s reactions or priorities.
Collaborative:
The collaborative approach is both cooperative and assertive. This approach is an interest-based strategy toward resolving conflict. Interests are the goals, emotions, and needs of each side. The goal is to find a mutually beneficial solution that integrates all of these interests. After using a collaborative approach successfully, both sides will feel fully satisfied with the resolution to the conflict.
Avoiding:
The avoiding approach is both an uncooperative and unassertive approach to conflict management. This approach can be characterized as an inactive approach. When using an avoiding approach to conflict, you withdraw from the conflict, allowing the other side to chart the course without attempting to direct its outcome.