Conflict quiz questionnaire
We each have our own way of dealing with conflict. The techniques we use are based on many variables such a our basic underlying temperament, our personality, our environment and where we are in our professional career. However, by and large there are five major styles of conflict management techniques in our tool box. In order to address conflict we draw from a collaborating, competing, avoiding, harmonizing or compromising style of management. None of these strategies is superior in and of itself. How effective they are depends on the context in which they are used.
Thank you for taking the ” Conflict Quiz ” questionnaire
The conflict strategy with the highest score indicates your most commonly used strategy. The one with the lowest score indicates your least preferred strategy. However, if you are a leader who must deal with conflict on a regular basis, you may find your style to be a blend of different styles.
Source: Reginald (Reg) Adkins, PhD, Elemental Truths
Brief Descriptions of the Five Conflict Management Styles
Collaborating Style:
Problems are solved in ways in which an optimum result is provided for all involved.
Both sides get what they want and negative feelings are minimized.
Pros: Creates mutual trust; maintains positive relationships; builds commitments.
Cons: Time consuming; energy consuming.
Competing Style:
Authoritarian approach.
Pros: Goal oriented; quick.
Cons: May breed hostility.
Avoiding Style:
The non-confrontational approach.
Pros: Does not escalate conflict; postpones difficulty.
Cons: Unaddressed problems; unresolved problems.
Harmonizing Style:
Giving in to maintain relationships.
Pros: Minimizes injury when we are outmatched; relationships are maintained.
Cons: Breeds resentment; exploits the weak.
Compromising Style:
The middle ground approach.
Pros: Useful in complex issues without simple solutions; all parties are equal in power.
Cons: No one is ever really satisfied; less than optimal solutions get implemented.
