Conflict quiz questionnaire

Be sure to answer the questions indicating how you would behave rather than how you think you should behave.

1. I explore issues with others so as to find solutions that meet everyone’s needs.

Always

Often

Sometimes

Rarely

2. I try to negotiate and adopt a give-and-take approach to problem situations.

Always

Often

Sometimes

Rarely

3. I try to meet the expectations of others.

Always

Often

Sometimes

Rarely

4. I would argue my case and insist on the merits of my point of view.

Always

Often

Sometimes

Rarely

5. When there is a disagreement, I gather as much information as I can and keep the lines of communication open.

Always

Often

Sometimes

Rarely

6. When I find myself in an argument, I usually say very little and try to leave as soon as possible.

Always

Often

Sometimes

Rarely

7. I try to see conflicts from both sides. What do I need? What does the other person Need? What are the issues involved?

Always

Often

Sometimes

Rarely

8. I prefer to compromise when solving problems and just move on.

Always

Often

Sometimes

Rarely

9. I find conflicts challenging and exhilarating; I enjoy the battle of wits that usually follows.

Always

Often

Sometimes

Rarely

10. Being at odds with other people makes me feel uncomfortable and anxious.

Always

Often

Sometimes

Rarely

11. I try to accommodate the wishes of my friends and family.

Always

Often

Sometimes

Rarely

12. I can figure out what needs to be done and I am usually right.

Always

Often

Sometimes

Rarely

13. To break deadlocks, I would meet people halfway.

Always

Often

Sometimes

Rarely

14. I may not get what I want but it’s a small price to pay for keeping the peace.

Always

Often

Sometimes

Rarely

15. I avoid hard feelings by keeping my disagreements with others to myself.

Always

Often

Sometimes

Rarely

Score

Collaboratin	Competing	Avoiding	Harmonizing	Compromising

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.