CONFLICT- MANAGEMENT STYLE SURVEY

Mare Robert

Because people's rational responses are usually short- circuited by the stress of the
moment, behavior in complex interpersonal and intergroup confrontations is difficult- if
not impossible- to predict, self- help formulas that promise to make people more assertive
or effective in dealing with conflict in their lives will not work if they do not fit the "
style" of the person using them, To accept suggestions for handling conflict before
increasing personal awareness and self- knowledge is like buying mail- order clothes,
The more one learns about how he or she might react, the greater chance of selecting an
.appropriate course of action

Each person must know his or her own strengths, weaknesses, natural inclinations, and
preferences, because in conflict these positions tend to become even more rigid and fixed
and to inhibit a satisfactory resolution, unfortunately, such self- knowledge does not
come easily, True self- knowledge can only be gained by actively seeking out
information about oneself and then acting on it in the next situation, asking for feedback ,
and then trying again, Self- awareness can e achieved through one or more of the
:following methods

Intrapersonal Awareness, Listening to our internal dialog, being aware of our true
feelings, and checking out our physical reactions at the time of conflict can be eye
.opening
Observation of Others' Reactions, Bing aware of subtle verbal and physical cues that
.others give off in reaction to our behavior can lead to new insights
Direct Feedback From Others, Asking others for their reactions to what we say or do is
the most psychologically threading route to self-knowledge, but it may be worth the pain
.to discover areas that need work
Behavioral Science Measurement. Taking self- rating questionnaires is a less demanding
.way to learn personal behavioral characteristics

The conflict- Management Style Survey was designed to help people assess their
responses to everyday situations that involve conflict, the respondent's frame of reference
must be clear and answers must be consistent with the type of conflict situations he or she
.wishes to work on

.The real value of taking this instrument is in the interpretation and discussion of results
The survey is meant to heighten awareness and to provide an incentive to change
unproductive behavior; Participants can compare scores and discuss differences,
similarities, and possible trouble spots in relating to one anther, The instrument can also
be given to friends or co-workers to be completed as the person thinks the participants
would complete it. This yields insight for the participant about how he or she is seen to
.handle conflict
 CONFLCT- MANAGEMENT STYLE SURVY

Marc Robert

-------------------------------------------------------------------------------------------------- -:Name

.---------------------------------------------------:Date

Instructions: Choose a single frame of reference for answering all fifteen items (e.g.,
work-related conflicts, family conflicts, or social conflict) and keep that frame of
.reference in mind when answering the items
Allocate 10 points among the four alternative answers given for each of the fifteen items
.below

:Example: When the people I supervise become involved in a personal conflict, I usually
Intervene to Call a meeting Offer to help Ignore the
Settle the dispute. To talk over the problem if I can problem

0 1 6 3

.Be certain that your answers add up to 10

When someone I care about is actively hostile toward me, i.e., yelling, threatening, .1
:abusive, etc, I tend to
Respond in a hos Try to persuade the Stay and listen as Walk away
Tile manner person to give up his/ as long as possible
Her actively hostile behavior

When someone who is relatively unimportant to me is actively hostile toward m, i.e., .2

:yelling, threatening, abusive, etc, I tend to
Respond in a hos Try to persuade the person to Stay and listen Walk away
Tile manner give up his/ her actively as long as possible
Hostile behavior

:When I see a serious conflict developing between tow people I care about, I tend to .3
Express my disappointment Attempt to persuade Watch to see Leave
That this had to happen them to resolve what develops the scene
Their differences
When I see a serious conflict developing between two people who are relatively .4
:unimportant to me, I tend to
Ex Their differences
Press my disappointment Attempt to persuade Watch to see Leave
That this had to happen them to resolve what develops the scene
Their differences

The feedback that I receive from most people about how I behave when faced with .5
:conflict and opposition indicates that I
Try hard to Try to work out Am easygoing and take Usually avoid
get my way differences cooperatively a soft or conciliatory the conflict
Position

:When communicating with someone, with whom I am having a serious conflict, I .6

Try to overpower Talk a little bit Am an active listener Am a passive
The other person more than ( feeding back words listener (agreeing
(With my speech I listen and feelings) and apologizing

:When involved in an unpleasant conflict, I .7

Use humor with Make an occasional Relate humor only Suppress all
The other party quip or joke about to myself attempts at
humor The situation or
The relationship

When someone dose something that irritates me (e.g., smokes in a nonsmoking area or .8
crowds in line in front of me), my tendency in communicating with the offending person
:is to
Insist that the Look the person Maintain intermittent Avoid looking
Person look me directly in the eye eye contact directly at the
In the eye and maintain eye contact
Stand close Use my hands Stand close to Stand back and .9
And make and body to the person without keep my
hands
Physical contact illustrate my touching him to myself
Points or her

Use strong, Try to persuade Talk gently and Say and do .10
Direct language the person to stop tell the person what nothing
And tell the my feelings are
Person to stop
 CONFLICT- MANAGEMENT STYLE SURVEY
SCORING AND INTERPRETATION SHEET

Instructions: When you have completed all fifteen items, add your scores vertically,
.resulting in four column totals, put these on the blanks below

:Totals
Column 1 Column 2 Column3 Column 4

Using your total scores in each column, fill in the bar graph below

1 2 3 4
150

125

100

75
Total Points
50

25

Column 1. Aggressive/ Confrontive, High scores indicate a tendency toward "taking the
bull by the horns" and a strong need to control situations and/ or people; Those who use
.this style are often directive and judgmental

Column 2. Assertive/ Persuasive, High scores indicate a tendency to stand up for oneself
without being pushy, a proactive approach to conflict, and a willingness to collaborate,
.people who use this style depend heavily on their verbal skills

Column 3. Observant/ Introspective, High scores indicate a tendency to observe others

and examine oneself analytically in response to conflict situations as well as a need to
adopt counseling and listening modes of behavior, Those who use this style are likely to
.be cooperative, even conciliatory
Column 4. Avoiding/ Reactive, High scores indicate a tendency toward passivity or
withdrawal in conflict situations and a need to avoid confrontation, Those who use this
.style are usually accepting and patient, often suppressing their strong feelings

.Now total your scores for Column 1 and 2 and Column 3 and 4

Score Score
Column 1+ Column 2= A Column3+Column 4= B

If Score A is significantly higher than Score B (25 points or more), it may indicate a
tendency to ward aggressive/ assertive conflict management, A significantly higher B
.score signals a more conciliatory approach