Bus305: Individual Paper #1: Conflict Styles

When working in teams, we will sometimes be required to work closely with people who have different conflict styles than we do. Additionally, we often have more than one style that we use, depending on the situation. The goal of this essay is to help you learn about your primary conflict styles, understand how your conflict style may interact with different conflict styles, and reflect on how you will choose to handle conflicts in the future when working in teams. For this assignment, you will take a conflict style assessment and reflect upon your results. This activity should help you generate awareness of your own behaviors and performance in teams and to better understand how to manage people with varying conflict styles.

Approach:

• Complete the free Conflict Styles Assessment from the United States Institute of Peace: https://www.usip.org/public-education/students/conflict-styles-assessment
• My results=

Result Congratulations, you've completed the Conflict Styles Assessment Based on your answers, you can see your result below 73% Compromiser Compromisers approach conflict with the goal of compromise. They tend to think about what they are willing to give up and what they are willing to hold on to, and try to gear communication to focus on this give and take for all parties. It is a good way to promote cooperation. It can be done fairly quickly when both parties are engaged. Interpreting your scores Each conflict style presented here has been scored individually. The percentage identifies how often you selected the particular style when it was provided as an option in the assessment. You may look at your scores and wonder how "right' they are. There are no right and wrong answers in this assessment, as it examines how you handle conflict situations which can vary greatly. Different contexts call for different approaches, and there is a time and a place to use each of the conflict styles. 73% Problem Solver Problem Solvers tend to want to discuss all the details of a problem and work through it together so that everyone gets what he or she wants and is happy in the end. Their strengths are that they tend to welcome differences, build high-levels of trust and mutual understanding in relationships. There is also the potential to learn from creative problem solving Weaknesses: When time is a factor, it is difficult to spend the energy and time needed to process the way Problem Solvers tend do. There is also the potential for burnout from over-processing. Interpreting your scores Each conflict style presented here has been scored individually. The percentage dentifies how often you selected the particular style when it was provided as anExperts / Regions / Issue Areas / Education & Training / Events 73% Problem Solver Problem Solvers tend to want to discuss all the details of a problem and work through it together so that everyone gets what he or she wants and is happy in the end. Their strengths are that they tend to welcome differences, build high-levels of trust and mutual understanding in relationships. There is also the potential to learn from creative problem solving Weaknesses: When time is a factor, it is difficult to spend the energy and time needed to process the way Problem Solvers tend do. There is also the potential for burnout from over-processing- Interpreting your scores Each conflict style presented here has been scored individually. The percentage identifies how often you selected the particular style when it was provided as an option in the assessment. You may look at your scores and wonder how "right' they are. There are no right and wrong answers in this assessment, as it examines how you handle conflict situations which can vary greatly. Different contexts call for different approaches, and there is a time and a place to use each of the conflict styles. 43% Accommodator Accommodators have a harmonizing approach to conflict. They often focus on supporting others in a conflict situation and are adept at placating people in uncomfortable situations. Accommodaters often gain strong appreciation from others involved in a conflict. Weaknesses: Accommodators may build up resentment from denying their own needs. It also may be difficult for those who want to get to the root of the problem to work with Accommodators who tend to focus on making others happy. Interpreting your scores Each conflict style presented here has been scored individually. The percentage identifies how often you selected the particular style when it was provided as an option in the assessment. You may look at your scores and wonder how "right" they are. There are no right and wrong answers in this assessment, as it examines how you handle conflict situations which can vary greatly. Different contexts call for different approaches, and there is a time and a place to use each of the conflict styles.Experts / Regions / Issue Areas / Education & Training / Events 42% Competer Competers are known for being persuasive and direct. They know the result they want in a conflict situation, and they go for it. Their strengths are that they are often passionate about their views and dedicated to pursuing their convictions. Competers are good at making quick decisions, and tend not to waste time, which is especially helpful in the time of crisis. Weaknesses: Sometimes Competers wind up with unequal relationships with others, and feelings of others can be hurt or overlooked with their decision-making style. Interpreting your scores Each conflict style presented here has been scored individually. The percentage identifies how often you selected the particular style when it was provided as an option in the assessment You may look at your scores and wonder how "right" they are. There are no right and wrong answers in this assessment, as it examines how you handle conflict situations which can vary greatly. Different contexts call for different approaches, and there is a time and a place to use each of the conflict styles. 25% Avoider Avoiders tend to step away from conflict. They often keep their opinions to themselves in conflict situations so as not to continue or escalate the conflict. They are often admired for having a calming, quiet presence in the face of crisis. Weaknesses: Avoiders sometimes keep their feelings bottled up and then aren't able to meet their own needs. This can result in a frustrating buildup of emotions. Interpreting your scores Each conflict style presented here has been scored individually. The percentage identifies how often you selected the particular style when it was provided as an option in the assessment You may look at your scores and wonder how "right they are. There are no right and wrong answers in this assessment, as it examines how you handle conflict situations which can vary greatly. Different contexts call for different approaches, and there is a time and a place to use each of the conflict styles