\fOManagement%20Styles%20Quiz%20-%20MHA%20701.pdf 5 / 7 - 100% + 4. Controller Column A) 5. Avoider (Column E) TOTAL: Figure 27. Ideal order. Choice Style Score 1 st 2nd 3rd 4th 5th TOTAL: Figure 28. Your order. Competing/Controlling is assertive and uncooperative - an individual pursues his or her own concerns at the other person's expense. This is a power-oriented mode, in which one uses whatever power seems appropriate to win one's own position - one's ability to argue, one's rank, economic sanctions. Competing might mean "standing up for your rights," defending a position which you believe is correct, or simply trying to win. Q Search W DeleteOManagement%20Styles%20Quiz%20-%20MHA%20701.pdf 5 / 7 - 100% + 4. Controller Column A) 5. Avoider (Column E) TOTAL: Figure 27. Ideal order. Choice Style Score 1 st 2nd 3rd 4th 5th TOTAL: Figure 28. Your order. Competing/Controlling is assertive and uncooperative - an individual pursues his or her own concerns at the other person's expense. This is a power-oriented mode, in which one uses whatever power seems appropriate to win one's own position - one's ability to argue, one's rank, economic sanctions. Competing might mean "standing up for your rights," defending a position which you believe is correct, or simply trying to win. Q Search W Delete6 / 7 100% + Accommodating is unassertive and cooperative - the opposite of competing. When accommodating, an individual neglects his or her own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person's order when one would prefer not to, or yielding to another's point of view. Avoiding is unassertive and uncooperative - the individual does not immediately pursue his own concerns or those of the other person. He or she does not address the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time, or simply withdrawing from a threatening situation. Collaborating is both assertive and cooperative - the opposite of avoiding. Collaborating involves an attempt to work with the other person to find some solution which fully satisfies the concerns of both persons. It means digging into an issue to identify the underlying concerns of the two individuals and to find an alternative which meets both sets of concerns. Collaborating between two persons might take the form of exploring a disagreement to learn from each other's insights, concluding to resolve some condition which would otherwise have them competing for resources, or confronting and trying to find a creative solution to an interpersonal problem. Compromising is intermediate in both assertiveness and cooperativeness. The object is to find some expedient, mutually acceptable solution which partially satisfies both parties. It falls on a middle ground between competing an accommodating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but doesn't explore it in as much depth as collaborating. Compromising might mean splitting the difference, exchanging concessions, or seeking a quick middle-ground nocition Q Search W ASUS FO F8 F9 La FIO Prt Sc Insert Delete O O Backspace O P17 100% + 10 9 Accommodator - 3 Collaborator - 1 (Yield-lose/win) (Win/win) 8 *Score: *Score: Low goal orientation High goal orientation High relationships orientation High relationships orientation 7 Compromiser - 2 Concern (Mini-win/mini-lose) for * Score: relationships Negotiated goal orientation Negotiated relationships orientation 3 Avoider - 5 Controller - 4 (Leave-lose/win) (Win/lose) Score:_ * Score: Low goal orientation High goal orientation Low relationships orientation Low relationships orientation 2 8 9 10 Concern for personal goals Q Search W ASUS F8 LAJ F9 La FIO F12 Prt So Insert Delete Backspace O P\f3/7 - 100% + SITUATION 7: When you find yourself disagreeing with other members of a group on an important issue, you would: A. Stand by your convictions and defend your position. B. Appeal to the logic of the group in the hope of convincing at least a majority that you are right. C. Explore points of agreement and disagreement and the feelings of the group's member, and then search for alternatives that take everyone's views into account. D. Go along with the rest of the group. E. Not participate in the discussion and not feel bound by any decision reached. TOTAL SITUATION 8: When a single group member takes a position in opposition to the rest of the group, you would: A. Point out publicly that the dissenting member is blocking the group and suggest that the group move on without him or her if necessary. B. Make sure the dissenting member has a chance to communicate his or her objections so that a compromise can be reached. C. Try to uncover why the dissenting member views the issue differently, so that the group's members can reevaluate their own positions. D. Encourage the group's members to set the conflict aside and go on to more agreeable items on the agenda. E. Remain silent, because it is best to avoid becoming involved. TOTAL SITUATION 9: When you see conflict emerging in a group, you would: A. Push for a quick decision to ensure that the task is completed. B. Avoid outright confrontation by moving the discussion toward a middle ground. C. Share with the group your impression of what is going on, so that the nature of the impending conflict can be discussed. D Forestall or divert the conflict before it emerges by relieving the tension with humor. E. Stay out of the conflict as long as it is of no concern to you. TOTAL Q Search W F8 AJ F9 LB FIO F12 Prt Se Insert Delete O Backspace P