Please assist in answering the below questions referring to below Conflict Styles Assessmentexercise. pictures

Please answer

1. Were you surprised by your score?
   1. Which category was your highest?
      1. Discuss why you believe you scored higher in this category than in others.
   2. Which category was your lowest?
      1. Discuss why you believe you scored lower in this category than in others.
   3. Discuss in detail your scores for each of the remaining categories.
2. Do you believe you have always been effective in handling conflicts? Why or why not?
3. What steps can you take to improve your ability to manage interpersonal conflict?

UNITED STATES INSTITUTE OF PEACE Experts / Regions / Issue Areas / Education & Training / Events Making Peace Possible Conflict Styles Assessment CLASSROOM MATERIAL TYPE: Lesson & Activity Resources Share This Print the Page Result Congratulations, you've completed the Conflict Styles Assessment Based on your answers, you can see your result below 82% Compromiser Compromisers approach conflict with the goal of compromise. They tend to think about what they are wiling 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. 82% 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 time32% 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 highlevels of thst and mutual understanding in relationships. There is also the potential to learn from creative problem solving. Weaknesses: When time is a factor: it is difcult to spend the energy and time needed to process the wayr Problem Solvers tend do. There is also the potential for burnout from overprocessing. Interpreting your scores Each conict style presented here has been scored individually. The percentage identies 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 conict situations which can vary greatly. Different contexts call for different approaches: and there is a time and a place to use each of the conict styles. 36% Accommodator Accommodators have a harmonizing approach to conict. They often focus on supporting others in a conflict situation and are adept at placating people in uncomfortable situations. Accommodators often gain strong appreciation from others involved in a conict. 1Ifll'ealtnesses: 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. 33% 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. 25% 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