Conflict style questionnaire Conflict is a normal part of living and working together.

Conflict is useful as it highlights unresolved issues so they can be confronted, managed and resolved. It is important to be aware of our responses in conflict situations because choosing to use some styles can add to the conflict, while choosing to use others can reduce the conflict. Complete the following questionnaire and then score yourself using the result sheet. It will help you to think about your personal conflict style, and the style of the people you work with in your role as a delegate. The statements below consist of different strategies used in dealing with conflicts. Using the following scale, fill in the blanks to the left of the statements. How often do I feel or act this way? 1 Hardly ever 2 3 4 Lots of times

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24.

I withdraw from situations that involve conflict. I predict conflicts before they even happen and plan scenarios to deal with them. I want to make myself right and the other wrong in conflict situations. I feel that the relationship is more important than winning an argument. It is important for me to remain calm during the time a conflict occurs. I am the kind of person who shows emotions easily during conflict. The best way to deal with conflict is in a positive and productive way. I look at confronting a conflict in a positive and productive way. I find reasons to delay dealing with conflict situations. I guard myself by going over many moves and strategies when I anticipate a conflict. When theres an argument or a disagreement I want to win it. I would prefer to make peace than engage in heated arguments. I believe that one should be rational and cool during the heat of a conflict. I am very intense when there is discord or disagreement. You do for me and I do for you is the best way to manage conflicts. I try to look at conflicts with others as an opportunity for understanding and growth. When there are clashes at work, I try to stay away and not get involved. I think about past, present and future conflicts a great deal so that I can be prepared. I try to overpower and intimidate the person with whom I am quarrelling. I believe that harmony in the relationship is more important than being right or winning in the conflict. I am fearful of expressing too much emotion during a quarrel. When I am in a conflict I have to share my feelings so that I am understood. I cant win in conflict. I need to compromise. I am able to meet my needs in conflict situations and also satisfy the other persons need.

25. I reach agreements as quickly as possible so that I dont really have to confront the conflict. 26. I seek out situations where there might be conflict to protect myself. 27. It is more important to me to win an argument than to be accepted or liked. 28. In a confrontational situation I give in to get it over with quickly. 29. I put control of my feelings as most important during conflict. 30. Getting very emotional during conflict is a stance I like to take. 31. I dont believe you can get a win/win; it is mostly a draw. 32. I find conflicts give me the opportunity to learn more about the other person.

From Resolving Conflict in a Diverse Workplace Sybil Evans

CONFLICT STYLE PROFILE SCORE SHEET A. 1 9 17 25 Total D. 4 12 20 28 Total G. 7 15 23 31 Total H. 8 16 24 32 Total E. 5 13 21 29 Total B. 2 10 18 26 Total F. 6 14 22 30 Total C. 3 11 19 27 Total

Handout A. Cautious Style: People with this style view conflict in very negative ways. They feel that in any conflict they have something to lose. They fear being too vulnerable or helpless in conflict situations. By avoiding conflict, they maintain their security. Sometimes this conflict avoidance takes the form of denial, such as We dont have conflicts in our company. Were a happy family. Avoiding conflict can also be a shield against admitting failure in dealing with difficult situations. Seeking Style: People with this style see conflict or the potential for conflict in all interactions. Because of this assumption of impending conflict, they want to prepare themselves ahead of time to deal with an upcoming difficult encounter. They create imaginary scripts to respond to real or imagined challenges. Theyre like conflict collectors. Strong Style: People with this style are highly motivated to get what they want and have their ego tied up with winning any confrontation they are in. They often need to make the other person feel that what they are doing is wrong. They tend to be inflexible in their approach and try to overpower others. They can unleash a variety of hardball tactics and are not concerned about the quality of relationships. Peaceful Style: People with this style favor harmony over winning. They concede to others in a conflict in order to maintain a pleasant relationship. Theyre afraid of what may ensure in direct confrontation. They tend not to express their needs and have developed strategies to smooth things over. Calm Style: People with this style value maintaining complete calm during any conflict. By remaining calm, they can be more rational. This cool exterior sometimes masks turmoil within. These people rarely express feelings during a conflict and resent those who do. Feeling Style: These people have a style opposite to that of the calm style. In contrast, they consider expressing themselves and consider expressing emotions as a critical part of settling disputes. They use broad gestures and dramatic postures. They believe that it is perfectly acceptable to be emotional and rational at the same time. Compromising Style: People with this style try to be the peacemakers. Their aim is to settle disputes by looking at ways for both parties to give in. They may not be aware of different options to settle conflicts or opportunities to be creative in problem solving. They think of a solution as a realistic settlement; perhaps a partial win-win. Solution-Focused Style: People with this style see conflict as an opportunity to fulfill mutual interests. They want to create an atmosphere where different perspectives are heard and understood. They look for ways in which to build agreement and strengthen relationships.

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