Conflict Management and Conflict

Conflict Management Self-Assessment

The ability to manage conflicts is an important skill in life and, most importantly, in the work setting. It is crucial for cultivating healthy interpersonal relationships. Enhancing conflict management skills starts with a clear understanding of one's values, personality, and conflict management approach. In this report, I describe the results of three self-assessment scales I undertook to rate my conflict handling skills: Values Clarification and Conflict Resolution assessment, the Big Five Personality Test, and the Conflict Management Style Orientation Scale.

Values Clarification and Conflict Resolution

As shown in appendix 1, my top five scores for both the realized scale and the idealized scale exhibit capability to: find ways to for the conflict to have a win-win situation; institute teamwork early-on in the resolution; help everyone find opportunities for open self-expression; encourage the intent of cooperation; and find ways to nurture cooperation among those involved. I scored 9 out of 10 for each of the top five scores in the realized scale, and 10 out of 10 for each of the top five scores in the idealized scale. As for value conflicts, the five that had the greatest distance between the highest and lowest scores include: testing assumptions of the opposing side; work on difficult conflict situations, even when time for resolution is limited; bring stability to chaotic conflict resolutions; determine how to use power in the resolution process; and provide leadership in the resolution process. In each of these items, there was a difference of three points between the highest and lowest scores.

Overall, the values clarification and conflict resolution assessment shows that I have values such as tolerance, confidence, cooperativeness, and authoritativeness. I strongly believe these values are important as far as conflict management is concerned. They evidently demonstrate my conflict management abilities. Nonetheless, it is imperative for me to enhance my leadership skills. A conflict manager should be in a position to demonstrate leadership during the conflict resolution process (Boyles, n.d.).

Big Five Assessment

The Big Five Personality Test reveals that I am somewhat conventional (close-minded), very well-organised and reliable (conscientious), relatively social (extraverted), fairly considerate (agreeable), and that I tend to be calm in tense situations (neurotic) (see appendix 2) (Outofservice.com, n.d.). Generally, I agree with the outcome, particularly with respect to conscientiousness, extraversion, and neuroticism. I strongly believe that I tend to be meticulous, orderly, disciplined, and diligent in everything I do. These are traits I have nurtured since my childhood. It is also true that I am talkative, sociable, outgoing, and fun-loving. Family members, friends, and colleagues always reiterate these aspects. I believe my extraverted nature largely explains why I tend to be sympathetic, forgiving, and courteous. I am not easily offended, and instances where I get offended I easily let go. While I agree with most of the outcomes, I somewhat disagree with the score on openness to experience -- 30% is quite low. 70% would have been much fairer. I believe I am curious and creative.

The results of the Big Five Personality Test have important implications for my role as a conflict manager. I actually consider myself as a great conflict manager. An effective conflict manager is one who depicts openness to new ideas or approaches, self-discipline, agreeableness, friendliness, and calmness. With these traits, one is better placed to consider all sides of a situation, listen effectively, stabilise emotions, and reach amicable solutions. Even so, there is still room for improvement. As can be seen from the score, I score above 90 in only aspect -- conscientiousness. Going forward, I should work on the rest to reach better scores. This would certainly be good for my conflict management skills.

Conflict Management Style

The conflict management orientation scale shows that I tend to be cooperative when handling conflict situations. The outcome of the test particularly demonstrates that I score 6, 11, 11, 5, and 14 out of 15 in competing, accommodating, compromising, avoiding, and collaboration, respectively (see appendix 3) (Mcgrawhill.ca, n.d.). I strongly agree with this outcome. In fact, I think the outcome complements the outcome of the Big Five Personality Test largely. I scored the highest in collaboration as well as in accommodating and compromising. I usually acknowledge that there is greater benefit in reaching a solution that considers insights and perspectives from both sides. Additionally, my high score on accommodating and compromising shows my willingness to show admission when I am wrong and to try another alternative when collaboration seems not to work.