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Personal Conflict Style Assessment
Using the conflict management style survey to determine my conflict management style was an insightful experience. The scores from the analysis show the role of collaborator (45), compromiser (30), controller (21), accommodator (19) and avoider (13) are the order of conflict management styles must relied on in work-related conflict situations. Conflict-handling styles are predicated on the aggregation of experiences, perceptions, successful and unsuccessful interactions, and outcomes over an extended period of time, defining a person's leadership style in the process (Cerni, Curtis, Colmar, 2012).
The dominant style of collaborator is best aligned with complex situations where each side of a conflict, including multiple sides of a conflict, each have specific requirements or needs to be met within the conflicted situation. Concentrating on creating a shared sense of ownership with regard to collaboration can significantly improve the probability of a successful outcome (Shetach, 2012). Collaboration is also most appropriate when each person or department participating in the conflict has independence from each other yet dependence on a common outcome. Shared ownership if outcomes leads to greater levels of collaboration over time (Romer, Rispens, Giebels, Euwema, 2012). Studies have also shown that collaboration is also highly...
A collaborative approach to conflict management is well-suited for the scenarios where new products are being developed and cross-functional teams are needed for getting the product defined and built. In summary, collaborative conflict resolution is very valuable in situations where each department or person is independent yet needs to be persuaded to contribute to a shared project and outcome.
A collaborative approach to conflict management is not appropriate in situations including the military where command-and-control structures are in place organizationally. When military divisions go into combat, more of a controller approach to conflict management is necessary to keep the entire unit of soldiers safe. Collaboration in those situations would not work. The same holds true for production centers where specific instructions need to be followed in order for work to get done.
The types of conflict situations handled by my lesser styles of accommodator (19) and controller (21) include managing conflicts in operations, production and service where measurable output and differences in opinion need to be put aside to reach an immediate, measured goal. The more short-term in scope a given task the greater the need for control and…
Bibliography
Cerni, T., Curtis, G.J., & Colmar, S.H. (2012). Cognitive-experiential self-theory and conflict-handling styles. International Journal of Conflict Management, 23(4), 362-381.
Romer, M., Rispens, S., Giebels, E., & Euwema, M.C. (2012). A helping hand? The moderating role of leaders' conflict management behavior on the conflict-stress relationship of employees. Negotiation Journal, 28(3), 253-277.
Shetach, A. (2012). Conflict leadership: Navigating toward effective and efficient team outcomes. The Journal for Quality and Participation, 35(2), 25-30.
Similar to Gestalt therapy, I also did not incorporate existentialist thinking into my theory. However, similar to Jungian analytical psychology and Gestalt therapy, I view this type of therapy as very philosophical in its' nature and application. Therapy methods that are very philosophical in their application do not appeal to me because they do not seem to adequately address the "real-life" problems, and instead seek vague answers that can be
personal conflict style. This assessment is based upon scores received from the Conflict Management Style Survey. This essay will address several key issues related to management styles including my primary conflict management style and my least preferred style. The different types of conflict associated with my style will also be discussed to give some context to the application. The essay will conclude with ideas on how to successfully integrate
KILMANN'S CONFLICT Management MODEL assessment of conflict and style Conflict management assessment using the Thomas Kilmann Mode According to Kuhn and Poole (2000), conflict management style entails the consistent and general orientation towards a conflict situation or the other party. It manifests in the behaviors observable forming a pattern and sharing a characteristic that is common over time (Kuhn & Poole, 2000). The conflict mode instrument by Kilmann assesses behavior of individual in a
Key ethical beliefs and values about one's self and others I am known as a socially aware leader, one who believes that the needs of society transcend the needs of any one person -- including myself. My idealism is also manifest in my style as a socially aware leader in that I believe the welfare of others, even when that may conflict with my own personal and economic self-interest, is more
Conflicts are natural. They are expected to arise in any interaction involving two or more individuals. No two people think, act or react in a similar manner. This variability offers the opportunity for a conflict to arise in any situation. Without conflict, life in organizations would be stagnant. The future of the organization would be jeopardized. Dissonance, or a need to find a better way of doing things, is often
Conflict Management Project Analysis Were you surprised by the results of your conflict management style assessment? Why or why not? Explain. I was not surprised by the results of my conflict management style assessment. The results depict my nature, behavior, and approach to conflicts. I endeavor to strike a balance between aspects revolving around conflicts. At times, I do not resist getting involved in a disagreement. Avoiding to back out from a