Conflict Management Self-Assessment: Values, Personality & Style
This paper presents the results of three self-assessment instruments used to evaluate conflict management skills: the Values Clarification and Conflict Resolution assessment, the Big Five Personality Test, and the Conflict Management Style Orientation Scale. The author analyzes scores across each tool, identifying strengths such as cooperation, conscientiousness, extraversion, and a strong preference for collaboration. Areas for growth are also identified, including leadership development, greater openness to experience, and more strategic use of competing and avoiding styles when situational demands require them. Together, the three assessments provide a holistic picture of the author's conflict management profile.
- Introduction: Overview of three conflict management self-assessments
- Values Clarification and Conflict Resolution: Top scores, value conflicts, and leadership gaps
- Big Five Personality Assessment: Personality traits and their conflict management implications
- Conflict Management Style: Collaboration dominates; competing and avoiding underused
- Conclusion and Areas for Growth: Targeted improvement goals across all three assessments
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What makes this paper effective
- The paper integrates three distinct self-assessment instruments into a unified analysis, allowing each result to complement and validate the others rather than standing in isolation.
- The author demonstrates critical self-awareness by not simply accepting every score at face value — noting disagreements (e.g., the openness score) and identifying specific numeric targets for improvement.
- Practical implications are drawn from each assessment, connecting personality traits and style scores directly to real-world conflict management behavior.
Key academic technique demonstrated
The paper models reflective self-analysis, a core technique in professional development writing. The author moves beyond description of scores to evaluation and interpretation, explaining why results are meaningful and how they translate into actionable personal growth goals — a hallmark of graduate-level reflective practice.
Structure breakdown
The paper opens with a brief framing introduction, then devotes one section to each of the three assessments. Each section follows the same internal logic: present the score, agree or qualify the result, and discuss implications for conflict management practice. The paper closes with forward-looking improvement goals embedded within the final assessment section.
Introduction
The ability to manage conflicts is an important skill in life and, most importantly, in the workplace. It is crucial for cultivating healthy interpersonal relationships. Enhancing conflict management skills begins with a clear understanding of one's values, personality, and conflict management approach. This report describes the results of three self-assessment instruments used to evaluate conflict handling skills: the 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 on both the realized scale and the idealized scale demonstrate the ability to: find ways for a conflict to reach a win-win outcome; institute teamwork early in the resolution process; help everyone find opportunities for open self-expression; encourage a spirit of cooperation; and find ways to nurture cooperation among those involved. I scored 9 out of 10 for each of the top five items on the realized scale, and 10 out of 10 for each of the top five items on the idealized scale.
As for value conflicts, the five items with the greatest distance between the highest and lowest scores include: testing the assumptions of the opposing side; working on difficult conflict situations even when time for resolution is limited; bringing stability to chaotic conflict resolutions; determining how to use power in the resolution process; and providing 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 reveals that I hold values such as tolerance, confidence, cooperativeness, and authoritativeness. I strongly believe these values are important to effective conflict management and that they clearly demonstrate my conflict management capabilities. Nonetheless, it is imperative that I continue to develop my leadership skills. A conflict manager must be able to demonstrate leadership throughout the resolution process (Boyles, n.d.).
Big Five Personality Assessment
The Big Five Personality Test reveals that I am somewhat conventional (low openness), very well-organized and reliable (highly conscientious), relatively social (extraverted), fairly considerate (agreeable), and that I tend to remain calm in tense situations (low neuroticism) (see Appendix 2) (Outofservice.com, n.d.). Generally, I agree with these outcomes, 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 — traits I have nurtured since childhood. It is also true that I am talkative, sociable, outgoing, and fun-loving, as family members, friends, and colleagues consistently point out. I believe my extraverted nature largely explains why I tend to be sympathetic, forgiving, and courteous. I am not easily offended, and when I am, I let it go quickly.
While I agree with most of the results, I somewhat disagree with the score on openness to experience — 30% feels quite low. A score closer to 70% would be more accurate, as I consider myself curious and creative.
The results of the Big Five Personality Test have important implications for my role as a conflict manager. An effective conflict manager demonstrates openness to new ideas and approaches, self-discipline, agreeableness, friendliness, and calmness. With these traits, one is better positioned to consider all sides of a situation, listen effectively, manage emotions, and reach amicable solutions. Even so, there is room for improvement. I score above 90% in only one dimension — conscientiousness. Going forward, I should work on improving my scores in the remaining dimensions, which would strengthen my overall conflict management effectiveness.
Conclusion and Areas for Growth
Across all three assessments, a consistent profile emerges: I am a cooperative, conscientious, and sociable individual who favors collaborative and accommodating approaches to conflict resolution. My core values — tolerance, cooperation, and fairness — strongly support this profile. At the same time, the assessments highlight three targeted areas for growth: developing stronger leadership in conflict situations, improving openness to experience, and increasing strategic use of competing and avoiding styles when circumstances demand them. Developing a more flexible and situation-sensitive conflict management repertoire will be essential to becoming a more effective conflict manager. Resources such as those provided by the Program on Negotiation at Harvard Law School offer frameworks for expanding precisely this kind of adaptive skill set.
References
Boyles, G. (n.d.). Values clarification and conflict resolution. Argosy University.
Mcgrawhill.ca (n.d.). Self-assessment: Conflict management style orientation scale. Retrieved from http://www.mcgrawhill.ca/college/mcshane4/student/olc/4obm_sa_13.html
Outofservice.com (n.d.). Big Five Personality Test. Retrieved from http://www.outofservice.com/bigfive/results/?oR=0.625&cR=0.889&eR=0.688&aR=0.75&nR=0.281&y=1980&g=m
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