What's your conflict management style?
What's your conflict management style?
Conflict can be constructive or destructive depending on how you handle it. This quiz is based on academic research but is presented here for entertainment purposes only.
Conflict can be constructive or destructive depending on how you handle it. This quiz is based on academic research but is presented here for entertainment purposes only.
When I can’t agree with my co-workers, I will take the initiative to discuss with them to find a solution acceptable to us.
When some trivial conflicts occur, I always avoid open discussion of my differences with my co-workers.
Whenever conflict occurs, I try to first satisfy the expectations of my co-workers to avoid confrontation.
When there is conflict, I am firm in pursuing my side of the issue, not caring about whether this will harm the relationship with my co-workers.
In order to maintain a good relationship, I accommodate the wishes of my co-workers.
I go along with suggestions of my co-workers, if the matter we disagree on is trivial.
When conflict occurs, I argue my case with my co-workers to show the merits of my position.
I try to bring all our concerns out in the open so that the issues can be resolved in the best possible way.
When conflict does harm to my relationship with co-workers, I try to keep my disagreements with them to myself to avoid hard feelings.
When conflict occurs, I propose a middle ground for breaking conflicts, neither totally following others’ suggestions nor insisting upon mine.
Avoiding
Avoiding
You avoid conflict at all costs, event if it means satisfying neither your concerns nor those of anyone else. In some cases, this can be annoying to others, who may see your avoidance as a self-serving attempt to seek a quiet life or even deliberately delay a resolution. However, in Chinese contexts, it could be seen as an attempt to avoid rocking the boat out of respect for others.
Dominating
Dominating
You stand up for own position no matter other people's expectations. You will strongly defend your opinions, perhaps viewing concessions as a "loss" to you and a "win" to someone else. This form of conflict management rarely produces optimal results in a situation calling for the creation of innovative ideas, so you may consider taking into account the opinions of others to find more optimal outcomes.
Compromising
Compromising
You seek outcomes acceptable to everyone through give and take and making mutual concessions, even if if means no one is fully satisfied. While it may keep everyone happy, compromising usually means everyone loses something, and there may be more optimal solutions.
Integrating
Integrating
You aim to reach a mutually acceptable solution that goes way beyond what any individual could achieve through open exchange and exploring differences. This is often regarded as the most fruitful of conflict management styles.
Obliging
Obliging
You will sacrifice your concerns to satisfy others by minimizing differences and emphasizing common areas. This style could be useful in situations where you don't care about the result, so you can take a stand where you have more at stake.