4830+Self+Awareness+Tool+3+Strategies+for+Handling+Conflict



** SELF-AWARENESS TOOL # 3 ** ** Indicate how often you use each of the following by writing the appropriate number in the blank. Choose a number from a scale of 1 to 5, with 1 being “rarely,” 3 being “sometimes,” and 5 being “always.” After you have completed the survey, use the scoring key to determine your results. ** __3__ 1. I argue my position tenaciously __4__ 2. I try to put the needs of others above my own __4__ 3. I try to arrive at a compromise both parties can accept __3__ 4. I try not to get involved in conflicts __5__ 5. I strive to investigate issues thoroughly and jointly __2__ 6. I try to find fault in other persons’ positions __5__ 7. I strive to foster harmony __3__ 8. I negotiate to get a portion of what I propose __3__ 9. I avoid open discussions on controversial subjects __4__ 10. I openly share information with others in resolving disagreements __3__ 11. I enjoy winning an argument __4__ 12. I go along with the suggestions of others __4__ 13. I look for a middle ground to resolve disagreements __2__ 14. I keep my true feelings to myself to avoid hard feelings __5__ 15. I encourage the open sharing of concerns and issues __3__ 16. I am reluctant to admit I am wrong __5__ 17. I try to help others avoid “losing face” in a disagreement __5__ 18. I stress the advantages of “give and take.” __4__ 19. I encourage others to take the lead in resolving controversy __4__ 20. I state my position as only one point of view **// Forcing total 11 Accommodating total 18 Compromising total 16 //** **// Avoiding total 12 Integrating total //** **18**  Primary conflict-management strategy: (highest score) Integrating Secondary conflict-management strategy: (next highest score) Accommodating
 * STRATEGIES FOR HANDLING CONFLICT **

This writer's scores indicate she uses integration and accommodation most often when resolving conflicts. She also relies strongly on compromise. The use of force is least used as a conflict-management strategy followed by the use of avoidance. This writer believes to avoid is to prolong the inevitable. She also believes avoidance causes numerous negative feelings including confusion, resentment, loss of respect, and so forth. To force an issue one does not consider anyone else's feelings or opinions, this can also create resentment. This writer cannot think of a single situation in which avoidance or forcing a change or issue would result in a positive outcome during conflict-management. 