Question 1 – Self Assessment Result
After attempting the self-assessment test, I was really very surprised to see that my preferred or dominant conflict-handling style is “compromising” with a score of 18. Additionally, I have also learned that my secondary styles are collaborating and accommodating with a score of 16 each. Backed by the self-assessment, I strongly agree with the results because when conflicts arise, I prefer to compromise each other rather than fighting over and winning at the cost of the mutual benefit as well as long-lasting relationship.
Similarly, while managing conflicts, I collaborate with every member involved to address the concerns so that no stone is left unturned to arrive at a feasible solution. I am surprised to learn that I am able to accommodate issues because I have a willingness to keep interests of all parties to a conflict above my own concerns. Most importantly, I agree that results are in harmony with my personality because I seem to compromise and sometimes, let go of some issues and give-up something to retain the relationship with the opponent party. Since, I take neutral position in conflict management, I do not think of any need to change my attitude.
Question 2 – Result Comparison
When my self-assessment results are compared to someone whose attitude is in complete disharmony with my nature, that person is more likely to value the winning side even at the cost of relationship and mutual benefit. Such a person will emphasize on winning an argument instead of compromising with the situation and avoiding the conflict for good. That person would prefer his own interests above others and is more likely to avoid conflicts for suppressing them. Anyone with opposite scores as mine will have less tendency to value others and satisfy their concerns.
Though hard enough, nut, it is still possible to deal with such kind of mean people. One must not overreact to such an attitude and should understand the reason driving that mean nature at first . One must understand that those who avoid conflicts are more likely to have low self-esteem when they perceive that their ego I being threatened. The best strategy to deal with such kind of people is to foster the trust environment, give them equal participation and communicate effectively with each other .
Question 3 – Real-Life Example
There was a time in my student life when I once entered into a conflict with my best friend on a personal level. The conflict arose because we both had a different way of thinking and managing our attitudes. At that time, I was ready to compromise and discuss the issue/conflict whereas my best friend refrained from compromising because of egoistic attitude.
I was applying my compromising and accommodating attitude but he was consistently avoiding the conflict and tried to compete as well as win even at the expense of our childhood relationship. Because of his attitude, weeks passed away that we never saw each other. Later, I compromised with the situation and let him win so that I could retain my childhood friendship.
This kind of issue could heavily influence my first job/position because customers normally prefer competing styles whereas I must be observing the compromising attitude to serve and retain them to avoid customer dissatisfaction. Similarly, I must apply the same compromising, accommodating and collaborate while dealing with my bosses because they want their work done at any cost and expense.
References
Dontigney, E. (n.d). 5 Conflict Management Strategies. Retrieved November 16, 2014, from The Houston Chronicle: http://smallbusiness.chron.com/5-conflict-management-strategies-16131.html
Gallo, A. (2014, October 16). How to Deal with a Mean Colleague. Retrieved November 16, 2014, from Harvard Business Review: https://hbr.org/2014/10/how-to-deal-with-a-mean-colleague/
