I discuss issues with others to try to find solutions that meet everyone’s needs.
I try to negotiate and use a give-and-take approach to problem situations.
I try to meet the expectations of others.
I would argue my case and insist on the advantages of my point of view.
When there is a disagreement, I gather as much information as I can and keep the lines of communication open.
When I find myself in an argument, I usually say very little and try to leave as soon as possible.
I try to see conflicts from both sides. What do I need? What does the other person need? What are the issues involved?
I prefer to compromise when solving problems and just move on.
I find conflicts exhilarating; I enjoy the battle of wits that usually follows.
Being in a disagreement with other people makes me feel uncomfortable and anxious.
I try to meet the wishes of my friends and family.
I can figure out what needs to be done and I am usually right.
To break deadlocks, I would meet people halfway.
I may not get what I want but it’s a small price to pay for keeping the peace.
I avoid hard feelings by keeping my disagreements with others to myself.
What Is Your Conflict Management Style
Collaborators highly value both their goals and their relationships. They view conflict as a problem to be solved and seek a solution that achieves both their goals and the goals of the other person. Collaborators see conflicts as a means of improving relationships by reducing tensions between two persons. They try to begin a discussion that identifies the conflict as a problem, and strive to resolve tensions and maintain the relationship by seeking solutions that satisfy both themselves and the other person.
Competitors typically value their goals over relationships, meaning that if forced to choose, they would seek to achieve their goals even at the cost of the relationship involved. They are typically more concerned with accomplishing their goals than with being liked by others. They might try to force opponents to accept their solution to the conflict by overpowering them.
Avoiders tend to value avoiding confrontation more than either their goals or relationships. They often find it easier to put on a "blindfold" or withdraw from a conflict than to face it. This might even include completely giving up relationships or goals that are associated with the conflict.
Accommodators typically value relationships over their own goals; if forced to choose, they will often sacrifice their goals in order to maintain relationships. Accommodators generally want to be liked by others, and prefer to avoid conflict because they believe addressing it will damage relationships. They try to smooth over conflict to prevent damage to the relationship.
Compromisers are moderately concerned with both their goals and their relationships with others. They typically seek a compromise; they give up part of their goals and persuade the other person in a conflict to give up part of their goals. They seek a conflict solution in which both sides gain something; the middle ground between two extreme positions. They are willing to sacrifice part of their goals in order to find agreement for the common good.
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