Self-Assessment in Conflict

Self-Assessment in Conflict

Take the free version of the Thomas Kilmann Conflict Mode Questionaire and identify your style of conflict. Describe how that has helped you in the past and how that has worked against you. How could you use this information in the workplace in the future?

Purpose of this assignment: Understanding your own style of conflict allows you to identify the strengths and shortcomings of your specific styles and how this style differs from other people. This assignment allows the student to apply what they have learned about conflict and make intentional choices in the future when interacting with a team or group. Many projects and operational activities in healthcare involve teams and groups and applying this knowledge is beneficial as the role of informaticist.

Criteria for success: The following components need to be included in the analysis: Your own style of conflict, an experience or example or general description of how it has helped, and a contrast of how it hindered. It also needs to include an application of this knowledge of style to working with teams or groups in the future. If external quotes or sources are uses, they must include APA citation – note that is not a requirement, it’s more important that you relate to your own experience. Multiple spelling, punctuation, and grammar mistakes will reduce the score.

Take the free version of the Thomas Kilmann Conflict Mode Questionaire and identify your style of conflict. Describe how that has helped you in the past and how that has worked against you. How could you use this information in the workplace in the future?

Introduction

I’m sure you’ve heard it before: “Be yourself, be honest and authentic. You’ll be more likely to succeed if you don’t hide who you are under your job title.” But what does this mean for those of us who work in the corporate world? If you’re like me (and most people), the last thing we want is conflict with coworkers or bosses. But if we don’t know how to deal with conflict well–if we don’t understand our own styles–then conflicts will only get worse over time as they spiral out of control.

I’m a hard worker.

You are a hard worker. You are the type of person who prefers to work alone, unless there is a good reason not to. This can be seen in your preference for negotiating rather than making demands, as well as your ability to get things done on time and under budget.

You have an excellent memory and are able to take in data quickly when it’s presented by others (and even when it’s not). You’re also very creative at coming up with new ways of doing things—this is part of why conflict management can sometimes feel like hard work!

I’m the type that prefers to work alone, unless I have a good reason not to.

I’m the type that prefers to work alone, unless I have a good reason not to.

This is one of the most important traits in my personality because it means that I am comfortable with myself and have no need for people around me. When someone comes into my life who requires constant companionship, it can cause me stress because they don’t understand what makes me tick or how I function at work. This also applies when we’re out with friends; if there’s something on TV that everyone else wants but you don’t care about, chances are you won’t be invited over for dinner once again this week—and maybe never again!

I prefer to negotiate rather than to make demands.

Let’s start with the basics. The Thomas Kilmann Conflict Mode Questionnaire is designed to identify your style of conflict. It asks you about various things, including how much you prefer to negotiate rather than make demands, whether you’re more likely to take charge and lead things than follow directions, and if so, how assertive are you? The results can tell us a lot about how we interact with others in our work environment.

According to Dr. Kilmann’s research on this topic (which he published in his book Emotional Intelligence at Work: How People Communicate), people who prefer negotiations over demands tend not only to be better leaders but also have higher levels of emotional intelligence (EQ). EQ describes our ability as individuals—our own unique inner world—to perceive and understand emotions in ourselves and others around us; it also helps us manage those emotions effectively so they don’t get out of control or cause problems for others.

I’m more likely to take charge and lead things than to follow directions.

I’m more likely to take charge and lead things than to follow directions.

I prefer to negotiate rather than make demands.

I’m more likely to take charge and lead things than follow directions.

Identifying this style will help you understand how your conflicts might manifest in the workplace and how they affect your performance.

Identifying your style of conflict will help you understand how your conflicts might manifest in the workplace and how they affect your performance. It’s also important to know that by identifying this style, it can be used as a tool for improvement. If you’re able to identify your own styles and use them to improve yourself or others’ performances, then there are some benefits:

• You’ll be able to better understand why certain situations cause problems for other people (and therefore avoid them).
• You’ll have more insight into what makes someone an effective leader or team member—and may even find yourself working alongside them!

Conclusion

We hope this article has given you a better understanding of how your conflict style affects your work life and how you can use it to be more effective in the workplace!