Professional

Skills
Savannah Allen, 2016

Preferred Conflict- Handling Style

According to Afzalur Rahims model of conflict-handling, there are five style for resolving conflict:
Integrating (problem solving), obliging (smoothing), dominating (forcing), avoiding and compromising.
There is no single best style; each has strengths and limitations and is subject to situational constraints.

Your ranking has been grouped below according to conflict-handling style so you can identify your level
of interest in applying each one. As a reference in reading each section, heres a summary of your
scores:

Note: Higher scores represent a preference for a conflict-handling style with a minimum score = 3;
maximum score = 15

Integrating: 12
Confront the issue and cooperatively identify the problem, generate and weigh alternative solutions,
and select a solution. Integrating is appropriate for complex issues plagued by misunderstanding.
Following the integrating style one sets aside their opinions and focus on the cause of the problem
through objective analysis and testing, then considers alternatives for reducing the error and decides on
a solution.

Key strength: longer lasting impact by dealing with the underlying problem and not just the symptoms.
Key weakness: Very time consuming

Compromising: 12
Reaching a middle ground with the other party. Both parties seek to offset losses by equally valued
gains.

Key strengths: Democratic process with no losers. Higher level of acceptance by both parties since they
have a say in the outcome.
Key weakness: Temporary fix that can reduce the incentive to solve the cause of the conflict


Obliging: 11
Satisfy the other partys wishes, or at least cooperate with little to no attention to your own interest.

Key Strength: Temporarily smooths over tension and disagreements
Key Weakness: Not confronting the underlying Problem and instead replying on satisfying the other
party.

Dominating: 10
Requires that other parties follow your wishes without significant consideration of their needs or
concerns. You may use your formal authority to force compliance.

Key strengths: Speed of implementation
Key weakness: Often breeds resentment

Avoiding: 9
Passive withdrawal from the problem or active suppression of the issue.

Key strength: buys time to clarify or address the problem
Key weakness: only a temporary fix that sidesteps the underlying problem

Preferred Decision-Making Style

My preferred decision-making style is Behavioral

Characterized by for the concern for the well-being of others.

Characteristics of the Behavioral Style
Focuses on people and social aspects of the work situation
Considers the well-being of others
Acquires information by listening and interacting with others
Evaluates information by using feelings and instincts
Has a low tolerance for ambiguity

Others Nay Perceive You Style As
Too concerned about others
Wishy-washy
Can't make hard decisions
Can't say no

Typical Leadership Style Characteristics of Those with a Behavioral Decision-Making Style
Sociable
Friendly
Supportive
Interpersonal social orientation
Has a talent for building teams and encouraging participation
Action oriented
Holds meetings
Motivated to seek acceptance by peers and avoid conflict

Do You Have What It Takes to Be A Leader?

Although there is no hard-and-fast cut off score for this assessment, your score of 76 suggests that you
have excellent leader skills.

Leadership skills are necessary throughout life whether your leading a group of you fellow classmates in
completing a team assignment; coaching a group of kids on a sports team; parenting your own children,
heading up a committee at work, school, or church; or even running your own business someday.

The 20 statements you ranked in this assessment are designed to give you feedback on seven necessary
leadership skills.

1. Personal Stability
2. Productivity
3. Self-management
4. Boundary setting
5. Communication
6. Work quality
7. Teamwork

Self-Assessments: Personality

Self-Assessment: Interest

Self-Assessment: Value