Content .. 140 141 142 143 ..

Mazda Training manual - part 142

Conflict Management

Curriculum Training

I try to avoid unpleasantness for myself

I try to win my position

I try to postpone the issue until I have had time to think it over

I will give up some points in exchange for others

I am usually firm in pursuing my goals

I attempt to get all concerns and issues immediately into the open

I feel that differences are not always worth worrying about

I make some effort to get my way

I am firm in pursuing my goals

I try to find a compromise solution

I attempt to get all concerns and issues immediately into the open

I might try to soothe the other’s feelings and preserve our relationship

I sometimes avoid taking positions which would create controversy

I will let them have some of their positions if they will let me have some of mine

I propose a middle ground

I press to get my points made

I tell the other person my ideas and ask them for theirs

I try to show the other person the logic and benefits of my position

I try to soothe the other’s feelings and preserve our relationship

I try to do what is necessary to avoid tensions

I try not to hurt the other’s feelings

I try to convince the other person of the merits of my position

I am usually firm in pursuing my goals

I try to do what is necessary to avoid useless tensions

If it makes the other happy, I might let them maintain their views

I will let them have some of their positions if they will let me have some of mine

Conflict

Management

Curriculum Training

I attempt to get all concerns and issues immediately into the open

I try to postpone the issue until I have had time to think it over

I attempt to immediately work through our differences

I try to find a fair combination of gains and losses for both of us

In approaching negotiations, I try to be considerate of the other person’s views

I always lean towards a direct discussion of the problem

I try to find a position that is intermediate between their views and mine

I am assertive

I am very often concerned with satisfying all our wishes

There are times when I let others take responsibility for solving the problem

If the other’s position seems very important to them, I would try to meet their wishes

I try to get the other person to settle for a compromise

I try to show the other person the logic and benefits of my position

In approaching negotiations, I try to be considerate of the other person’s views

I propose a middle ground

I am nearly always concerned with satisfying all our wishes

I sometimes avoid taking positions which would create controversy

If it makes them happy, I might let them maintain their views

I am usually firm in pursuing my goals

I usually seek the other person’s help in working out a solution

I propose a middle ground

I feel that differences are not always worth worrying about

I try not to hurt others’ feelings

I always share the problem with the other person so we can work it out

Conflict Management

Curriculum Training

Now complete the scoring sheet, coming to a total for each column. Circle, below, the
letters that you circled for each item on the questionnaire.

Competing

(Forcing)

Collaborating

(Problem Solving)

Compromising

(Sharing)

Avoiding

(Withdrawal)

Accommodating

(Smoothing)

3 A

6 B

8 A

9 B

10 A

13 B

14 B

16 B

17 A

22 B

25 A

27 A

TOTAL

Conflict

Management

Curriculum Training

Go through each type briefly, discussing the benefits and drawbacks.

Explain to delegates that the following detail is for reference.

Ask the delegates into which categories they fall – and, if appropriate, how they can
move into the Collaborator style.

The Competitor: Assertive / Uncooperative

Winning is everything and nothing is going to stop you.

Useful when:
• you want to force a solution
• you want to assert your authority
It is not the style to use when you wish to work well with other people, as it ignores others’
feelings and opinions.

The Compromiser: (Middle of the Road)

Winning something, while losing a little, is OK.

Useful when:
•  two opponents with equal powers are strongly committed to mutual goals
•  you want to achieve a temporary settlement to a complex issue
•  you need to get a problem sorted out quickly.

The Avoider: Unassertive / Uncooperative

“This isn’t the right place or time to address this issue.”

However, it can be useful when:
•  an issue is trivial or when other more important matters have to be dealt with
•  the potential damage of confronting the conflict outweighs the benefits of resolving it
•  you want time to let people cool down
•  others can resolve the problem more effectively than you can.

The Accommodator: Unassertive / Cooperative

The need to put your own opinion across is less important than maintaining a relationship.

Useful when:
•  you want to show that you are reasonable
•  the issue is more important to some other person than it is to you
•  preserving harmony and avoiding disruption are particularly important
•  it would help others to develop by learning from their mistakes.

Content .. 140 141 142 143 ..