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Step
1: Consider the eleven statements in the context of your workplace. Give your
honest response by circling the appropriate number. |
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1 = Strongly Disagree |
5 = Strongly Agree |
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1. The people I work with encourage each
other. |
1 2 3 4 5 |
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2. We look for ways to help each other. |
1 2 3 4 5 |
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3. We respect different viewpoints. |
1 2 3 4 5 |
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4. We are creative in finding solutions
when working through disagreements. |
1 2 3 4 5 |
|
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5. We share our knowledge so that each
person can be more successful. |
1 2
3 4 5 |
|
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6. We ask for input about our performance
from each other: associates and customers. |
1 2
3 4 5 |
|
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7. We believe in continuous improvement and
our actions reflect this belief. |
1 2
3 4 5 |
|
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8. We are actively in charge of our
behavior and we direct ourselves toward our mission. |
1 2
3 4 5 |
|
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9. We learn from our mistakes. |
1 2 3 4 5 |
|
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10. We don't waste time
affixing blame. |
1 2 3 4 5 |
|
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11. We eliminate
outdated policies, procedures and methods. |
1 2 3 4 5 |
|
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Scoring: |
|
A
total of 44 or more: Your responses indicate a strong environment for coping
with concerns and creating positive change. Most conflicts can be dealt with
at stage one levels. |
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Scores
below 33 indicate significant work to be done. Stage one conflicts are rare;
but stage two and stage three problems are frequent. |
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Step 2: Have each member of your team or department complete this same assessment. Review the results and compare individual perceptions. Outline a plan to improve your working relationships in the weakest areas. |
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Consider
a current conflict situation. Complete the following Conflict-Assessment
Checklist to see which stage your conflict currently is. |
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Yes |
No |
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Stage One |
|
|
|
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1. Are individuals
willing to meet and discuss facts? 2. Is there a sense of
optimism? 3. Is there a
cooperative spirit? 4. Does a "live and
let live" attitude typify the atmosphere? 5. Can individuals
discuss issues without involving personalities? 6. Are parties able to
stay focused on the present ... not the past? 7. Is the language
specific? 8. Are solutions the dominate
focus (as opposed to blame)? |
|
Yes |
No |
|
Stage Two |
|
|
|
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1. Is there a
competitive attitude? 2. Is there an emphasis
on winners and losers? 3. Is it hard to talk
about problems without talking about people? 4. Is the language
generalized? 5. Can you identify
these statements: "They
..." "Everyone
is ..." "You
always ..." "He
never ..." 6. Is there a cautious
nature when issues are discussed? 7. Can you detect a
"cover-your-hind-end" attitude? 8. Do the parties make
efforts to look good? |
|
Yes |
No |
|
Stage Three |
|
|
|
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1. Are attempts being
made to get rid of others? 2. Is there an intention
to hurt? 3. Have obvious leaders
or spokespersons emerged? 4. Is there a choosing
of sides? 5. Has corporate good
become identified with a set of special interests? 6. Is there a sense of a
"holy mission" on the part of certain parties? 7. Is there a sense that
things will never stop? 8. Has there been a loss
of middle ground, allowing only black or white options? |
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Evaluate your
Conflict-Management Strategy choices in light of what you've discovered.
Generally, your conflict is in the stage where you had the most yes answers.
Be sure to keep in mind those factors resulting from the yes answers you have
in the other stages as well. Real-world conflicts seldom fit perfectly into
one stage or another ... but are in a continuous state of flux. |
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What would be your best
approach? |
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What will be your next
step? |
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When will you implement
it? |