This test is based on Thomas and Kilmann's theory of the five basic conflict modes.
The purpose of taking the test is to give you insights into how you typically handle disagreements and tensions in the workplace. There is no one right mode – they all have advantages and challenges.
In the workplace, situations inevitably arise where you want something different from your colleagues.
In the test, you will be presented with ten everyday situations. Imagine how you would typically react – not what you should do, but what you actually do when it happens.
Answer honestly and spontaneously about what you would normally do in each situation. There is no right or wrong answer – just different ways of dealing with disagreement. Select the answer that best suits you in each situation.
Distribution of your conflict modes:
About the conflict modes
Competing
The competing mode is high on one's own interests and low on the interests of others. It is a power-based approach that seeks to "win" the conflict, often at the expense of the needs of others.
Collaborating
The collaborating mode values both your own interests and those of others. Collaborating individuals seek solutions that satisfy both parties. This requires time, communication and openness to find a win-win solution. It is ideal for conflicts where both the relationship and the outcome are important.
Compromising
The compromising mode is a middle ground between your own interests and those of others. A compromise involves finding a middle ground where both parties meet each other halfway. It can be a quick way to resolve a conflict, but the risk is that the solution may be the lowest common denominator.
Accommodating
The accommodating mode is low on one's own interests and high on the interests of others. People with an accommodating mode emphasise the needs and interests of others, often at the expense of their own. This mode can maintain harmony but can also lead to feelings of injustice in the long term.
Avoiding
The avoiding mode is low on both your own interests and the interests of others. With this mode, you try to avoid conflict altogether by getting out of situations that could lead to increased conflict. You will often try to postpone confrontation.
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