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Questionnaire Items Measuring Conflict Management

Conflict management skills are important for maintaining a productive and harmonious environment. Here are some critical components of managing conflict:

• Taking Preventative Actions: Preventing conflicts through more effective work assignments and scheduling. Preventing small problems from escalating into major issues.
• Clarity: Making sure there are no misconceptions or misunderstandings.
• Ensuring Basic Needs: Making sure everyone's basic needs are met.
• Finding Common Ground: Identifying shared interests and goals to form the basis of resolution.
• Compromise: Resolving conflicts sometimes involves making compromises.
• Understanding: Developing an understanding of others' viewpoints through active listening helps build trust and respect and enables collaborating to find a resolution.
• Viewpoints: Understanding and respecting the viewpoints of others.

Effective conflict management skills are important to a manager's success as they help to resolve conflicts quickly and preventing disruptions to the work. Managing conflicts well fosters a positive work environment, strengthening relationships among individuals. Constructive conflict can even lead to diverse viewpoints and innovative solutions, improving overall decision-making.

360-Degree Feedback Questionnaire Items

The Conflict Managments competency in a 360-Degree Feedback assessment includes items measuring responsiveness, understanding, openess, flexibility, analytical and strategic.



Successful

• Deals effectively with employee grievances.
• Able to settle disputes equitably.
• Possesses the necessary skills to manage conflict and relationships.
• Seeks to achieve mutually acceptable outcomes.
• Achieves mutually acceptable solutions through collaborative efforts by both parties.
• Settles disputes with agreement from both parties.
• Works to settle conflicts in a manner that is acceptable for a long-term solution.
• Settles disputes resulting in a win-win for both parties.
• Able to resolve issues.
• Settles disputes amicably.

Preventative

• Identifies and takes steps to prevent potential confrontations.
• Prevents minor issues from escalating into major problems.
• Seeks to avert the recurrence of conflict issues.

Clarity

• Helps others avoid misperceptions about issues.
• Seeks to remove misperceptions that may contribute toward conflict.
• Is open and honest to avoid misunderstandings.
• Removes misperceptions that may be contributing to the conflict.
• Clearly expresses expectations to others.
• Helps others avoid misperceptions.
• Describes the protocols to be used.
• Explains rules for engagement.
• Clarifies expectations.

Basic Needs

• Works to meet the basic needs of each side in the conflict.
• Ensures that the basic needs of each party are satisfied.
• Addresses concerns about the availability of limited resources.
• Tries to ensure that all basic needs are satisfied.
• Seeks to reduce the scarcity of limited resources by sourcing materials from new locations.
• Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties.
• Acknowledges each party's intrinsic needs.

Common Ground

• Assists team members by helping them see the other point of view.
• Identifies areas of agreement and common ground.
• Encourages individuals to seek areas of common ground.
• Identifies areas of agreement and common ground to form basis of resolution.
• Gets both sides to agree on a common framework.
• Helps align team members toward a common goal.
• Finds common ground between parties.

Compromise

• Ensures that both parties work toward finding compromise.
• Encourages both sides to make compromises to resolve the conflict.
• Promotes mutual compromise to achieve conflict resolution.
• Seeks to have both sides voluntarily work together to resolve their differences.
• Identifies potential opportunities for compromise.
• Resolves conflicts by identifying potential opportunities for compromise.

Understanding

• Tries to understand others' point of view before making judgments
• Seeks to develop a shared understanding of the issues involved.
• Resolves grievances through a better understanding and appreciation of what each side needs.
• Facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• Exposes conflicts for resolution.
• Tempers expectations.

Interpersonal

• Avoids engaging in conflicts over minor workplace matters.
• Avoids being judgmental and micromanaging of employees.
• Avoids conflicts over minor issues.
• Responds calmly and courteously to help de-escalate situations and lead to more productive and respectful dialogue showcasing effective conflict resolution skills.
• Does not let minor issues escalate into major problems.
• Helps to maintain dignity of all persons involved.
• Remains calm and nonjudgmental.

Roles

• Discusses conflict situations with supervisor.
• Establishes roles and responsibilities.
• Identifies who holds the authority to make decisions.
• Establishes roles and responsibilities of team members.
• Determines who has the autonomy (authority) to make the decisions necessary to end the conflict.

Listening

• Listens to individuals as they offer their unique perspectives on the situation.
• Facilitates constructive dialog with stakeholders.
• Facilitates dialog between team members.
• Facilitates dialog between stakeholders.
• Works to reduce misunderstandings and poor communication.
• Attentively hears each person as they share their distinct viewpoints on the matter.

Viewpoints

• Shares competing viewpoints to expand viewpoints.
• Combines ideas and viewpoints of different team members.
• Ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Ensures that all team members feel respected and heard.
• Prepares team members to accept differing view points.
• Encourages team members to express their ideas and concerns openly.
• Helps others to see perceptions that they have about an issue.

Facilitative

• Facilitates both parties in collaboratively seeking a compromise.
• Facilitates collaborative processes to reduce conflict.
• Is supportive of consensus and power sharing.
• Creates an environment where team members work collaboratively rather than compete with one another.
• Actively engages both parties to voluntarily collaborate and resolve their differences.
• Steers the process towards compromise and conflict resolution.
• Initates collaborative processes to reduce conflict.

Open to Change

• Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
• Promotes openness and urges individuals to explore various options for resolving the conflict.

Persuasive

• Persuades others to accept ideas that may be difficult and uncomfortable.
• Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• Persuades others to accept personal transformation.
• Able to persuade and influence others.
• Persuades individuals to alter their underlying work behaviors which may have led to the conflict.

Creative

• Understands how to create innovative and effective conflict resolution solutions.
• Creates an atmosphere of consensus and mutual respect to facilitate conflict resolution.
• Crafts messages that resonate better with the parties involved, making it easier to convey concerns and perspectives in a constructive manner.
• Creates settlement agreements that are long lasting.
• Creates multiple solutions to resolve conflicts through brainstorming techniques.
• Uses creative negotiation tactics can help find win-win solutions that satisfy all parties involved.

Responsive

• Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
• Addresses contentious issues earlier rather than later.
• Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
• Is responsive to contentious issues.

Investigative

• Identifies the root cause of the problems.
• Explores the feasibility of alternative solutions to resolve conflicts.
• Investigates opportunities to achieve mutually beneficial solutions to conflicts.
• Attempts to determine the root sources of grievances.
• Determines what issues can be agreed upon.
• Identifies the root sources of conflict.

Analytical

• Helps employees to think through alternative ways to resolve conflict situations.
• Combines different ideas and viewpoints.
• Reads situations accurately and quickly.

Strategic

• Identifies strategies to prevent the recurrence of issues.
• Prefers to resolve conflicts through negotiation rather than coersion.
• Examines differences and disagreements for creative and strategic resolutions.

Opportunities

• Reframes conflicts as opportunities to innovate and create new solutions to problems.
• Views conflicts as opportunities to create constructive and novel solutions to problems.
• Sees conflicts as chances to develop innovative and effective solutions.
• Turns conflicts into action that creates business results.

Relationships

• Works with others as needed to facilitate resolution of conflicts.
• Guides others toward establishing strong relationships.
• Promotes employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
• Seeks to maintain positive relationships with coworkers.
• Ensures productive business relationships.

Diversity

• Promotes a culture that values diverse perspectives.
• Values the diverse perspectives of others.

Employee Opinion Survey Items

Effective Conflict Management empower employees to collaborate efficiently, make well-informed decisions, and significantly contribute to the company's profitability.



Successful

• The team leader possesses the necessary skills to manage conflict and relationships.
• Our department deals effectively with employee grievances.
• I seek to achieve mutually acceptable outcomes.
• I am able to achieve mutually acceptable solutions through collaborative efforts by both parties.
• I am able to settle disputes equitably.
• My manager is able to resolve issues.
• I settle disputes amicably.
• I can settle disputes resulting in a win-win for both parties.
• My manager settles disputes with agreement from both parties.
• Management works to settle conflicts in a manner that is acceptable for a long-term solution.

Preventative

• My manager identifies and takes steps to prevent potential confrontations.
• My supervisor seeks to avert the recurrence of conflict issues.
• Supervisors prevent minor issues from escalating into major problems.

Clarity

• My manager removes misperceptions that may be contributing to the conflict.
• Our department communications helps to avoid misperceptions about issues.
• The department head is open and honest to avoid misunderstandings within the department.
• The manager always seeks to remove misperceptions that may contribute toward conflict.
• The team leader explains rules for engagement.

Basic Needs

• Our leadership seeks to reduce the scarcity of limited resources by sourcing materials from new locations.
• The HR Department is good about acknowledging each party's intrinsic needs.
• My manager tries to ensure that all basic needs are satisfied.
• Managers strive to ensure that all basic needs are met, resulting in mutual benefits for all parties.
• The supervisor addresses concerns about the availability of limited resources.
• The HR Department ensures that the basic needs of each party are satisfied.

Common Ground

• My manager is able to identify areas of agreement and common ground to form basis of resolution.
• Managers encourage individuals to seek areas of common ground.
• I can identify areas of agreement and common ground.
• The HR Department gets both sides to agree on a common framework.
• Team leaders assist team members by helping them see the other points of view.

Compromise

• I feel that arbitrators ensure that both parties work toward finding compromise.
• Our manager promotes mutual compromise to achieve conflict resolution.
• Managers encourage both sides to make compromises to resolve the conflict.
• I can resolve conflicts by identifying potential opportunities for compromise.
• Union representatives are open to identify potential opportunities for compromise.
• Leaders in our department seek to have both sides voluntarily work together to resolve their differences.

Understanding

• Management could more easily resolve grievances through a better understanding and appreciation of what each side needs.
• I try to understand others' point of view before making judgments.
• I feel my manager works with the union representatives to develop a shared understanding of the issues involved.
• I feel that management facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.

Roles

• It is easy for me to determine who has the autonomy (authority) to make the decisions necessary to end the conflict.
• I am able to establish roles and responsibilities of team members.
• I can establish roles and responsibilities.
• I can identify who holds the authority to make decisions.
• I discuss conflict situations with supervisor.

Listening

• My manager facilitates dialog between stakeholders.
• Leadership works to reduce misunderstandings and poor communication.
• The team leader facilitates dialog between team members.
• My manager attentively hears each person as they share their distinct viewpoints on the matter.
• I listen to individuals as they offer their unique perspectives on the situation.

Viewpoints

• The team leader is able to prepare team members to accept differing view points.
• Leaders in our department encourage team members to express their ideas and concerns openly.
• The HR Department ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• The project manager ensures that all team members feel respected and heard.

Facilitative

• I feel comfortable facilitating collaborative processes to reduce conflict.
• I am able to facilitate both parties in collaboratively seeking a compromise.
• My manager actively engages both parties to voluntarily collaborate and resolve their differences.
• The department creates an environment where team members work collaboratively rather than compete with one another.
• My manager initates collaborative processes to reduce conflict.
• Leadership is supportive of consensus and power sharing.

Persuasive

• My manager can persuade individuals to alter their underlying work behaviors which may have led to the conflict.
• My supervisor influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• My manager is able to persuade and influence others.
• I know how to persuade others to accept ideas that may be difficult and uncomfortable.

Responsive

• The HR support desk is responsive to contentious issues.
• My manager addresses contentious issues earlier rather than later.
• The HR Department attempts to accommodate vital interests of those who felt alienated or suffered injustice.

Investigative

• My manager attempts to determine the root sources of grievances.
• I feel that leadership makes an effort to investigate opportunities to achieve mutually beneficial solutions to conflicts.
• I can identify the root sources of conflict.
• I often explore the feasibility of alternative solutions to resolve conflicts.
• I can identify the root cause of the problems.

Strategic

• I can identify strategies to prevent the recurrence of issues.
• My manager examines differences and disagreements for creative and strategic resolutions.
• Leaders in our department prefer to resolve conflicts through negotiation rather than coercion.

Opportunities

• I can see conflicts as chances to develop innovative and effective solutions.
• I view conflicts as opportunities to create constructive and novel solutions to problems.
• My manager reframes conflicts as opportunities to innovate and create new solutions to problems.
• I can turn conflicts into action that creates business results.

Interpersonal

• Supervisors in our department avoid engaging in conflicts over minor workplace matters.
• My manager avoids conflicts over minor issues.
• My manager avoids being judgmental and micromanaging of employees.
• The HR Department helps to maintain dignity of all persons involved.
• The supervisor does not let minor issues escalate into major problems.

Self-Assessment Items

Successful

• You deal effectively with employee grievances.
• I possess the necessary skills to manage conflict and relationships.
• I achieve mutually acceptable solutions through collaborative efforts by both parties.
• I work to settle conflicts in a manner that is acceptable for a long-term solution.
• You are able to settle disputes equitably.
• You settle disputes resulting in a win-win for both parties.
• I seek to achieve mutually acceptable outcomes.
• You settle disputes with agreement from both parties.
• You are able to resolve issues.
• You settle disputes amicably.

Preventative

• You identify and takes steps to prevent potential confrontations.
• I prevent minor issues from escalating into major problems.
• I seek to avert the recurrence of conflict issues.

Clarity

• You help others avoid misperceptions about issues.
• I seek to remove misperceptions that may contribute toward conflict.
• You are open and honest to avoid misunderstandings.
• I remove misperceptions that may be contributing to the conflict.
• You clearly express expectations to others.
• You help others avoid misperceptions.
• You explain rules for engagement.
• You describe the protocols to be used.
• You clarify expectations.

Basic Needs

• I acknowledge each party's intrinsic needs.
• I seek to reduce the scarcity of limited resources by sourcing materials from new locations.
• I try to ensure that all basic needs are satisfied.
• I strive to ensure that all basic needs are met, resulting in mutual benefits for both parties.
• I work to meet the basic needs of each side in the conflict.
• I address concerns about the availability of limited resources.
• I ensure that the basic needs of each party are satisfied.

Common Ground

• You assist team members by helping them see the other point of view.
• You identify areas of agreement and common ground to form basis of resolution.
• You identify areas of agreement and common ground.
• I encourage individuals to seek areas of common ground.
• You help align team members toward a common goal.
• You get both sides to agree on a common framework.
• You find common ground between parties.

Compromise

• I seeks to have both sides voluntarily work together to resolve their differences.
• I ensure that both parties work toward finding compromise.
• I encourage both sides to make compromises to resolve the conflict.
• I promote mutual compromise to achieve conflict resolution.
• You resolve conflicts by identifying potential opportunities for compromise.
• You identify potential opportunities for compromise.

Understanding

• You try to understand others' point of view before making judgments
• I resolve grievances through a better understanding and appreciation of what each side needs.
• I facilitate the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• I seek to develop a shared understanding of the issues involved.
• You expose conflicts for resolution.
• You temper expectations.

Interpersonal

• I avoid engaging in conflicts over minor workplace matters.
• I do not let minor issues escalate into major problems.
• I avoid being judgmental and micromanaging of employees.
• I avoid conflicts over minor issues.
• I help to maintain dignity of all persons involved.
• You respond calmly and courteously to help de-escalate situations and lead to more productive and respectful dialogue showcase effective conflict resolution skills.
• You remain calm and nonjudgmental.

Roles

• You discuss conflict situations with supervisor.
• You establish roles and responsibilities of team members.
• I determine who has the autonomy (authority) to make the decisions necessary to end the conflict.
• I identify who holds the authority to make decisions.
• You establish roles and responsibilities.

Listening

• I work to reduce misunderstandings and poor communication.
• You facilitate dialog between team members.
• You facilitate dialog between stakeholders.
• I attentively listen to each person as they share their distinct viewpoints on the matter.
• You facilitate constructive dialog with stakeholders.
• I listen to individuals as they offer their unique perspectives on the situation.

Viewpoints

• I ensure that all team members feel respected and heard.
• I ensure fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• You share competing viewpoints to expand viewpoints.
• You combine ideas and viewpoints of different team members.
• You prepare team members to accept differing view points.
• I encourage team members to express their ideas and concerns openly.
• You help others to see perceptions that they have about an issue.

Facilitative

• I facilitate both parties in collaboratively seeking a compromise.
• I initate collaborative processes to reduce conflict.
• I facilitate collaborative processes to reduce conflict.
• I am supportive of consensus and power sharing.
• I steer the process towards compromise and conflict resolution.
• I actively engage both parties to voluntarily collaborate and resolve their differences.
• I create an environment where team members work collaboratively rather than compete with one another.

Open to Change

• I promote openness and urge individuals to explore various options for resolving the conflict.
• I encourage individuals to modify their underlying work behaviors that may have contributed to the conflict.

Persuasive

• You influence attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• You are able to persuade and influence others.
• You persuade others to accept ideas that may be difficult and uncomfortable.
• I persuade individuals to alter their underlying work behaviors which may have led to the conflict.
• You persuade others to accept personal transformation.

Creative

• You craft messages that resonate better with the parties involved, making it easier to convey concerns and perspectives in a constructive manner.
• I create multiple solutions to resolve conflicts through brainstorming techniques.
• I understand how to create innovative and effective conflict resolution solutions.
• I create settlement agreements that are long lasting.
• I use creative negotiation tactics can help find win-win solutions that satisfy all parties involved.
• You create an atmosphere of consensus and mutual respect to facilitate conflict resolution.

Responsive

• I am responsive to contentious issues.
• I attempt to accommodate vital interests of those who felt alienated or suffered injustice.
• I address contentious issues earlier rather than later.
• You use structured frameworks for resolving conflicts, such as mediation or facilitated discussions.

Investigative

• I attempt to determine the root sources of grievances.
• I identify the root sources of conflict.
• You determine what issues can be agreed upon.
• I investigate opportunities to achieve mutually beneficial solutions to conflicts.
• You identify the root cause of the problems.
• I explore the feasibility of alternative solutions to resolve conflicts.

Analytical

• You help employees to think through alternative ways to resolve conflict situations.
• You combine different ideas and viewpoints.
• You read situations accurately and quickly.

Strategic

• I identify strategies to prevent the recurrence of issues.
• I prefer to resolve conflicts through negotiation rather than coersion.
• You examine differences and disagreements for creative and strategic resolutions.

Opportunities

• You reframe conflicts as opportunities to innovate and create new solutions to problems.
• I see conflicts as chances to develop innovative and effective solutions.
• I view conflicts as opportunities to create constructive and novel solutions to problems.
• You turn conflicts into action that creates business results.

Relationships

• I promote employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
• You guide others toward establishing strong relationships.
• I seek to maintain positive relationships with coworkers.
• You work with others as needed to facilitate resolution of conflicts.
• You ensure productive business relationships.

Diversity

• I promote a culture that values diverse perspectives.
• You value the diverse perspectives of others.

Job Interview Questions

Successful

• Our company has several employee groups that are unionized. How do you deals effectively with employee grievances?
• Do you possess the necessary skills to manage conflict and relationships? Describe.
• What steps do you do to seek mutually acceptable outcomes?
• Give an example of how you would achieve mutually acceptable solutions through collaborative efforts by both parties.
• Explain what steps you normally would take to settle disputes with agreement from both parties?
• Give examples of how you would work to settle conflicts in a manner that is acceptable for a long-term solution.
• Describe how you are able to resolve issues?
• Describe examples of how you settled disputes resulting in a win-win for both parties?
• How do you settle disputes amicably?
• How do you settle disputes equitably?

Preventative

• How would you try to avert the recurrence of conflict issues?
• What do you do to identify and takes steps to prevent potential confrontations?
• How do you prevent minor issues from escalating into major problems?

Clarity

• Have you ever had to help others avoid misperceptions? When.
• Do you help others avoid misperceptions about issues? Give examples.
• In an arbitration proceeding, how would you explain the rules for engagement?
• How do you seek to remove misperceptions that may contribute toward conflict?
• In a conflict situation, how do you remove misperceptions that may be contributing to the conflict?
• Being open and honest helps to avoid misunderstandings. Would people generally describe you as open and honest? Give an example showing us how you are open and honest in interactions with others.
• Explain how you would clarify expectations in negotiations?
• In negotiations, how would you describe the negotiation protocols to be used?
• Do you clearly express expectations to others? Explain.

Basic Needs

• Give an example of when you strove to ensure that all basic needs were met, resulting in mutual benefits for both parties. How did you do it?
• How would you address concerns about the availability of limited resources?
• How do you ensures that the basic needs of each party are satisfied?
• Do you work to meet the basic needs of each side in the conflict? Explain in more detail.
• Do you try to ensure that all basic needs are satisfied?
• Give an example of how you acknowledge each party's intrinsic needs?
• When do you seek to reduce the scarcity of limited resources by sourcing materials from new locations?

Common Ground

• Getting everyone to work toward a common goal is important to reduce conflicts in what work should be done. Describe a situation in which you had to help align team members toward a common goal.
• Give an example of when you found common ground between parties.
• How do you promote mutual compromise to achieve conflict resolution?
• How do you get both sides to agree on a common framework?
• Explain how you would identify areas of agreement and common ground.
• How would you assist team members by helping them see the other point of view? When did this happen?
• How do you encourage individuals to seek areas of common ground?
• Do you identify areas of agreement and common ground to form basis of resolution?

Compromise

• Give examples of when you had to resolve conflicts by identifying potential opportunities for compromise.
• How would you ensure that both parties work toward finding compromise?
• Describe how you would seek to have both sides voluntarily work together to resolve their differences.
• How do you encourage both sides to make compromises to resolve the conflict?
• Explain how you would identify potential opportunities for compromise.

Understanding

• How would you resolve grievances through a better understanding and appreciation of what each side needs?
• How do you expose conflicts for resolution?
• How would you facilitate the resolution of grievances by fostering mutual understanding and appreciation of each party's needs?
• Describe how you would try to understand others' point of view before making judgments.
• Explain how you would seek to develop a shared understanding of the issues involved.

Roles

• Explain how you would establish roles and responsibilities.
• How would you determine who has the autonomy (authority) to make the decisions necessary to end the conflict?
• How would you establish roles and responsibilities of team members?
• Describe how you identify who holds the authority to make decisions.
• Give examples of when you had to discuss conflict situations with your supervisor.

Listening

• How do you work to reduce misunderstandings and poor communication?
• How do you facilitate constructive dialog with stakeholders?
• Explain how you would attentively hear each person as they share their distinct viewpoints on an important matter.
• Explain how you would listen to individuals as they offer their unique perspectives on the situation. What steps would you take?
• Describe how you would facilitate dialog between team members.
• Give an example of when you had to facilitate dialog between stakeholders.

Viewpoints

• Self-reflection is often a valuable tool in managing relationships. How do you help others to see perceptions that they have about an issue?
• Explain how you would prepare team members to accept differing view points.
• Recognizing the value of input from others is important in negotiations. How do you ensure that all sides feel respected and heard?
• Describe how you would ensure fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Brainstorming ideas can help to find solutions to issues quickly. Give an example of when you shared competing viewpoints to expand viewpoints.
• Communication is important for resolving conflicts. How do you encourage team members to express their ideas and concerns openly?
• How would you combine the ideas and viewpoints of different team members?

Facilitative

• How have you initiated collaborative processes to reduce conflict?
• How would you facilitate both parties in collaboratively seeking a compromise?
• Are you supportive of consensus and power sharing?
• Describe how you would actively engage both parties to voluntarily collaborate and resolve their differences.
• How do you create an environment where team members work collaboratively rather than compete with one another?
• Did you ever facilitate collaborative processes to reduce conflict? Explain.
• How would you steer the process towards compromise and conflict resolution?

Open to Change

• How do you encourage individuals to modify their underlying work behaviors that may have contributed to the conflict?
• Explain how you would promote openness and urges individuals to explore various options for resolving the conflict.

Persuasive

• Give an example of when you had to persuade individuals to alter their underlying work behaviors that were causing the conflict?
• Are you able to persuade and influence others?
• Describe how you would persuade others to accept personal transformation.
• How would you persuade others to accept ideas that may be difficult and uncomfortable?

Responsive

• Injustices are often a source of continuing conflict. Though some of these conflicts are over petty issues, how do you attempt to accommodate vital interests of those who felt alienated or suffered injustice?
• Some issues result in very strong feelings by the different parties. Give an example of when you were responsive to a contentious issue.
• Are you the kind of person who addresses contentious issues earlier rather than later?
• How would you uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions?

Investigative

• Explain the process of determining what issues can be agreed upon in a negotiation.
• Give an example of when you investigated opportunities to achieve mutually beneficial solutions to a conflict.
• Describe how you would explore the feasibility of alternative solutions to resolve conflicts.
• What steps do you take to attempt to determine the root sources of grievances?
• What can you do to identify the root sources of conflict?
• How do you identify the root cause of the problems?

Analytical

• Thinking quickly and reacting to escalating issues are often needed to mitigate conflicts. Are you the kind of person who reads situations accurately and quickly?
• Do you excel at swiftly assessing and responding to rising conflicts?
• Give an example of when you helped employees to think through alternative ways to resolve conflict situations.
• Are you adept at accurately reading situations and acting promptly?
• How would you combine different ideas and viewpoints?

Strategic

• How would you identify strategies to prevent the recurrence of issues?
• Negotiation fosters an environment of mutual respect and understanding, leading to improved relationships. Are you the kind of person who prefers to resolve conflicts through negotiation rather than coersion? Give an example of when you did this.
• How do you examine differences and disagreements for creative and strategic resolutions?

Opportunities

• Describe how conflicts can be viewed as chances to develop innovative and effective solutions.
• Conflict can sometimes be beneficial as a catalyst for change. Have you ever viewed conflicts as opportunities to innovate and create new solutions to problems?
• Conflict can often serve as a driving force for change. Have you ever seen conflicts as chances to innovate and develop new solutions?
• Would you view conflicts as opportunities to create constructive and novel solutions to problems? Explain your views.
• Explain how you would turn conflicts into action that creates business results.

Interpersonal

• Sometimes it requires strong interpersonal skills to manage relationships in the office. How do you help coworkers avoid engaging in conflicts over minor workplace matters?
• Explain how you would help employees to avoid conflicts over minor issues?
• Would your coworkers say that you remain calm and nonjudgmental in conflicts?
• How do you avoid letting minor issues escalate into major problems?
• How do you avoid being judgmental and micromanaging of employees?
• What steps do you take to help maintain dignity of all persons involved?

Relationships

• Creating an environment where conflicts are better managed is important. How would you promote employee engagement to reduce tensions and negativity?
• Conflicts can strain relationships. How do you work to keep positive relationships with your coworkers despite conflicts?
• Conflicts can hinder workplace productivity. How do you maintain effective business relationships when conflicts arise?
• Give examples of how you worked with others to facilitate resolution of conflicts.
• What steps do you take to guide others toward establishing strong relationships?

Diversity

• Do you value the diverse perspectives of others? Give examples of this.
• How do you promote a culture that values diverse perspectives?

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