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Conflict Style Inventory

Conflicts, large and small, are a fact of life, including work life. This inventory has been developed to help participants learn more about how they and others deal with their conflict at work. This self scoring assessment uses responses to 10 mini cases to provide participants with a conflict profile that displays their use of 5 styles: Problem solving, Smoothing, Bargaining, Forcing, and Avoiding. Simplifies training by orienting conflict resolution toward the problem- solving/collaborative style which research shows is consistently the most successful strategy.
Code: 516
Category: Assessments

Managing conflict constructively

Conflicts, large and small, are a fact of life, including work life. This inventory was developed to help you learn more about how you and others deal with conflict at work. Conflict isn’t always a negative influence in teams and organisations. The Conflict Style Inventory assesses individual approaches to conflict and shows how to make conflict a constructive, rather than destructive, force in your workplace. This revised and improved edition includes new scales to measure a team’s approach to conflict as well as each individual’s approach.

How the CSI works

This revised and improved edition includes new scales to measure a team's approach to conflict as well as an individual's approach. The instrument consists of 10 vignettes which describe realistic workplace conflicts. For each example, participants are presented with five possible responses to the conflict, and are instructed to indicate which ones most closely describe how they would actually deal with the situation. The results give respondents an accurate assessment and understanding of their own natural approaches to dealing with conflict, and provide a starting point for developing the skills necessary to begin managing conflict constructively.

Various researches have identified five primary strategies for dealing with behavioural conflict

The CSI is based on more than 30 years of behavioural science research into the dynamics of conflict. Although different authors use somewhat different items to describe the five strategies, the nature of each is actually quite clear.

• Avoiding sometimes also called 'withdrawing' means to leave the conflict situation so as to avoid the conflict

• Smoothing involves trying to cover up and pretend that everything is really calm.

• Bargaining also referred to as 'compromising' or 'splitting the difference'

• Forcing involves fighting a battle so that one party becomes the clear winner and the other the loser

• Problem solving is a more accurate description of a strategy often referred to as 'confronting.'

Products specifications
Format Instrument
Objective To help manage conflict in a constructive way
Audience All organisational members
Author Dr. Marshall Sashkin
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