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Quizzes > Personality & Relationships > Personality

What's Your Conflict Resolution Style? Take the Quiz Now

Think you can ace this conflict resolution quiz? Dive in and find your style!

Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art illustration for free conflict resolution style quiz on teal background

This quiz helps you find your conflict resolution style and see how you handle disagreements in real life. Use your results to spot what you do well and what trips you up, then go deeper with a related style quiz and compare your habits with a short management assessment.

Which conflict resolution style is characterized by high assertiveness and low cooperativeness?
Accommodating
Competing
Avoiding
Collaborating
The competing style involves high assertiveness and low cooperativeness, where an individual pursues their own concerns at another's expense. This style can be effective in emergencies but may damage relationships over time. Learn more about the Thomas-Kilmann conflict modes here: .
Which conflict resolution style features both high cooperativeness and high assertiveness?
Accommodating
Competing
Collaborating
Avoiding
Collaborating is the style that balances high assertiveness with high cooperativeness to address all parties' concerns. This approach seeks win - win solutions and fosters trust. For deeper insight, see .
Which conflict resolution style involves low assertiveness and high cooperativeness?
Collaborating
Competing
Accommodating
Avoiding
The accommodating style is characterized by low assertiveness and high cooperativeness, where one party yields to another's point of view. It preserves harmony but may neglect the accommodator's needs. More details at .
Which style is defined by both low assertiveness and low cooperativeness?
Collaborating
Competing
Accommodating
Avoiding
Avoiding is low in assertiveness and cooperativeness, meaning issues are sidestepped or delayed. While it can be useful when conflict is trivial, prolonged avoidance may worsen tensions. Explore more at .
Which model identifies five primary conflict resolution styles?
Maslow's Hierarchy
Thomas-Kilmann Model
Kübler-Ross Model
SMART Model
The Thomas-Kilmann Conflict Mode Instrument outlines five conflict styles: competing, collaborating, compromising, accommodating, and avoiding. It's widely used for assessing personal approaches in disagreements. Read the original instrument at .
In workplace mediation, the mediator's primary role is to:
Act as a neutral facilitator
Make the final decision
Negotiate on behalf of one party
Enforce disciplinary actions
A mediator remains neutral and helps parties communicate, identify issues, and explore solutions without imposing a decision. This impartiality fosters trust and voluntary resolution. For mediation principles, see .
In negotiation, what does BATNA stand for?
Benchmark Approach to Negotiation Alignment
Bottom Analysis of Negotiation Tactics
Basic Agreement on Negotiated Actions
Best Alternative to a Negotiated Agreement
BATNA is the Best Alternative to a Negotiated Agreement - it's the fallback if negotiations fail. Knowing your BATNA strengthens your negotiating position. Harvard Business Review explains it here: .
During conflict resolution, identifying underlying interests refers to:
Clarifying the reasons behind positions
Agreeing to proposals immediately
Listing each party's demands
Recording all spoken words
Identifying interests involves understanding the underlying motivations and needs behind stated positions. This helps generate solutions that satisfy all parties. More on interest-based negotiation at .
Which description best defines a compromise solution?
Both sides give up something
One party yields fully
Parties avoid addressing the issue
One side wins completely
Compromise involves each party making concessions so that both sides gain something and lose something. It's a middle ground often used when time is limited. For details, visit .
How does emotional intelligence improve conflict resolution?
By suppressing emotional responses
By understanding and managing emotions
By ignoring others' feelings
By focusing only on logic
Emotional intelligence enables individuals to perceive, understand, and regulate their own emotions and those of others. This leads to more empathetic dialogue and reduced escalation. For research, see .
When is the collaborating style most appropriate?
When addressing complex issues requiring buy-in
When one party must dominate
For trivial, low-stakes issues
When quick, temporary solutions are needed
Collaboration is best for complex, high-stakes conflicts where diverse perspectives improve the outcome and commitment is critical. It takes time but yields durable agreements. Read more at .
What is a key limitation of the avoidance style?
It satisfies all parties fully
It can allow issues to escalate unaddressed
It builds trust through direct engagement
It always resolves the conflict permanently
Avoidance often postpones conflict, which may reduce immediate tension but can allow underlying problems to worsen. Overuse erodes trust and communication. For cautionary guidelines, see .
Why is confidentiality important in mediation?
To allow open sharing without fear of repercussion
To restrict the mediator's neutrality
To publicly document every detail
To ensure one side gains leverage
Confidentiality in mediation encourages honest dialogue since parties trust that statements won't be used against them later. It preserves relationships and fosters creative solutions. See the benefits at .
Cross-cultural conflict resolution primarily emphasizes:
Using a one-size-fits-all approach
Cultural sensitivity and context awareness
Ignoring cultural differences
Enforcing one culture's norms on another
Effective cross-cultural resolution requires understanding diverse communication styles, values, and norms to avoid misunderstandings. Cultural competence helps mediators adapt strategies. For guidelines, see .
In integrative negotiation, 'creating value' often involves which technique?
Withholding all information
Logrolling - trading issues of unequal value
Insisting on fixed positions
Offering take-it-or-leave-it ultimatums
Logrolling involves parties trading off issues that hold differing levels of importance to each side, creating joint gains. This integrative tactic expands the pie rather than dividing it. Learn more about value creation at .
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Study Outcomes

  1. Understand Your Default Approach -

    After completing the conflict resolution style quiz, you'll be able to recognize your go-to strategy when disputes arise and understand how it influences interactions.

  2. Analyze Conflict Triggers -

    Learn to pinpoint common situations and behaviors that spark tension, helping you anticipate and manage disagreements more effectively.

  3. Identify Strengths and Weaknesses -

    Compare the benefits and limitations of styles like competing, avoiding, accommodating, compromising, and collaborating to see where you excel and where you can improve.

  4. Apply Tailored Techniques -

    Gain practical tips for adapting your approach to different scenarios, ensuring you choose the most effective strategy for resolving conflicts.

  5. Refine Teamwork Communication -

    Implement actionable advice to strengthen collaboration and build consensus, boosting group productivity and mutual respect.

Cheat Sheet

  1. Thomas-Kilmann Conflict Mode Instrument (TKI) Framework -

    The TKI model categorizes conflict responses into five styles - Competing, Collaborating, Compromising, Avoiding, and Accommodating - using a 2×2 grid of assertiveness versus cooperativeness. A handy mnemonic is "5 Cs of Conflict" to recall each style in order of assertiveness. This model, validated in the International Journal of Conflict Management, helps you identify your default strategy in disputes.

  2. Active Listening Techniques -

    Active listening builds trust by reflecting feelings and paraphrasing the speaker, such as using "What I'm hearing is…" to clarify intent. Practice the LEAPS model (Listen, Empathize, Ask, Paraphrase, Summarize) to ensure comprehension. Studies from the University of Colorado highlight that empathetic listening can reduce miscommunication by up to 80% in team settings.

  3. Emotional Intelligence (EI) in Conflict -

    High EI involves self-awareness, self-regulation, motivation, empathy, and social skills, often summarized by Goleman's five-component model. Use the SELF acronym - Self-awareness, Emotional regulation, Listening, and Feedback - to remember key EI areas. Research in the Journal of Organizational Behavior shows leaders with high EI resolve conflicts 50% faster and with more positive outcomes.

  4. Contextual Analysis and Scenario Practice -

    Understanding situational variables like power dynamics, cultural norms, and stakeholder interests can shift your conflict style choice. Try role-playing real-world scenarios - e.g., managing a group project dispute - to apply competing versus collaborating techniques practically. Harvard Business Review case studies demonstrate that context-driven adaptation leads to 70% higher resolution satisfaction scores.

  5. Interpreting Quiz Results with SMART Goals -

    After taking a conflict resolution quiz, translate your dominant style insights into SMART goals: Specific, Measurable, Achievable, Relevant, Time-bound. For instance, if you lean toward Avoiding, set a goal like "I will practice initiating one difficult conversation weekly for the next month." Aligning quiz feedback with goal-setting frameworks from PMI improves skill development tracking.

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