With respect to conflict styles, what were your scores for each of the five

conflict styles dimensions -

(Accommodating, Compromising, Integrating, Avoiding,
and Dominating)? Do you agree with this assessment?  Why or why not?
My accommodating score was 4.2, compromising score 5.3, integrating score 6.4,
avoiding score 5.7 and dominating score 4.2. I do agree with these scores because my
higher scores such as compromise, integrating and avoiding are some things I typically
do in a group setting while I usually avoid dominating in a group setting.
Provide an example from your own life of your experience with your
preferred style of conflict (either using the style yourself or as employed
by someone else in a conflict situation).
My highest scored conflict style was integrating so I will use an example for that
one. When taking a communications class last semester online, we had to do a group
project that was due at the end of the semester. I was the main person to promote the
exchanging of ideas and tried to create an openness in the group where everyone felt
comfortable sharing their ideas. I tried to help delegate tasks based on everyone’s skills
and knowledge. When any of my group members had issues or needed help, I would
typically be the one they came to. I would put in the extra work not only to do my own
work, but to also help others if they needed it.
Discuss one thing that works well about your preferred conflict style; in
other words, what is one advantage for you about it?  Discuss one
disadvantage you’ve found in using your preferred conflict style.  Finally,
what is one specific way you could improve your general approach to
conflict?
One advantage to having a strong integrating approach is that it creates an
environment where everyone is comfortable and able to share their thoughts without
judgement. A disadvantage in a way is that with this style I have high concerns for
everyone in the group and could get taken advantage of. When people would come to me
because they couldn’t finish their task on time, sometimes I would take over. In the end,
that is not really helping the other person or helping them learn in anyway. I also find it
difficult to influence my ideas too strongly on others. If I know my ideas might be better
but not accepted by the group, I wouldn’t be the one to push my ideas very far. This
explains why I had a low score of dominating.
Provide examples from your own life where you experienced each of the
leadership style-related behaviors (telling, selling, participating, and
delegating).
Since my score was high for participating, this is something I am comfortable and
familiar with. In most group settings I would utilize this style. For the selling style this is
something that I do utilize at my job. I have a job in sales where I need to try and sell the
wedding venue that I work at. To do this by hosting tours where I must show the venue
and then sit down with my clients to go over their options and pricing. This is where I
really go in depth on their options and try to instill in them confidence for the venue.
 As for the delegating style, this is something I would utilize with my coworker.
We both have the same position and I try to delegate tasks to ensure that our job is
taken care of effectively. We are both able for the job, willing and confident in the tasks
and I typically am the one to create the list of jobs needed to be completed.
Review the information regarding Tuckman’s Stages of Team
Development model.  Contrast Hersey-Blanchard leadership style with the
various stages of team development. Do you see a connection? Discuss
team leadership behaviors that you think would be applicable to each of
Tuckman’s stages of team development.
 I believe we can see a connection of Hersey-Blanchard’s leadership style to
Tuckman’s stages of team development.  I think that the first stage in Tuckman’s team
development being forming can be related to the participative style of leadership. So far,
the team members are able but not confident as they do not know yet their position and
how they fit into the group. This is where the group discuss and share their ideas and
knowledge as well and sharing their skills they can bring to the group.
The next stage for Tuckman’s team development is storming which can be related
to the selling style. This stage is where participants influence their ideas and tend to
have arguments about how the group should move forward. The next stage is norming
which can be compared to a delegating style. This where they determine the groups
norms and procedures. This is when the tasks are being delegated. Lastly, we have the
performing stage where they begin to perform their tasks with the given instructions.
With respect to the LMX instrument, what were your scores on each of the
dimensions (Linking, Loyalty, Contribution, Professional Respect)? 
Based on these results, what transformational leadership behaviors do
you exhibit (or have you experienced in a leader/follower relationship)
that you believe are most relevant with respect to someone who seeks to
be an effective transformational leader?
For the LMX self-assessment I got a 6 for liking, a 9 for loyalty, a 9 for
contribution and a 9 for professional respect. For a transformational leader they lead
employees by their charisma, inspirational motivation, and intellectual stimulation.
Having charisma is like having the ability to be liked. Having high likability can
correlate to being a good transformational leader. Another important factor is the
contribution aspect. This because to be an effective transformational leader, they would
need to guide their employees and put in effort to help them make and reach their goals.
Overall, the most important LMX factors to being a transformational leader is charisma
and contribution.