Module 5: Conflict Styles and Leadership Styles Self-Assessments Worksheet Results for

Stephanie Rodriguez
● 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?
Your Answer:
My scores for each of the five conflict styles varied. For my accommodating, avoiding, and
dominating style I received a score of 4. For compromising I received a score of 5. For
integrating I received a score of 6. I agree with the scores I received because I do struggle with
avoiding and dominating conflict styles as a leader.
● Provide an example from your own life of your experience with each of these styles of
conflict (either using the style yourself or as employed by someone else in a conflict
situation).
Your Answer:
A time I used an accommodating style was when there was a huge disagreement between me
and my co-worker. I simply asked for a task to be completed and the other person wasn’t
complying. He was very aggressive and started arguing. I was trying to stand my ground and
asked if he was okay and what was going on. He was having a difficult day which affected his
reaction, I gave in and decided to let him have a breather and had someone else do the task.
We communicated and I understood his feelings. A time I used compromising conflict style was
when one of the other supervisors that was on the same shift as me had a disagreement on
how to keep the milks and the food on rotation. They didn’t think it was good idea to have a
barista do it rather than the supervisors. I thought otherwise and would be better to teach a
barista and be able to follow up on one one certain chosen barista to be on top of it. We finally
agreed to compromise by choosing a barista that they trusted to do the task while shadowing
them to give feedback and coach on how to do the task properly. For the integrating conflict
style there was a time when two co workers were having an argument, I stepped in and listened
to both points of views to avoid any bigger issues within them. I helped them resolve this conflict
by trying to communicate and listen to each other before acting upon it. Both came to a
realization that it doesn’t provide a welcoming setting for themselves and others and that this
argument was unnecessary. A time I used avoiding conflict style was when me and this other co
worker had a problem with me becoming a supervisor. She would gossip about me and say very
rude comments instead of finding a solution or trying to resolve the problem. I ignored it until it
escalated more than what it should have. I decided to disregard my own concern to avoid any
long run problems which I shouldn’t have. Last but not least for dominating style I really haven’t
used it personally because I don’t agree with this conflict style. It’s more delegating and showing
no care for those around you and I’m the opposite.
● Discuss one thing that works pretty 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?
Your Answer:
The advantage that integrating conflict style has upon me is that it creates an environment that
isn’t hostile and creates an effective solution that is acceptable within each other. This helps me
by creating solutions for problems and having a more creative way of figuring it out. One
disadvantage is that it takes a lot of time and effort to achieve the resolution. A way I can
improve this general approach is by being confident in my ideas to find the solution and have
many options on how to resolve my problems within a team.
● According to the leadership style self-assessment, what was your Hersey-Blanchard
leadership style (Telling, Selling, Participating, Delegating)? Do you agree with this
assessment? Why or why not?
Your Answer:
According to the leadership style self assessment by Hersey-Blanchard the leadership style
came to be telling type of style. I do agree with this assessment because I do struggle with
relationship behaviors more than task behaviors.
● Provide examples from your own life where you experienced each of the leadership
style-­related behaviors (telling, selling, participating, and delegating).
Your Answer:
With participating style I’ve used it a couple of times at my job although it’s a high relationship
approach I am a pretty good listener. By helping my co worker with a task I listen to their ideas
or the things they struggle with the most. I help them follow the process that it takes to complete
the task. There is one co worker that needs a bit of support but understands what needs to get
done. I help her with any troubles or struggles that can arise while doing the task. For selling
style I help my co workers develop skills such as time management, customer service and how
to deal with certain problems that arise during the work place. I feel confident in these styles
because I like to help and explain the reason for the tasks that need to be completed. Telling
style is very straightforward. I will usually tell and coach this one co worker on how to do a
beverage routine to move faster and get the drink out in a timely manner with amazing customer
service for those who come into our store. For delegating I try my best to apply into my work
everyday work environment. I assign tasks to co workers and empower and motivate them to
gain the confidence in each position I assign them to.
● 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.
Your Answer:
In Tuckman's stages for team development the stages are forming, storming, norming,
performing, and adjourning. It has a deeper explanation of team development on maturity and
ability. While Hersey-Blanchard have participating, selling, delegating, and telling on task and
relationship behaviors. I do see a connection between both, they focus on maturity and ability
they both explain their own observations on team and leadership skills . Forming from
Tuckman's stages of team development have a connection with participating style because
leaders share ideas with this style. For forming they focus on purpose and providing clear
expectations and instructions. For selling you can see a clear connection with norming in selling
style because decisions are explained and members are engaged and supported. Norming also
provides learning opportunities and feedback. For delegating style it connects to storming. It
turns over decisions and doesn’t take into consideration others and their ideas. It connects to
storming because it mentions conflict and high emotions which can arise from this type of
leadership style. It can also come with some sort of resistance.
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?
Your Answer:
For the LMX assessment the scores I received were the following for the liking factor I received
an 8. For the loyalty factor I received also an 8, for the contribution factor I received a 7. For my
professional factor a 9. Transformational leadership behaviors that I exhibit are inspirational and
motivational. I also exhibit intellectual and stimulation. I believe these types have a positive
effective transformational leader. Inspirational and motivational have a clear vision of their goals,
productivity and inclusion is something that I can relate to. I also feel very confident while using
these in my work environment. For intellectual and stimulation there are goals, creativity, and
challenges. I love challenges because it makes me gain more knowledge and helps me work
better with my team. Creativity is very important. It helps people be eager to do tasks in a better
understanding and helps a lot with teamwork.