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    Jun 05, 2023    |   Psychometrics Canada

Workplace Conflict Assessments

Pens pointing to assessment results

Written by Justin M. Deonarine, I/O Psychologist 

Read time: 4 minutes  


Psychometric assessments provide valuable insights into how an individual will manage and react to conflict. In this blog post, we will explore some of the assessments that can help provide more information about an individual’s approach to conflict. These assessments shed light on different aspects of conflict, from preferred conflict modes to key motivators, work styles, and personality preferences that shape how one engages with conflict. By harnessing these assessments, individuals, teams and organizations can gain a deeper understanding of themselves and others, paving the way for more effective conflict resolution strategies.

Thomas-Kilmann Conflict Mode Instrument (TKI®)

The Thomas-Kilmann model of conflict proposes 5 different conflict modes. Each approach to conflict can be useful for dealing with conflict in certain situations, which allows people to appreciate the value and strength of their own conflict styles and learn the value of others. The assessment is often used to measure an individual (or team’s) approach to conflict, identify preferred responses to conflict and their implications to decision making, and provide specific tactics to resolve conflict.

“Conflict invariably comes up with leaders who are managing so many relationships, but dealing with conflict is difficult for many people… The TKI positions conflict in terms of self-awareness, so people understand their own tendencies for handling conflict. It helps them realize that there are choices in dealing with conflict—not better or worse, but more or less effective in various situations—and that there are consequences of choosing each mode. What opportunities exist for them to use other modes in a strategic way?”

Mark Barry, VP of Human Resources, Earls Restaurants

Work Personality Index ® 2nd Edition

The Work Personality Index assessment provides a clear and detailed framework that helps you identify key motivators and behaviours in the workplace. The assessment examines areas such as Work Styles, Managing Change, Working with Others, Problem Solving Style and Dealing with Stress and Pressure. All of these areas can broadly influence the way one might experience and engaging in conflict.

There are some particular traits that can impact conflict directly:

  • Ambition: Those who are more ambitious will be more competitive in conflict, and aim to win. On the other hand, those who are less ambition will be more cooperative.
  • Teamwork: Those who find satisfaction in working with others will be encouraged to find solutions that work for everyone. However, those who seek to work independently may desire solutions where their needs are fulfilled.
  • Empathy: Similar to the Teamwork trait, those who are more people-focused are more likely to seek win-win solutions. On the other hand, those who are more task-focused may seek quicker solutions, even if they are not favourable.
  • Persuasion: Those who are more persuasive will be willing to negotiate for their needs, while those who are less persuasive may give up their needs in favour of harmony.
  • Self-Control: Those with higher self-control may be less engaged in conflict, while those with lower self-control may get too wrapped up in it.
  • Democratic: Those are more democratic will seek input from others when resolving conflict, while those who are lower may try to find a solution by themselves.

Myers-Briggs Type Indicator (MBTI®)

The MBTI® instrument is a measure of personality that helps individuals understand their strengths and their preferred working styles. The tool provides a versatile measure of personality that looks at eight personality preferences people use at different times. These eight preferences are organized into four dichotomous scales.

Personality preferences can play a factor in how we manage conflict, how we react to conflict, and what we may see as sources (or causes) of conflict. Theory and research has identified that the Thinking-Feeling dichotomy and the Judging-Perceiving dichotomy have a significant bearing on an individual’s conflict behaviour.

T-F Dichotomy: Where we focus in conflict

Our T-F preferences relate to how we make decisions, and often determine what our attention is focused on during conflict.

Those with a preference for Thinking focus most strongly on:

  • What the conflict is about.
  • Opinions and principles.
  • Analyzing and tolerating differences.
  • Maintaining a firm stance.

Those with a preference for Feeling focus most strongly on:

  • Who is involved.
  • Needs and values.
  • Accepting and appreciating differences.
  • Ensuring give and take.

J-P Dichotomy: How we respond to conflict

Our J-P preferences influences our default response to conflict.

Those with a preference for Judging tend to:

  • Seek resolution.
  • Focus on the past and future.
  • Be concerned primarily with the outcome of the situation.
  • Experience satisfaction once the conflict is over.

Those with a preference for Perceiving tend to:

  • Seek clarification.
  • Focus on the present.
  • Be concerned primarily with the input of participants.
  • Experience satisfaction once the conflict is being addressed.

Psychometric assessments and personality tests are powerful tools for self-reflection and understanding the dynamics of conflict. By leveraging the knowledge gained from these assessments, individuals and teams can develop stronger conflict management skills, enhance collaboration, and foster healthy relationships in various settings.

Ready to revolutionize conflict resolution in your organization? Discover the power of assessments to equip your team with effective conflict management tools. Empower your organization to navigate conflicts proactively, drive collaboration, and create a positive work environment. Contact us today to explore how our conflict assessments can support your organization’s goals.

Filed under: Conflict

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