Check Your Knowledge of Conflict
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1. Which of the following are effective conflict resolution tools?
   1. active listening
   2. determination to win
   3. acknowledgment of personal contribution to the problem
   4. blaming, finding fault, accusing and name calling
   5. all of the above
      
      
2. Which of the following are characteristics of unresolved conflicts?
   1. desire to punish the other person
   2. insistence on being right
   3. stifled creativity
   4. preoccupation with the problem
   5. lack of productivity
   6. all of the above
      
      
3. Unresolved conflicts will:
   1. take care of themselves if I ignore them
   2. probably escalate if not dealt with
   3. become divisive and involve other work group members
   4. possibly result greater usage of sick leave
   5. prevent new ideas and ways of thinking
   6. all of the above
      
      
4. What are some benefits of constructive conflict?
   1. improved, updated and innovative procedures and business practices
   2. more effective communications
   3. fewer complaints and grievances
   4. all of the above
   5. none of the above
      
      
5. How can we become more effective in conflict situations?
   1. by consciously selecting my response behavior instead of reacting on my first impression of a situation
   2. by developing skills and learning techniques to effectively deal with conflict situations
   3. by talking directly with the parties involved, assuming there is no threat of violence
   4. by beginning the conversation with my opinion of what should be done
   5. all of the above
      
      
6. People get involved in conflicts because:
   1. because their interests are not met
   2. because their values are challenged
   3. because their needs are not met
   4. because of a variety of environmental stresses i.e., resource scarcity, uncertainty, change
   5. information deficiencies i.e., misunderstanding or misinterpretation
   6. all of the above
   7. none of the above
      
      
7. Some aspects of conflict that we learn early on are:
   1. how and when to argue
   2. how to get what you want when someone else doesn't want you to
   3. where the boundaries are
   4. the consequences of losing
   5. how to behave when we want to end a conflict, i.e., apologize, leave, give in, cry, etc.
   6. none of the above
   7. all of the above
      
      
8. Some conflict resolution basics are:
   1. concentrate on interests, not positions
   2. attack the problem not the person
   3. try to understand and respect each point of view without judging
   4. use good communication skills including listening, summarizing and clarifying
   5. begin planning my response while the other party is speaking
   6. cooperate together to solve the problem in a way that respects the interests of both/all sides.
      
      
9. Some characteristics of destructive conflict are:
   1. it is long standing and crosses many issues
   2. the parties involved have given up resolving and have moved to trying to score points, rather than problem solve
   3. people in the conflict focus on personal issues, such as styles, ways of talking and personal qualities such as loyalty, rudeness.
   4. people are often labeled
   5. participants look to a higher authority to "fix" the problem using power, i.e., have the boss fire or discipline someone
   6. none of the above
      
      
10. The term "personality conflict" is frequently used to refer to destructive conflict between two people.
    1. True
    2. False
       
       
11. People engaged in destructive conflict waste time and energy trying to "defeat" the other, lobbying for support and generally being angry.
    1. True
    2. False
       
       
12. Team members forced to observe unresolved destructive conflict usually feel some level of discomfort as well as lack of security and trust as a result of the situation.
    1. True
    2. False

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This page last reviewed May 21, 2003
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Centers for Disease Control and Prevention
Office of the Director
Alternative Dispute Resolution and Conflict Prevention