Knobloch conflict test - falconette psychology test on the topic. Test: Are you a conflict-ridden person? Psychological tests for organization and conflict
The high level of conflict must be reduced. Are you a conflict-ridden person? Take the online test for free and find out.September 02, 2014
Types of personality conflict
Let us highlight and briefly describe six characteristic types of personality conflict:
1. People with demonstrative type of conflict They always strive to be the center of attention and love to look good in the eyes of other people. Behavior is more emotional than rational. He feels comfortable in a conflict situation, so he does not avoid the conflict.
2. Rigid type of conflict manifests itself when those in conflict do not want and do not know how to take into account the opinions of others. They are suspicious and have high self-esteem. He is uncritical of his own actions, but he perceives the ill will of others very painfully.
3. Uncontrollable type of conflict expressed in aggression, inability to control oneself. People of this type are unpredictable and tend to blame others for their failures. Often ignores generally accepted norms of communication. Unable to plan his activities.
4. Personalities with ultra-precise type of conflict too demanding of themselves and others. Such people are not happy with themselves. They are, as a rule, restrained in emotional manifestations, but can quite unexpectedly interrupt relationships with friends or acquaintances.
5. Man with rational type of conflict at the right moment he uses the conflict for his own selfish interests. Such individuals can play the role of an unquestioning subordinate for a long time, but when the leader begins to lose his authority for some reason, he will be the first to betray him.
6. People with weak-willed type of conflict They are easily influenced because they do not have their own principles and priorities. Such people do not think at all about the consequences of their actions and the reasons for the actions of others. Their behavior is inconsistent and focused on immediate success in situations.
Very often, one person can fit several types of conflict at once.
To achieve harmony in your life and improve relationships with others, the level of conflict must be reduced. will reduce the level of conflict
Take the Conflict Proneness Test
First, take the conflict test and think about what to do next: not change anything in your life or look at the world somehow differently and make those around you your allies.
INSTRUCTIONS: Carefully read the question (statement) and choose one of the proposed answers.
(according to V. Ryakhovsky)
Target: determining the level of personality conflict
Choose one of the options:
1. Is it typical for you to strive for dominance, i.e. to subjugate others to your will?
a) yes b) when how c) no
2. If there are people in your team who are afraid of you, and perhaps hate you?
a) yes b) difficult to answer c) no
3. Who are you most?
a) pacifist b) principled c) enterprising
4. How often do you have to make critical judgments?
a) often b) periodically c) rarely.
5. What would be most characteristic of you if you headed a team that was new to you?
a) would develop a work program for the team for the year ahead and convince the team of its feasibility;
b) would study who is who and establish contact with the leaders;
c) I would consult with people more often.
6. In case of failure, what state is most typical for you?
a) pessimism b) bad mood c) self-resentment.
7. Is it typical for you to strive to defend and observe the traditions of your team?
8. Do you consider yourself to be one of the people for whom it is better to tell the bitter truth to your face than to remain silent?
a) yes b) most likely yes c) no.
9. Of the three personal qualities that you struggle with, you most often try to get rid of them in yourself:
a) irritability b) touchiness c) intolerance of criticism.
10. Who are you most?
a) independent b) leader c) generator of ideas.
11. What kind of person do your friends think you are?
a) extravagant b) optimist c) persistent.
12. What do you most often have to fight against?
a) with injustice b) with bureaucracy c) with selfishness.
13. Which of you is most characteristic:
a) I underestimate my abilities b) I evaluate my abilities quite objectively
c) I overestimate my abilities.
14. What brings you into clashes and conflicts with people most often?
a) excessive initiative b) excessive criticality c) excessive straightforwardness
Calculation of results:
| Questions | Response Scores | Levels of conflict development | Total points |
| a) 1 b) 2 c) 3 | 1 – very low | 14 – 17 | |
| a) 3 b) 2 c) 1 | 2 – low | 18 – 20 | |
| a) 1 b) 3 c) 2 | 3 – below average | 21 – 23 | |
| a) 3 b) 2 c) 1 | 4 – slightly below average | 24 – 26 | |
| a) 3 b) 2 c) 1 | 5 – average | 27 – 29 | |
| a) 2 b) 3 c) 1 | 6 – slightly above average | 30 – 32 | |
| a) 3 b) 2 c) 1 | 7 – above average | 33 – 35 | |
| a) 3 b) 2 c) 1 | 8 – high | 36 – 38 | |
| a) 2 b) 1 c) 3 | 9 – very high | 39 – 42 | |
| a) 3 b) 1 c) 2 | |||
| a) 2 b) 1 c) 3 | |||
| a) 3 b) 2 c) 1 | |||
| a) 2 b) 1 c) 3 | |||
| a) 1 b) 2 c) 3 |
Analysis and interpretation of results
Study protocol.
FULL NAME. ____________
Age___________________
Floor_______________________
| conclusions |
“DIAGNOSTICS OF EMOTIONAL BARRIERS
IN INTERPERSONAL COMMUNICATION" (V.V. BOYKO)
Target: Identify “interference” in establishing emotional contacts
INSTRUCTIONS: Read the statements and answer “yes” or “no.”
Questionnaire
1. Usually, by the end of the working day, fatigue is noticeable on my face.
2. It happens that when I first meet, emotions prevent me from making a more favorable impression on my partners (I get lost, worry, withdraw, or, on the contrary, talk a lot, get overexcited, behave unnaturally).
3. In communication, I often lack emotionality and expressiveness.
4. Perhaps I seem too strict to others.
5. In principle, I am against pretending to be polite if you don’t want to.
6. I usually know how to hide outbursts of emotions from my partners.
7. Often, when communicating with colleagues, I continue to think about something of my own.
8. It happens that I want to express emotional support to my partner (attention, sympathy, empathy), but he does not feel it, does not perceive it.
9. Most often, concern is visible in my eyes or in my facial expression.
10. In business communications, I try to hide my liking for my partners.
11. All my unpleasant experiences are usually written on my face.
12. If I get carried away in a conversation, my facial expressions become overly expressive.
13. Perhaps I am somewhat emotionally constrained and repressed.
14. I am usually in a state of nervous tension.
15. I usually feel uncomfortable shaking hands in a business setting.
16. Sometimes close people tell me: relax your facial muscles, don’t curl your lips, don’t wrinkle your face, etc.
17. When talking, I gesticulate excessively.
18. Usually in a new situation it is difficult for me to be relaxed and natural.
19. Perhaps my face often expresses sadness or concern, although my soul is calm.
20. It is difficult for me to make eye contact when communicating with a stranger.
21. If I want, I always manage to hide my hostility towards a bad person.
22. For some reason I often have fun for no reason.
23. It’s very easy for me to make different facial expressions at my own request or on request: depict sadness, joy, fear, despair, etc.
24. I was told that my gaze is difficult to maintain.
25. Something prevents me from expressing warmth and sympathy to a person, even if I have these feelings for him.
Analysis and interpretation of results
Summarize the self-assessment using the provided key.
Interpretation.
What is your total score? It can range from 0 to 25. The higher the score, the more obvious your emotional problem is in everyday interactions. However, you should not be deluded if you scored very few points (0-2). Either you were insincere in your answers, or you don’t see yourself well from the outside. If you score no more than 5 points, emotions usually do not interfere with your communication with partners: 6-8 points - you have some emotional problems in everyday communication. 9-12 points - evidence that your “every day” emotions to some extent complicate interaction with partners; 13 points or more - emotions clearly interfere with establishing contacts with people; perhaps you are susceptible to some disorganizing reactions or conditions. Pay attention to whether there are specific “interferences” that clearly arise for you - these are the points on which you scored 3 or more points.
Study protocol.
FULL NAME. ____________
Age___________________
Floor_______________________
| conclusions |
ORIENTATION STYLES
PROFESSIONAL AND ACTIVITY COMMUNICATION
Target: This technique is intended to determine the dominance of one of the four orientation styles or their combination in professional communication.
Instructions: You are offered 80 statements. From each pair, choose one - the one that you think most matches your behavior. Please note that no pair should be skipped. The test is designed in such a way that none of the statements below are false.
Questionnaire
1.I love to act.
2.I work to solve problems in a systematic way.
3.I believe that working in teams is more effective than working individually.
4.I really like various innovations.
5. I am more interested in the future than the past.
6.I love working with people.
7.I like to take part in well-organized meetings.
8. Deadlines are very important to me.
9. I am against delays and procrastination.
10. I believe that new ideas must be tested before they are put into practice.
11. I really enjoy interacting with other people. This stimulates and inspires me.
12. I always try to look for new opportunities.
13. I myself like to set goals, plans, etc.
14. If I start something, I finish it to the end.
15. I usually try to understand the emotional reactions of others.
16. I create problems for other people.
17. I hope to get others' reactions to my behavior.
18. I find that taking steps based on the principle of “step by step” is very effective.
19. I think I can understand the behavior and thoughts of others well.
20. I love creative problem solving.
21. I make plans for the future all the time.
22. I am sensitive to the needs of others.
23. Good planning is the key to success.
24. Too detailed analysis irritates me.
25. I remain calm when pressured.
26. I really value experience.
27. I listen to the opinions of others.
28. They say that I think quickly.
29. Collaboration is a key word for me.
30. I use logical methods to analyze alternatives.
31. I love it when I have different projects going on at the same time.
32. I constantly ask myself questions.
33. By sharing something, I thereby learn.
34. I believe that I am guided by reason, not emotions.
35. I can predict how others will behave in a given situation.
36. I don't like to go into details.
37. Analysis should always precede action.
38. I am able to assess the climate in a group.
39. I have a tendency to not finish things I start.
40. I perceive myself as a determined person.
41. I look for things that challenge me.
42. I base my actions on observations and facts.
43. I can express my feelings openly.
44. I like to formulate and define the contours of new projects.
46. I perceive myself as a person capable of intensifying and organizing the activities of others.
47. I don’t like to deal with several issues at the same time.
48. I like to achieve my goals.
49. I like to learn about other people.
50. I love variety.
51. The facts speak for themselves.
52. I use my imagination as much as possible.
53. Long, painstaking work irritates me.
54. My brain never stops working.
55. An important decision is preceded by preparatory work.
56. I deeply believe that people need each other to get work done.
57. I usually make decisions without thinking too much.
58. Emotions only create problems.
59. I like to be the same as others.
60. I can’t quickly add fifteen to seventeen.
61. I apply my new ideas to people.
62. I believe in the scientific approach.
63. I love it when things are done.
64. Good relationships are essential.
65. I am impulsive.
66. I normally perceive differences in people.
67. Communication with other people is significant in itself.
68. I love being intellectually stimulated.
69. I like to organize things.
70. I often jump from one thing to another.
71. Communication and working with others is a creative process.
72. Self-actualization is extremely important to me.
73. I really like playing with ideas.
74. I don’t like wasting time.
75. I like to do what I can do.
76. I learn by interacting with others.
77. Abstractions are interesting to me.
78. I like details.
79. I like to briefly summarize before coming to any conclusion.
80. I am quite confident in myself.
The test allows you to assess the degree of your conflict or
tact.
INSTRUCTIONS
Choose one of the three proposed answer options - “a”, “b” or “c”.
QUESTIONNAIRE
1. Imagine that an argument breaks out on public transport. What are you doing?
a) avoid interfering in a quarrel;
b) you can intervene, take the side of the victim, who is right;
c) always intervene and defend your point of view to the end.
2. At a meeting, you criticize management for mistakes they have made:
b) yes, but depending on your personal attitude towards him;
c) always criticize for mistakes.
3. Your immediate superior outlines the work plan,
which seems irrational to you. Would you offer yours?
the plan that seems best to you:
a) if others support you, then yes;
b) of course, you will support your plan;
c) you are afraid that you may be deprived of your bonus for criticism.
4. Do you like to argue with your colleagues and friends:
a) only with those who are not offended, and when disputes do not spoil your relationship;
b) yes, but only on fundamental, important issues;
c) you argue with everyone and on any occasion.
5. Someone is trying to jump ahead of you in line:
a) considering that you are no worse than him, you will try to bypass the queue;
b) you are indignant, but to yourself;
c) openly express your indignation.
6. Imagine that you are considering an innovation proposal, an experimental work of your colleague, in which there are bold ideas, but there are also mistakes. You know that your opinion will be decisive. What you will do:
a) speak out about both the positive and negative aspects of this project;
b) highlight the positive aspects of his work and offer to provide the opportunity to continue it;
c) you will criticize her: to be an innovator, you cannot
to make mistakes.
7. Imagine: your mother-in-law (mother-in-law) constantly tells you about the need for savings and frugality, about your wastefulness, and every now and then she buys expensive things. She wants to know your opinion about her latest purchase. What will you tell her:
a) that you approve of the purchase if it gave her pleasure;
b) say that this thing is tasteless;
c) constantly quarrel, quarrel with her because of this.
8. You met children who smoke. How do you react:
a) you think: “Why should I spoil my mood because of strangers, poorly behaved mischievous people?”;
b) reprimand them;
c) if it was in a public place, you would reprimand them.
9. In a restaurant you notice that the waiter has shortchanged you:
a) in this case, you do not give him the tip that you prepared in advance if he acted honestly;
b) ask him to count the amount again in front of you;
c) this will be a reason for a scandal.
10. You are in a holiday home.
The administrator is engaged in extraneous matters, having fun himself, instead of fulfilling his duties: he does not monitor the cleaning of the room or the variety of the menu. Does this bother you:
a) yes, but even if you express some complaints to him, it is unlikely to change anything;
b) you find a way to complain about him, let him be punished or even fired from his job;
c) you take your dissatisfaction out on junior staff (cleaners, waitresses).
11. You argue with your teenage son and find out he's right. Do you admit your mistake:
b) of course, you admit it;
SUM IT UP
Using the key, calculate the number of points.
Each answer option has its own rating:
answer “a” - 4 points;
answer “b” - 2 points;
answer “c” – 0 points.
30-44 points. You are tactful. You don’t like conflicts, even if you can smooth them out, you easily avoid critical situations. When you have to get into an argument, you take into account how this will affect your official position or friendships. You strive to be pleasant to others, but when they need help, you do not always dare to provide it. Do you think that by doing so you are losing self-respect in the eyes of others?
15-29 points. They say about you that you are too principled or even a conflicted person. You persistently stand up for your opinions, regardless of how it affects your work or personal relationships, and you are respected for this.
10-14 points. You are looking for reasons for disputes, most of which are unnecessary and petty. Love to criticize, but only when it benefits you. You impose your opinion, even if you are wrong. Will you be offended if you are considered a scandal-monger? Think about whether there is an inferiority complex hidden behind your behavior?
Methodology for diagnosing a person’s predisposition to conflict behavior by K. W. Thomas.
In his approach to the study of conflict phenomena, C. W. Thomas emphasized changing traditional attitudes towards conflicts. Pointing out that the term "conflict resolution" was widely used in the early stages of his study, he emphasized that the term implies that conflict can and should be resolved. The goal of conflict resolution, then, was some ideal conflict-free state where people work in complete harmony. However, recently there has been a significant change in the attitude of specialists to this aspect of conflict research. It was caused, according to K. Thomas, by at least two circumstances: the awareness of the futility of efforts to completely eliminate conflicts, and an increase in the number of studies pointing to the positive functions of conflicts. Hence, according to the author, the emphasis should be transferred from resolving conflicts to managing them. In accordance with this, K. W. Thomas considers it necessary to concentrate attention on the following aspects of the study of conflicts: what forms of behavior in conflict situations are typical for people, which of them are more productive or destructive; how to possibly stimulate productive behavior.
To describe the types of behavior of people in conflict situations, K. W. Thomas considers a two-dimensional model of conflict regulation to be applicable, the fundamental dimensions of which are cooperation, associated with a person’s attention to the interests of other people involved in the conflict, and assertiveness, which is characterized by an emphasis on protecting one’s own interests. According to these two main dimensions, K. W. Thomas identifies the following methods of conflict resolution:
1. competition (competition) as the desire to achieve satisfaction of one’s interests to the detriment of another;
2. device , meaning, in contrast to rivalry, sacrificing one’s own interests for the sake of another;
3. compromise;
4. avoidance, which is characterized by both a lack of desire for cooperation and a lack of tendency to achieve one’s own goals;
5. cooperation when participants in a situation come to an alternative that fully satisfies the interests of both parties.
To more effectively solve the problem of conflict, it is necessary to choose a certain strategy of behavior (taking into account, of course, the characteristics of the character and behavior of the people involved in the conflict). K. W. Thomas identified five typical strategies for behavior in conflict situations.
Cooperation(the extent to which you try to satisfy the interests of the other party)
C. W. Thomas believes that when conflict is avoided, neither party achieves success; in such forms of behavior as competition, adaptation and compromise, either one of the participants wins and the other loses, or both lose because they make compromise concessions. And only in a situation of cooperation both parties benefit.
In his Questionnaire for Identifying Typical Forms of Behavior, K. W. Thomas describes each of the five listed possible options with 12 judgments about the individual’s behavior in a conflict situation. In various combinations, they are grouped into 30 pairs, in each of which the respondent is asked to choose the judgment that is most typical for characterizing his behavior.
Questionnaire K.U. Thomas, aimed at studying behavior strategies in conflict.
1. A. Sometimes I let others take responsibility for resolving a controversial issue.
B.Rather than discussing what we disagree on, I try to pay attention to what we both agree on.
2. A.
B.I try to settle the matter taking into account the interests of the other and my own.
3. A.
B.I try to reassure the other and mainly preserve our relationship.
4. A.I'm trying to find a compromise solution.
B. Sometimes I sacrifice my own interests for the interests of another person.
5. A. When resolving a controversial situation, I always try to find support from someone else.
B.I try my best to avoid unnecessary tension.
6. A. I'm trying to avoid getting myself into trouble.
B. I'm trying to get my way.
7. A.
B.I think it’s possible to give in on something in order to get your way.
8. A. Usually I persistently strive to achieve my goal.
B. I first try to clearly define what all the interests and issues involved are.
9. A. I think that you shouldn’t always worry about any disagreements that arise.
B.I am making efforts to achieve my goal.
10. A. I am determined to achieve my goal.
B. I'm trying to find a compromise solution.
11. A. The first thing I do is try to clearly define what all the interests and issues involved are.
B.
12. A.
B.
13. A.
B. I insist that it be done my way.
14. A. I tell the other my point of view and ask about his views.
B.
15. A. I try to reassure the other and mainly preserve our relationship.
B.I try to do everything necessary to avoid tension.
16. A.
B.I am trying to convince someone else of the benefits of my position.
17. A. I usually try hard to get my way.
B. I try my best to avoid unnecessary tension.
18. A.
B. I give the other person the opportunity to remain unconvinced in some way if he also meets me halfway.
19. A. The first thing I do is try to clearly define what all the interests and issues involved are.
B.I try to postpone the resolution of a controversial issue in order to finally resolve it over time.
20. A. I'm trying to overcome our differences immediately.
B. I try to find the best combination of gains and losses for both of us.
21. A.
B.I always tend to discuss the problem directly.
22. A.I try to find a position that is in the middle between my position and the other person's point of view.
B. I stand up for my desires.
23. A. As a rule, I am concerned with satisfying the desires of each of us.
B. Sometimes I present an opportunity for others to take responsibility for resolving a controversial issue.
24. A. If the other person's position seems very important to him, I will try to accommodate his wishes.
B.I try to convince the other to come to a compromise.
25. A. I try to show the other the logic and advantages of my views.
B. When negotiating, I try to be attentive to the wishes of the other.
26. A. I propose a middle position.
B. I am almost always concerned with satisfying the desires of each of us.
27. A. I often avoid taking positions that might cause controversy.
B.If it makes the other person happy, I will give him the opportunity to have his way.
28. A. Usually I persistently strive to achieve my goal.
B. When dealing with a situation, I usually try to find support from the other person.
29. A.I propose a middle position.
B.I think that you shouldn’t always worry about any disagreements that arise.
30. A. I try not to hurt the other person's feelings.
B. I always take a position on a controversial issue so that we, together with another interested person, can achieve success.
The number of points scored by an individual on each scale gives an idea of the severity of his tendency to display appropriate forms of behavior in conflict situations.
The test can also be used in a group version, either in combination with other tests or separately. Time spent - no more than 15-20 minutes.
KEY to Thomas test.
| № | Rivalry | Compromise | Avoidance | Device |
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Never argue with a fool
people may not notice the difference between you. 1. Usually I have enough to fulfill my desires. 2. I would like to have more control over my thoughts. 3. If I find myself in a stupid situation, I take it seriously. 4. I always want to do things better than I do. 5. I actually live for the future. 6. If I could live my life over again, I would do everything differently. 7. Rarely, if ever, do I feel the need to control my thoughts. 8. I usually accept my personal problems. 9. I am in conflict with everything that fate gives me. 10. Nothing is more important to me than being in control. 11. I am usually satisfied with the level of my activity. 12. There is no one right way to be. 13. I would like to combine everything together. 14. If I could do things better, my life would be better. 15. I actually struggle against the vicissitudes of life's path. 16. I wish for more than I usually receive. 17. My life would improve if I were luckier. 18. When I want to do something better, I understand. That it is of limited importance. 19. Understanding my personal problems comes easier if I do not resist them. 20. Satisfaction with my level of performance only hinders the realization of my potential on the path of life.
a) continue to work on whatever is assigned to you, hoping that your dedication will be rewarded: b) complain to employees that you are wasting time; c) write a letter to senior management: d) tell your immediate supervisor that you want to do other work that interests you; e) you will say that you have received an invitation to work in another company; f) start looking for a job in another organization. Explain your position.
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