Question 1

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:

Conflict Style Inventory:

(Scores are rounded)

Accommodating: 4

Compromising: 5

Integrating: 6

Avoiding: 4

Dominating: 3

Yes, I agree with the assessment because it closely relates to my own personal analysis. I was surprised
how high the score was for avoiding.

Question 2

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:

Accommodating consists of a style where, the person gives in to what the other side wants, even if it
means giving up one’s personal goals (Fryer, 2015, p. 349). This was the dynamic of a friendship I had.
Emphasizing the word “had”, as being past tense.  She was a domineering friend. I was happy to be her
friend, if that meant going along with her personal preferences than my own. It did not take long for me
to realize the friendship was one sided. Being that I am not the most accommodating person, this
friendship did not prosper. In a compromise, each person sacrifices something valuable to them (Fryer,
2015, p. 349). I scored second highest in compromise. Compromise is a big aspect of any relationship or
the relationship tilts, until it becomes one sided.

Integrating was my highest conflict score. This is considered the win-win approach of negotiation where
both parties look for ways to integrate their goals under a larger umbrella (Fryer, 2015, p. 360). I
resonate with this approach the most, this is why I feel the test is accurate. Being fair in all aspects of life
is important to me in a world surrounded by inequality. I represent this approach in all aspects of my
life, with my partner, at work, or even to a stranger. My partner and I had a disagreement about a
modification he would like on our boat. Obviously, the boat is owned by both of us and the decision
should be made collaboratively. Through working together or as the book states “putting our heads
together” we were able to find a modification that fit both our interested. This is an ideal situation for
me in all aspects of life.
Conflict avoidance is something that I have experienced. I had an issue with a coworker when I first
started my position. She would make demeaning and impatient comments when I would inquire about
different aspects of my new job. I did not want to address the issue in hopes not to disrupt or “rock the
boat”. It did not stop and in my frustration one day, I made a snarky comment back. Obviously, this did
not remedy the situation, but only added fuel to the fire. If I would have politely and professionally
addressed the situation initially, I would have not been in this situation. Dominating was my lowest
score for my test. I do not feel I am a dominating person. I prefer to allow people to live life and choose
the way they want to live it autonomously.

Question 3

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 style integrating is my preferred conflict style. One advantage is that everyone wins with a conflict
style of integrating. This allows everyone in the situation to have their needs met. One disadvantage is
the fact that you will have to compromise with this style. If everyone wins, that means both parties will
have to make a sacrifice. I would improve my conflict approach when it comes to avoidance. It is never
best to avoid a situation or issue. The issue never goes away by itself. Confronting the issue as they arise
allow you to not overwhelm yourself with other issues that may arise in the future. This avoidance can
cause issues to pile up and become uncontrollable. As a leader you need to be the one to take initiative
and take control. 

Question 4

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:

I received a score in Participating for the Hersey-Blanchard leadership style. I agree with this assessment
based on the descriptions provided about each leadership style.

Question 5

Provide examples from your own life where you experienced each of the leadership style-related
behaviors (telling, selling, participating, and delegating).

Your Answer:

Participating leaders are best for employees with a high internal locus of control (those who believe that
they control their own destiny), participative leadership is a way of indirectly controlling organizational
decisions, which is likely to be appreciated (Fryer, 2015, p. 420). I demonstrate this style of leadership
with my high school students. When entering high school, students finally have a grasp of things. They
appreciate you giving them autonomy and in return are excited to show you how well they can do at it. I
use a telling style of leadership when there is a serious situation at school. For example, when we were
on a field trip with our 12th grade class, they began to become rowdy. It was beginning to have a domino
effect on the other classes. Field trips although they are meant to be fun, your safety is our number one
concern. Sometimes we require a more directive style of leadership which resembles telling. Delegating
is similar to telling but it presents itself in more controlled setting. When using a delegating style of
leadership, the leader lets the team make the choices independently. I work on an administrative team
and there are a few girls below me. I am confident in the work they do and do not feel a need to “tell”
them what to do, rather I have made them aware of their job duties and I allow them to work and make
choices independently. Selling style of leadership, I experience when I am in a friend group setting and
we are making plans. If I have a preference in our plans, I will use this style of leadership.

Question 6

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:

Forming, storming, norming, and performing versus telling, selling, participating, and delegating. Each
stage in Tuckman’s model can relate to styles presented in Hershey-Blanchard’s model. Forming is very
similar to telling. When forming, people are not clear of their roles and are wondering where they are
going. This stage requires absolute directive and choices made for them as the style telling provides.
Stage two of storming and shares similarities with the style participating. When demonstrating a
participating style follower have low task and high relation. This means they are still requiring some
direction. Moving on to norming, the third stage. Selling is most similar to this stage because the need
for direct orders is less. The group still requires some clarification. Lastly, is delegating which resembles
performing. In this stage your team members are knowledgeable and motivated.

Question 7

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:
I scored high in all aspects of the LMX instrument. I based my score off my current principal I work for.
Those who lead employees by aligning employee goals with the leader’s goals. These leaders use their
charisma, inspirational motivation, intellectual stimulation, and individualized consideration to influence
their followers. Transformational leaders lead employees by aligning employee goals with the leader’s
goals (Fryer, 2015, p. 424). I personally took the test; I must have misunderstood the directions. I think
to be a transformational leader you must score high in the LMX test. Each question provides an asset or
idea that should be used as a transformational leader. A transformational leader is effective if they
portray all aspects of the LMX test. If you are a transformational leader you seek to bring your
followership up to their fullest potential. I scored in transformational which is a leader who wants to
inspire people. I love finding what inspires someone or motivates them and then help them devise a
plan that will get them there. A successful inspirational leader has a strong relationship and
understanding of who their followers are. This connection allows you to inspire them about their own
passions.