Reflective Question Answer Assignment 2022

Running head: MANAGEMENT
Reflective question and answers
Name of the student:
Name of the university:
Author note:

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Reflection (Chapter 11)
11.2 Conflict Style Questionnaire
First insight into the questionnaire enhances my knowledge about the rationale, which
is identification of the conflict style, which is relevant in different situations. In the current
context, two persons have been used as examples, who have been placed into the situation of
disagreement into the workplace and in personal life respectively.
In case of person A, I have gained an insight that he sometimes keeps conflicts to
himself and prefer to be on the limelight. Affirming the arguments of Rahim and Magner,
(1995), I have learnt that it is very rare that he influences others to accept his ideas. From the
results, I can infer that he often fragments the issues for achieving effective resolutions. I
think making attempts to satisfy others’ needs, sometimes, is the main reason behind the
conflicts and disagreements. I have learnt that it is very often that acceptance prevails
between the person and his colleagues. According to me, sometime avoiding the discussions
due to different viewpoints is needed in the workplace for averting the cases of
misunderstandings.
I have gained an insight into the fact that it is very often that the person uses his
authority to persuade others for making a decision in his favour. It is very often that the
person attempt to find a middle course for resolving an issue. Along with this, considering the
propositions of Rahim and Magner, (1995), I gave also gained information that the person has
ranked “sometimes” on the likert scale for the issues of accommodating others’ wish;
integration for mutual understanding and avoiding disagreements. Apart from this, I gave
inferred that ranking of 4 for decisions and meeting deadlines makes the person conscious
about enhancing the personality. Sometimes, the person submits to others’ wishes, which I
think is apt in terms of enhancing the unity and coordination with others. I feel that keeping

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disagreements to himself is an initiative to maintaining the stability in the professional
relationships.
The rank of “often” has also been attached to the aspects of persuasion and
negotiation, which I think is effective for enhancing the mutual understanding. I liked that
fact that the person always favours collaborative attempt for solving an issue. This is done
through the means of exchanging the information, where I can relate the aspect of
transferrable skills for reducing the knowledge gaps. Here, I pose my counter argument
towards the disagreement, which has with the colleagues. Sometimes, the person uses his
power to influence others through “give and take” policy. I feel that approach is natural in
terms of the intentions towards becoming a leader. According to me, trying to satisfy others,
sometimes, is not correct, as the person needs to satisfy others for gaining effective
assistances and favours.
On the contrary, person B is designated as suffering from disagreements with sister.
From the tests, I have found that the person always prefers to keep the conflicts to himself.
This contradicts the aspect of disagreement. Along with this, I have found that very often the
person persuades others to accept his ideas by satisfying them. Collaboration, for him, occurs
sometimes, although he does not fragment the differences to achieve effective solutions.
However, I feel that the investigation needs to be conducted always for undertaking
decisions, which are favourable to him as well as his sister. I have learnt that the person
sometimes avoid discussions for differences in the opinions. According to me, this approach
contradicts exertion of authorities for achieving solutions. I think that accommodating to
others’ wish often, adds an interrogative parameter to the person’s independence in terms of
undertaking decisions and meeting targets.