This diagnostic survey is intended to reflect or
measure the prevailing conflict culture within your organization or
work-group. It is not intended to be scientific
or precise, but should demonstrate how people view conflict and its
resolution process for the reviewer to sufficiently glimpse the attitudes
and perceptions of others within the group. It is intended to illustrate
what your organization feels and believes is the manner of dealing with
conflict within the work culture.
Answer Key:
A
= No B = Maybe C
= Yes
1.
The management in my organization/work-group is a traditional,
highly rigid, command-and-control environment with hierarchies.
A _____ B _____ C _____
2.
When someone disagrees with a decision or policy of management,
they are not listened to or are
ignored or are discredited by supervisors.
A _____ B _____ C _____
3.
When employees don’t do what they are told or what is expected of
them, they are identifiable and pressured to conform by supervisors.
A _____ B _____ C _____
4.
The Human Resources Department of the organization is viewed by
many as the “personnel police.”
A _____ B _____ C _____
5.
At meetings there is usually one person who dominates the process
and affects the outcome.
A _____ B _____ C _____
6.
Recognition and rewards are given to those who most agree or align
with management and are considered team players.
A _____ B _____ C _____
7.
If two co-workers were involved in a dispute at work, the
supervisor would probably listen to both sides and make a decision for
them if they could not work it out themselves.
A _____ B _____ C _____
8.
When performance appraisals or work assessment conferences are
conducted, the employee is expected to agree with or accept the evaluation
without strong argument.
A _____ B _____ C _____
9.
Employees are expected to abide by the decisions of managers even
if they don’t quite understand or agree with them.
A _____ B _____ C _____
10. When
two employees are having a disagreement between themselves they will often
turn to friends within the work-group for support rather than go to the
supervisor or team leader for guidance.
A _____ B _____ C _____
11.Arguments and disagreements occur at work more
often than I would prefer and tend to have a negative impact on people.
A _____ B _____ C _____
12.Discipline is not evenly and equitably distributed
when the rules are broken.
A _____ B _____ C _____
13. People in this organization come to work
primarily for the money and not for the
companionship, friendship, and feeling of belonging.
A _____ B _____ C _____
14. The management style in my organization does not
encourage trust, freedom, and risk-taking in subordinates.
A _____ B _____ C _____
15. When I have a confidential conversation with my
supervisor, I don’t trust my communications will be kept private.
A _____ B _____ C _____
16. Many of my associates may privately disagree with a work-place
decision but go along so as not to stand out.
A _____ B _____ C _____
17. I do not trust my boss.
A _____ B _____ C _____
18. A very prevalent manner of conflict management in my organization is
avoidance.
A _____ B _____ C _____
19. It is the common view within my organization that
in any disagreement or dispute there is a winner and a loser.
A _____ B _____ C _____
20. I am interested in changing my organization’s
way of dealing with conflict.
A _____ B _____ C _____
TOTAL
