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1. What Is conflict resolution?
2. Tell me about a situation when you were given job instructions and you were unable to comprehend the instructions. How did you go about completing the task? 3. What types of disputes can be addressed through conflict resolution? 4. Do I want to win the argument or win the relationship? 5. What rule states that someone else “should” do what I want? 6. How do you manage to work with people whom you are not comfortable with? What do you do in such situations? 7. Tell me about a time when you helped to successfully mediate in a conflict? How did you feel? 8. Tell us about a time when you had to help two peers settle a dispute. How did you go about identifying the issues? What did you do? What was the result? 9. Tell me about a situation where you were aware of a serious mistake made by a colleague and what did you do about it? 10. Is it really true that my happiness depends on what my loved one does or doesn’t do? 11. What are some options to solve this problem? 12. Describe a time when you took personal accountability for a conflict and initiated contact with the individual(s) involved to explain your actions? 13. Describe a time when you had a disagreement with a colleague at work. How did you manage to work it out? 14. Tell me about a time when you had to work through some negativity to get some work done? 15. Have you ever been in a situation where you had to settle an argument between two friends (or people you knew)? What did you do? What was the result? 16. How can I be a part of the solution? 17. Have you ever had to settle conflict between two people on the job? What was the situation and what did you do? 18. In the grand scheme of things, how important is this? 19. Describe a time when everyone in the meeting was opposing your ideas. How did you manage to work it out? 20. How would you handle a conflict between you and higher management? How do you handle conflict? When responding to conflict resolution questions, answer with confidence since you’re being considered for a supervisory position where you will frequently be required to work in teams, delegate responsibilities, and handle difficult problems. The following is an effective way to answer conflict resolution questions: Before proposing a solution, I collect all relevant facts surrounding the conflict. Conflicts are often resolved if sufficient time is devoted to determining root causes, while disregarding trivial or irrelevant facts. An effective answer can also be supplemented with the following response: When resolving a problem between employees, I serve as a neutral third party. When needed, I establish rules of conduct. For an organization to operate efficiently, employees must be on the same page. At most organizations, bad feelings exist among some employees, so a manager is responsible for ensuring that employees are placed in situations where they’re comfortable to focus on their job responsibilities. In other words, employees must be situated around others they can work with so productivity is not affected. The following are common questions relating to conflict resolution and strategies for effectively answering them: 1. How do you cope with conflict in the workplace? I’m proactive. In other words, I monitor situations closely to prevent minor problems from escalating into major ones. In most cases, minor problems can be resolved by simply meeting individually with affected parties. It’s not a good idea to ignore a problem in hopes that it will resolve itself. Some managers avoid confrontation, which frequently results in bigger problems that are more difficult to handle. Effective leaders are also aware of many factors, including jealously, individual differences, and other issues that create conflicts among employees. Therefore, effective managers must meet individually with feuding employees and suggest workable solutions. 2. Are there any times where you had a conflict with a superior? If yes, how did you handle it and resolve it? I have had differences of opinion with previous managers. Our disagreements were not significant, but some had to be confronted and resolved. I have learned that two parties typically quarrel when each one refuses to consider the other’s perspective. Therefore, I asked the manager I disagreed with to explain his or her perspective and consider my point of view. This way, we were able to take into account each other’s perspective and come to an agreeable compromise. When a compromise could not be reached, I accepted my manager’s decision. Regardless of individual perspectives, managers are responsible for setting policy, and subordinates are responsible for executing it. 3. Dealing with conflict? Give an instance wherein you had to settle a conflict between two individuals. At a previous job, I was responsible for resolving a conflict between two team members who could no longer work effectively together. Their relationship began affecting the productivity of other employees. The first thing I did was separate them to calm the situation. I then proceeded to meet together with both parties to discuss the problem in a calm and controlled setting. I assumed control of the discussion since emotions frequently trump reason during disputes between two people and made it clear that a compromise must be reached. One of my main objectives during the meeting was to understand the perspectives of both parties without siding with either one. At first, this was difficult since each party presented their arguments without considering other perspectives. To counter this, I made it clear to each party that changes must be made since the status quo was unworkable. Shortly thereafter, we agreed to a workable solution. Before concluding the meeting, I emphasized that during future disagreements each party must act considerably and professionally and avoid getting emotional. After our meeting, work resumed as normal and the overall work atmosphere became more pleasant. 1. Talk about a situation where some of your team members disagreed with your ideas or approach. How did you handle the situation? v What they are really asking... How do you deal with differences of opinion? Tips on Answering Classic conflict resolution question. Focus on how you empathized with the positions of those who disagreed with you and how you sought common ground between your ideas. Talk about influencing by providing data, clearly articulating your position and having a solid understanding of their position. 2. Have you faced a situation where you had to work with someone who didn't like you? How did you handle it? What they are really asking... Can you be effective without having a good personal relationship with a co-worker? Tips on Answering Focus on how you emphasized professionalism versus personal likes or dislikes. Talk about how you clearly established a professional operating environment that produced results, without necessarily having a personal relationship. 3. Describe a situation when you got co-workers who dislike each other to work together constructively. What they are really asking... How you 'mediate' between co-workers? Tips on Answering Describe how you took time to empathize with how each team member was feeling and why, then talk about the steps you took to find common ground in the group. I.e. Praising positive teaming behavior, discouraging negative teaming behavior. Dividing the task up into parts that each team member could take on etc. 4. Describe a time when you took accountability for a conflict and initiated contact with the individual(s) involved to explain your actions. What they are really asking... What is your approach to 'peacemaking' in a conflict situation? Tips on Answering Conflict is an inevitible part of the work environment. How you deal with conflict is an important skill. Here don't focus overly much on why the conflict took place, instead talk about what you did to overcome it. I.e. You identified common ground, clarified expectations, identified miscommunications, empathized with the other person etc. 5. Talk about a time when your performance was less than your supervisor was expecting. What they are really asking... |