TKI Analysis

In the second scenario, the parties in conflict are in a student-teacher relationship. Notably, the professor has the higher power in the relationship, and is better with usage of conflict styles than the student is. Furthermore, the results of the questionnaire determine that I exhibit very strong habits of collaboration in impersonal interpersonal conflict. “Integrating shows a high level of concern for one’s own goals, the goals of others, the successful solution of the problem, and the enhancement of the relationship” (Wilmot and Hocker 165), which I seem to possess even in an impersonal relationship. Particularly, the results of this situation, shows that I have strengths in avoidance, compromise, and accommodation-conflict styles. I understand my stance in this circumstance, and acknowledge the fact that I could use some improvements in these habits when dealing with conflict. Notably, the following discusses the benefits of knowing my conflict

According to the Thomas Kilmann Conflict Mode Instrument (TKI), reviewed in Appendix E, in situations of conflict my primary conflict mode is Compromising which reflects my ability to be an intermediate in both assertiveness and cooperation. In conflict I am able to listen, understand and empathize in a non confrontational method to identify underlying concerns. My leadership, and specifically my reaction in times of conflict will have an effect on my team. It is important that I am able to flex between conflict modes as the situation requires. The additional benefit of having a compromising tendency in dealing with conflict is that I am only one step away from other conflict modes (collaborating, accommodating, avoiding and competing) which each have their place in leadership conflict

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

There are numerous reactions that a person can have to conflict, and I find myself currently practicing one that I feel comes most naturally. I am one who wants to push the issue now, which implies that I meet conflict in an aggressive style. Pushing an issue until it is solved is imperative in retaining my comfort and I do not back down easily. Requesting a time out or suggesting a cool down period not only seems impossible to achieve but it also raises my insecurities within the conflict, thus further aggravating my temper.

If someone is inclined to act upon conflict, it may not just result in unwanted formalities, but also cause repetition of this act. The best way to respond to conflict is by staying positive because it can improve health,

According to the result of Dutch test for conflict handling, I have strong preference for all of the conflict handling styles except for forcing. In short, it means I am not that kind of person that will try to win the conflict at the other's expense, I more

For years, I have been told by my daughter, Atema that I was always in my little “cocoon” and often inclined to ignore not only her but others at work as well. However, she whispered, “daddy, you are strongly against having conflicts with others and on most occasions you tend to give up your rights to resolve the situation(s).” Upon completion of the conflict assessment test, the highest score (35) was obtained in the Teddy Bear (smoothing) category. Based on this result, it appears that I am more opt to use this strategy versus others. This hopefully will guide me as I manage or direct the activities of others. I will observe as to whether I am subconsciously moving in one direction versus another and find ways of having a more-balanced

* Issues are more important and pressing and there is not enough time to deal with both

In other circumstances, I do see avoiding being one of my main conflict styles. In my personal relationships, for example, I do tend to be more avoiding. I do this for a number of reasons. One reason is I like to take time to think through a conflict before immediately addressing it. I sometimes have a difficult time expressing my feelings or understanding how I am feeling at a moment, so when I am dealing with a situation, I may not know how to address the situation before I had a chance to think it through. Another reason, is again, I want

Avoidance spirals are a type of destructive conflict pattern that continuously reinforces conflict between individuals, thus reducing the possibility of positive conflict resolution. As the model suggests, the continual avoidance of conflict with others is likely to create a downward spiral in managing conflict with others since most individuals who prefer the avoidance conflict style, as mentioned above, become more and more uncomfortable confronting problems directly since they have little to no practice or experience in doing so. As such, the person becomes more and more fearful of using other conflict styles since they perceive their ability to effectively communicate their feelings as being poor. The avoidance spiral occurs primarily because

Out of the five conflict-handling styles my strongest style is avoiding. Now I wouldn’t consider this to be a good thing or the most productive way to handle conflicts, but in a lot of cases I personally have found myself avoiding conflict as much as possible because I am not a confrontational person. Though, I have learned that by avoiding the conflict occasionally it only makes the situation worse because it can be perceived as being passive aggressive. Although that is not my intentions I am just trying to avoid the encounter to prevent any other conflicts that may come about if confront the situation. Therefore, I am trying another tactic that will bring a more positive outcome to the uneasy situation, which is by integrating the conflict.

Conflict is defined as the perception of incompatible goals or actions between two people (McCornack, 2013). How you approach these tense situations greatly affects the outcome of the conflict and your interpersonal relationships. Everyone experiences disagreement at some point in their lives and it is important to know what you bring to conflict situations in order to become a more competent communicator. Therefore, I completed the Thomas-Kilmann Conflict Mode Questionnaire and asked my sister and boyfriend to do the same regarding my conflict style (Introduction to Interpersonal Communication Course Workbook, 2013, p.29-31). I chose these two people to fill out the questionnaire because they both know me very well in two different types