Thomas-Kilmann Test

Whether we like it or not, conflict is a part of everyday lives. It can happen to anyone, from your friends to your family.

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

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles to responding to conflict—competition, collaboration, compromise,

The Thomas-Kilmann Conflict Mode Instrument (TKI) was originally developed by Kenneth W. Thomas and Ralph H. Kilmann in 1974 (Kilmann, 2013). The TKI assesses a person’s behavior when they are confronted with a conflict situation. For their work Thomas & Kilmann define conflict as any situation when the concerns of two people appear to be incompatible (Thomas & Kilmann, 1974). According to the TKI when a person is in a conflict situation their behavior will go along two dimensions. The first dimension, on the y axis, is assertiveness, a person’s attempt to

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

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

As many of us has stated, how we handle conflict determines whether the outcome is a negative or a positive one. Majority of us also stated that if conflict is

In at least 150 to 300 words, respond and include details to the following statements and questions:

The three articles we were asked to read discussed personal and professional discord, how to address these value-based conflicts when they occur, and the intersectionality of faith, sexual orientations, and gender overall. These articles all explained what potential viewpoints (personal and professional) could do to the counseling process and what can be done to prevent this (e.g. how to address these value-based conflicts within the counseling setting). Also, these articles explained how being self-reflexive and aware of these conflicts can lead to less occurrences and positive outcomes for your clients.

Realistic conflict “are based on disagreements over the means to an end or over the end themselves” (, pp. 04). This type of conflict can produce positive results for, but is difficult to determine from nonrealistic. Some cues to help determine if a conflict is realistic include

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

QP engaged Maunica in participating in a CBT activity geared towards identifying elements of conflict. QP explained to Maunica that the activity will examine, analyze, understand and manage conflict. QP explained to Maunica that being able to understand conflict can lead to creative problem solving. QP asked Maunica to explain a recent conflict situation she was in. QP discussed with Maunica the elements of conflict. QP asked Maunica to list some causes of conflict. QP asked Maunica to list some consequences for conflict. QP examined with Maunica different kinds of hurtful behaviors that lead to conflict. QP helped Maunica in developing strategies for dealing with conflict situations. QP assisted Maunica in listing ways to deal with conflict.

A leader has a role that can impact others to be more operative in functioning to attain a common goal and maintain effective working relationships amongst group members (Johnson & Johnson 2012). This makes leaders in groups considerably important in shaping individuals (Johnson & Johnson 2012). However, conflict arises in groups and becomes difficult to manage when a leader and the followers lack the skills to manage conflict as a team (Johnson & Johnson 2012). Leadership and conflict resolution skills must exists between leaders and followers in order to manage conflict (Johnson & Johnson 2012). Also, it is possible for followers to teach leaders how to lead and resolve problems since followers can play an active role in building relationships amongst group members (Howell & Shamir cited in Johnson & Johnson 2012). Since followers and leaders both have significant roles in accomplishing the group goals, they both have a role to manage conflict effectively as a group (Johnson & Johnson 2012). This essay will discuss how leaders have an important role in managing conflict and likewise with followers having important roles in managing conflict. Conflicts, the various types of conflicts that happen in groups and the reasons behind the conflicts will be mentioned followed by approaches that can be taken to help manage struggles within groups. The methods can be used by leaders and followers in order to manage

When I was taking the conflict resolution assessment I used my previous relationship as a guide for answering the questions. I came to the conclusion that due to my fear of conflict I was only creating more of a conflict for myself. Instead of making such an effort to avoid conflict within my relationship, I should’ve been more open and honest. With this relationship in particular, I never let my frustration and anger get to the surface. I kept it all bottled up inside and felt that the things I was getting upset over were silly and not worth fighting over. By not letting it be known that certain things were bothering me, my partner’s behavior stayed the same. Eventually, it caused us to grow distant and the relationship failed. I believe that if I had known then the proper way to resolve a conflict and communicate my feelings the relationship would’ve been healthier.