Conflict Management Styles Of The Thomas-Kilmann Conflict Mode Instrument

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There is no universally correct way to handle every workplace conflict. Each conflict is unique, and depending on the individual circumstances of the issue or disagreement, and depending on the personalities involved, different strategies are needed to reach the optimal solution and move forward successfully. To take a closer look at the various strategies one can use in resolving workplace conflict, let us review the five different conflict management styles developed by Kenneth W. Thomas and Ralph H. Kilmann. The Thomas-Kilmann Conflict Mode Instrument assesses conflict management styles on two distinct levels: assertiveness and cooperativeness. Under this model, the five conflict management styles are as follows: 1. Competing (both assertive and uncooperative) 2. Collaborating (unassertive and cooperative) 3. Compromising (a moderate level of both assertiveness and cooperativeness) 4. Avoiding (both unassertive and uncooperative) 5. Accommodating (unassertive and cooperative) Most people have personalities that naturally tend toward one or two of these five conflict management styles. However, being aware of how each of the five styles can be helpful, depending on the details of the conflict, can increase your ability to work through conflict and ultimately aid your business. While there are some situations when being both assertive and uncooperative would only increase conflict, there are other situations in which that is the ideal managing style. Likewise, while

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