Your preferred Conflict Management Style
For each pair, please 1o Thomas-Kilmann (1974) Management of Differences Instrument circle the "A" or "B" statement which is most characteristic of your own behavior. PLEASE BE HONEST!
A. There are time when I let others take responslbdity for solving the problem.
B. Rather than negotiate the things on which we disagree, I try to stress those things upon which we both agree o 3.
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30.
A. I try to find a compromise soluuon.
B. I attempt to deal with all of the other person's and my concerns.
A. I am usually fu-m. m pursuing my goals.
B. I might try to soothe the other's feehngs and preserve our relationship.
A. I try to f'md a compromise solution.
B. I sometimes sacrifice my own wishes for the wishes of another person.
A. I consistently seek the other's help m working out a solution.
B. I try to do what is necessary to avoid useless tensions.
A. I try to avoid crealang unpleasantness for myself.
B. I try to win my position.
A. I try to postpone the issue until I have had: some time to think it over.
B. I give up some points in exchange for others.
A. I am usually firm m pursuing my goals.
B. I attempt to get all the concerns and issues ÿmmedmtely out m the open.
A. I feel that differences are not aiways worth worrying about.
B. I make some effort to get my way.
A. I am firm in pursuing my goa!s.
B. I try to find a compromise solution.
A. I attempt to get all the concerns and issues immediately out m the open.
B. I might try to soothe the other's feelings and preserve our relationshxp.
A.. I sometimes avoid taking posltaons which would create controversy.
B. I will let the other person have some of his/her positaons if they let me have some of mine.
A. I propose a midd./e ground, t B. I press to get my point made.
A.. I tell the person my ideas and ask the person for his/her help.
B. I try to show the other person the logic and benefits of my position.
A. I might try to soothe the other's feelings and preserve our relauonshtp.
B. I try to do what is necessary to avoid tensions.
A. I try not to hurt the other's feelings.
B. I try to convince the other person of the merits of my position.
A. I arn usually firm in pursuing my goals.
-B. I try to do what is necessary to avoid useless tension.
A. If it makes the other person happy, I might let the person maintain his or their wew.
.B. I will let the other persgn have some of his/her posltions ff they let me have some of mine.
A. I attempt to get all concerns and issues immediately out: in the open.
B. I try to postpone the issue until I have had some time to think it over.
A. I attempt to immediately work through our differences.
B. I try to f'md a fair combination of gains and losses for both of us.
A. In approaching negotiations, I try to be considerate of the other person's wishes.
B. I always lean toward a direct discussion of the problem.
A. I try to find a positions that is intermediate between the other person's and mine.
B. I assert my wrshes.
A. I am very often concerned with satasfying all our wishes.
B. Them are times when I let others take responszbi/ity for solving the problem.
A. If the other's position seems very tmportant to that person, I would try to meet their wishes.
B. I believe in giving m ha!f-way.
A. I try to show the other person the logic and benefits to my position.
B. In approaching the negotiations, I try to be considerate of the other person's wishes.
A. I propose a middle ground.
B. I am nearly always concerned with satisfying all our wlshes.
A. I sometimes avoid taking posltions that would create controversy.
B. If it makes the other person happy. I might let that person maintain his/her wew.
A. I am usually f'm'n in parsumg my goals.
B. I usually seek the other's help in seeking out a solution.
A. I propose a mlddle ground.
B. I feel that differences are not always worth worrying about.
A. l'try not to hurt the other's feelings.
B. I always share the problem with the other person so that we can work it out. Thomas-Kilmann Conflict Mode Instrument Scoring and Interpreting the Thomas-Kilmann Conflict Mode Instrument 1 2, 3, 4, 5.
A B A A A A B A A A A B A B B B B A B A B B B A B A A B B B A B B A B A A 11 7.
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22, 23, 24, 25.
26, 27, 28, 29, 30, B A A A A B B B B A B B B B B A A A A A B B A Total the number of items circled in each column:
Competing Collaborating Compromise Avoiding Accommodating Assessment When faced wath confltct, individuals have general tendencaes toward one kand of behavior or another. After domg the questaonnaire, wtuch conflict management approach did you use most often? What was your confhct predisposition? Are you more hkely to respond m a compeang manner when deahng with confhct? Or are you more likely to avotd the confitct all together'?.
Thomas and Kilmann use two dimensions, assertiveness (concern lot" one's own goal) and cooperativeness (concern for others' goals) to define each of the five confhct management styles.
Regardless of your particular predisposmon, It is important to note that you may choose any one of these styles, depending on the situation. Here is a clearer explanation of what each conflict management approach is and when each approach would be the most useful:
1, Competing:
Hugh assertiveness and low cooperativeness result m a competmg style In this style, there ts great concern for one's personal goals and little concern for the others' goals When using ttus approach, you try to persuade the other person that your lde.a is better Tins may be the best approach when you wall be held accountable for the outcome and you are in conflict with someone who does not have the expertase to make an mformedjudgment about the issue. Tilts cart be done most effectively by listemng and tmderstanding the viewpoints of the other person and then showang them the flaws an their tdea and showing them how you have found the, better way to go o Accommodating Low assertiveness and high cooperalaveness result in an accommedalang style. The focus is on the goals of others. I_attle attentaon rs gaven to personal goals.
This may be the best approach to use in cases that you realize the issue being debated is not really important to you or in cases that the group has little stake in the outcome.
Q Collaborating The collaborating style is a result of high assertiveness and high ceoperattveness. There is equal focus on the goals of others and the individual's goals.
When you haveexpertlse m one area of an issue and the other person has expertise in an issue relevant to the matter at hand, collaborating would be the best approach.
4. Avoiding Low assertiveness and low cooperativeness result in an avoiding style. The focus is on little or no involvement with the conflict.
This would be the best approach when "agreeing to disagree" would not impede the progress of the group.
Compromising This style is somewhat assertive and somewhat cooperafiva The focus in on finding a middle ground that pleases both the goals of others and the individual' s goal.
Compromise means that each side of the conflict gets only some of what it wants. Often we are too quick to compromise so that we can avoid the conflict and tensions that ÿill foUow.
Due to lime constraints and deadlines, you should turn to compromise only if the group needs to move oil High Aÿÿ,ÿ HaboÿLs,g Cooperative Low A voiding C-ompeÿg LoW Assertive High /
