{"id":309,"date":"2021-08-31T13:01:11","date_gmt":"2021-08-31T17:01:11","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/technicalwritingh5p\/?post_type=chapter&p=309"},"modified":"2021-08-31T14:08:21","modified_gmt":"2021-08-31T18:08:21","slug":"4-5-thomas-kilmann-conflict-mode-model","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/technicalwritingh5p\/chapter\/4-5-thomas-kilmann-conflict-mode-model\/","title":{"raw":"4.5 Thomas-Kilmann Conflict Mode Model","rendered":"4.5 Thomas-Kilmann Conflict Mode Model"},"content":{"raw":"

Thomas-Kilmann Conflict Mode Model<\/h1>\r\nThomas and Kilmann\u2019s model[footnote]K. W. Thomas & R. H. Kilmann, \u201cThomas\u2013Kilmann Conflict Mode Instrument,\u201d Tuxedo NY: Xicom, 1974.[\/footnote] for handling team conflict outlines five main approaches to managing team conflict (Competing, Accommodating, Compromising, Avoiding, and Collaborating<\/em>), placed in a matrix of two scales: Assertiveness\u2014<\/em><\/strong>the degree to which one tries to meet one\u2019s own needs; and Cooperativeness\u2014<\/em><\/strong>degree to which one tries to satisfy the needs of other team members (See illustration<\/strong><\/a>).\r\n\r\nEach approach can have both positive and negative impacts:\r\n
    \r\n \t
  1. Competing:<\/strong>\u00a0 highly assertive, but uncooperative behaviour, characterized by the urge to \u201cwin at all costs,\u201d dominate, and engage in power struggles. This can result in animosity, but can also spur teammates to compete constructively, which can lead to interesting innovations if well managed.<\/li>\r\n \t
  2. Accommodating<\/strong>:\u00a0 highly cooperative, but unassertive behaviour. This may seem like a good way to avoid conflict, but it can also lead to self-silencing of good ideas in order to appease others, which may lead to feelings of resentment.<\/li>\r\n \t
  3. Compromising<\/strong>:\u00a0 this approach is the most moderate in both scales, and while it might seem constructive, it can lead to dissatisfaction and mediocre progress or results. Sometimes compromise is necessary, but often, the best solution comes from a single inspirational source.<\/li>\r\n \t
  4. Avoiding<\/strong>:\u00a0 being unassertive and uncooperative is generally the least effective way to deal conflict, as this simply avoids the problem and neglects the need for a solution. However, when a feasible solution to a problem seems impossible, sometimes ignoring it and focusing on what is good can be the best way to just get through it.<\/li>\r\n \t
  5. Collaborating<\/strong>:\u00a0 being highly assertive and cooperative is the best way to find solutions that benefit the whole team and build respect.<\/li>\r\n<\/ol>\r\nReview the five main approaches outlined in the Thomas-Kilmann Conflict Mode model and then test your knowledge with the H5P interaction.\r\n\r\n[h5p id=\"52\"]\r\n\r\nThe final model we discuss is the Lencioni model on the next page.\r\n\r\n ","rendered":"

    Thomas-Kilmann Conflict Mode Model<\/h1>\n

    Thomas and Kilmann\u2019s model[1]<\/sup><\/a> for handling team conflict outlines five main approaches to managing team conflict (Competing, Accommodating, Compromising, Avoiding, and Collaborating<\/em>), placed in a matrix of two scales: Assertiveness\u2014<\/em><\/strong>the degree to which one tries to meet one\u2019s own needs; and Cooperativeness\u2014<\/em><\/strong>degree to which one tries to satisfy the needs of other team members (See illustration<\/strong><\/a>).<\/p>\n

    Each approach can have both positive and negative impacts:<\/p>\n

      \n
    1. Competing:<\/strong>\u00a0 highly assertive, but uncooperative behaviour, characterized by the urge to \u201cwin at all costs,\u201d dominate, and engage in power struggles. This can result in animosity, but can also spur teammates to compete constructively, which can lead to interesting innovations if well managed.<\/li>\n
    2. Accommodating<\/strong>:\u00a0 highly cooperative, but unassertive behaviour. This may seem like a good way to avoid conflict, but it can also lead to self-silencing of good ideas in order to appease others, which may lead to feelings of resentment.<\/li>\n
    3. Compromising<\/strong>:\u00a0 this approach is the most moderate in both scales, and while it might seem constructive, it can lead to dissatisfaction and mediocre progress or results. Sometimes compromise is necessary, but often, the best solution comes from a single inspirational source.<\/li>\n
    4. Avoiding<\/strong>:\u00a0 being unassertive and uncooperative is generally the least effective way to deal conflict, as this simply avoids the problem and neglects the need for a solution. However, when a feasible solution to a problem seems impossible, sometimes ignoring it and focusing on what is good can be the best way to just get through it.<\/li>\n
    5. Collaborating<\/strong>:\u00a0 being highly assertive and cooperative is the best way to find solutions that benefit the whole team and build respect.<\/li>\n<\/ol>\n

      Review the five main approaches outlined in the Thomas-Kilmann Conflict Mode model and then test your knowledge with the H5P interaction.<\/p>\n

      \n