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Conflict Handling Style

Conflict Handling Style

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Published by: sam on May 25, 2012
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Handling Conflicts

The TKI Model

WHEN DOES CONFLICT HAPPEN ? When two parties have opposing points of view When two parties have differing points of view .

Thomas Kilmann Instrument of Conflict Handling H COMPETING C O N C E R N F O R S E L F COLLABORATING COMPROMISING AVOIDING ACCOMODATING H L CONCERN FOR OTHERS .

COMPETING STYLE Competing is assertive and uncooperative-a power-oriented mode. defending a position you believe is correct. When practised. it becomes a I Win – You Lose style . an individual pursues his or her own concerns at the other person's expense. Competing means standing up for your rights. using whatever power seems appropriate to win his or her position. or simply trying to win. When competing.

it becomes a I Lose – You Win style .ACCOMODATING STYLE Accommodating is unassertive and cooperative-the opposite of competing. or yielding to another's point of view. obeying another person's order when you would prefer not to. Accommodating might take the form of selfless generosity or charity. When accommodating. an individual neglects his or her own concerns to satisfy the concerns of the other person. When practised. there is an element of self-sacrifice in this mode.

Avoiding might take the form of diplomatically sidestepping an issue.AVOIDING STYLE Avoiding is unassertive and uncooperative. an individual does not immediately pursue his or her own concerns or those of the other person. postponing an issue until a better time. When avoiding. it becomes a I Lose – You Lose style . When practised. He or she does not address the conflict. or simply withdrawing from a threatening situation.

COLLABORATING STYLE Collaborating is both assertive and cooperativethe opposite of avoiding. and trying to find a creative solution to an interpersonal problem. an individual attempts to work with the other person to find a solution that fully satisfies the concerns of both. When practised. Collaborating between two persons means wanting to learn from each other's logic. When collaborating. it becomes a I Win – You Win style . data & insights.

Likewise. When practised. the objective is to find an expedient solution that partially satisfies both partiesmost often a sub-optimal solution Compromising falls on a middle ground between competing and accommodating. it addresses an issue more directly than avoiding but doesn't explore it in as much depth as collaborating. giving up more than competing but less than accommodating.COMPROMISING STYLE Compromising is intermediate in both assertiveness and cooperativeness. it becomes a I Win/Lose – You Win/Lose style . When compromising.

but every manager tends to have certain preferences or dominant styles.Thomas Kilmann Instrument of Conflict Handling All 5 styles are used by everyone at one time or another. .

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