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MEET THE TWO AUTHORS OF THE THOMAS-KILMANN INSTRUMENTDr. Kenneth W. Thomas and Dr. Ralph H. Kilmann (August 2015): AN OVERVIEW OF THE TKI ASSESSMENT TOOLBecause no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. The TKI is an online assessment that takes about fifteen minutes to complete. Interpretation and feedback materials help you learn about the most appropriate uses for each conflict-handling mode. PLEASE NOTE: Although Dr. Ralph Kilmann has always referred to his TKI as an “instrument” or as an “assessment tool” (to emphasize its neutral, non-judgmental intentions, since there are no right or wrong answers as such), the TKI assessment is, nevertheless, also referred to as the “TKI test” or the “TKI questionnaire” or, more generally, the “TKI Conflict Model.” The Thomas-Kilmann Instrument has been the leader in conflict resolution assessment for more than forty years. This instrument requires no special qualifications for administration. It is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions on difficult issues and facilitate learning about how conflict-handling modes affect personal, group, and organizational dynamics. The TKI is also extensively used by mediators, negotiators, and many practitioners in the coaching profession (executive coaches, career coaches, business coaches, life coaches, etc.). More than 8,000,000 copies of the TKI have been published since 1974. Besides its native English language, the TKI is also available in several other languges: Spanish (European and Latin American), French, Portuguese (Brazilian), Danish, Dutch, Swedish, Japanese, Russian, German, Italian, and Chinese (traditional and simplified). The Thomas-Kilmann Instrument is designed to measure a person’s behavior in conflict situations. “Conflict situations” are those in which the concerns of two people appear to be incompatible. In such conflict situations, we can describe an individual’s behavior along two dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person’s concerns. These two underlying dimensions of human behavior (assertiveness and cooperativeness) can then be used to define five different modes for responding to conflict situations:
Each of us is capable of using all five conflict-handling modes. None of us can be characterized as having a single style of dealing with conflict. But certain people use some modes better than others and, therefore, tend to rely on those modes more heavily than others—whether because of temperament or practice. Your conflict behavior in the workplace is therefore a result of both your personal predispositions and the requirements of the situation in which you find yourself. The Thomas-Kilmann Instrument is designed to measure your use of conflict-handling modes across a wide variety of group and organizational settings. See A Sample TKI Report:What is conflict management style?According to the Thomas-Kilmann Conflict Mode Instrument (TKI), used by human resource (HR) professionals around the world, there are five major styles of conflict management—collaborating, competing, avoiding, accommodating, and compromising.
Which conflict management style is high in concern for the outcomes of the parties in conflict?Finally, the collaborating style is one where there is high concern for relationships and high concern for achieving one's own goal. Those with a collaborating style look to put all conflict on the table, analyze it and deal openly with all parties.
What is compromising conflict management style?Compromising - attempting to resolve a conflict by identifying a solution that is partially satisfactory to both parties, but completely satisfactory to neither.
What are 5 conflict management techniques?This article outlines five different approaches to conflict management and the situations they are most appropriate for.. Accommodation. This is a lose/win situation. ... . Compromise. ... . Avoidance. ... . Competition. ... . Collaboration.. |