1. Thomas-Kilmann Conflict Styles
Competing Collaborating
(assertive & uncooperative) (assertive & cooperative)
Compromising
(moderate assertive/cooperative)
Avoiding Accommodating
(unassertive & uncooperative) (unassertive & cooperative)
Concern for Others
Assertiveness
Concern for Self
Thomas-Killman Conflict Mode. Researchers have found that people have one or two preferred styles of managing conflict (combination of nature and nurture / personality and familial norms) and will react and engage in conflict our of habit.
Lots of emotion with conflict (thinking and experiencing emotion difficult to do at the same time) so habit kicks in – no conscientious choice about how to manage the conflict.
By themselves each style is not judged to be “better” or “worse” than the other. (although as Ombuds we tend to value “collaboration” above the others).
Cooperativeness
Researchers have found that people have one or two preferred styles of managing conflict (combination of nature and nurture / personality and familial norms) and will react and engage in the style(s) we are most comfortable. No style is better or worse; choosing a style depends on 1) what you’ve tried before, 2) how much positional power you have, 3) if there is a relationship, 4) how important the issue is, or 5) what you have already tried. 1