Thomas–Kilmann Conflict Mode Instrument - WikipediaThis easy-to-use, self-scorable assessment, complete with interpretation and feedback materials, helps individuals discover which of five conflict-handling styles-- competing, collaborating, compromising, avoiding, and accommodating --is their preferred "mode. The item TKI tool Delivers a pragmatic, situational approach to conflict resolution, change management, leadership development, communication, employee retention, and more Can be used as a stand-alone tool by individuals, in a group learning process, as part of a structured workshop, or in training programs Enables you to open productive dialogue about conflict safely Relies on updated norms based on a revised sample closely reflecting gender, racial, ethnic, age, and job-level diversity in the workplace. Thomas and Ralph H. The item TKI tool Delivers a pragmatic, situational approach to conflict resolution, change management, leadership development, communication, employee retention, and more Can be used as a stand-alone tool by individuals, in a group learning process, as part of a structured workshop, or in training programs Enables you to open productive dialogue about conflict safely Relies on updated norms based on a revised sample closely reflecting gender, racial, ethnic, age, and job-level diversity in the workplace The online Thomas-Kilmann Conflict Mode Instrument Profile and Interpretive Report is available here. Benefits Enables a facilitator to safely open productive dialogue about conflict Provides an easy-to-use, self-scoring exercise that takes just 15 minutes Explains conflict behaviors in five easy-to-understand modes Instructs clients about the most appropriate uses for each conflict-handling mode Is the most widely used conflict management assessment available.
Managing Conflict - Thomas Kilmann Conflict Mode Instrument
The Thomas—Kilmann Conflict Mode Instrument TKI is a conflict style inventory , which is a tool developed to measure an individual's response to conflict situations. A number of conflict style inventories have been in active use since the s. Most of them are based on the managerial grid developed by Robert R.
Thomas–Kilmann Conflict Mode Instrument
It is also known as the Conflict Resolution Inventory. This facilitated activity uses the Thomas Kilmann questionnaire to assess behaviour in conflict situations. It is based on a model of conflict modes, which enables an analysis of individual styles in particular situations. Individuals can identify their primary style, and assess the productiveness of that style in the various situations that they encounter. They then have the choice to continue with that style, or to adopt others if they are more appropriate.
Email: Shellric Wharton. Use the link below to share a full-text version of this article with your friends and colleagues. Learn more. Many negotiation courses and executive training programs cover the subject of bargaining styles. The TKI measures the five conflict management facets proposed by the Dual Concerns Model: competing, collaborating, compromising, accommodating, and avoiding. The author has used the TKI extensively in teaching executives about bargaining styles, and discusses the strengths and weaknesses of it as a teaching aid. He also presents research on the frequency with which various TKI scores are reported in business programs.
Nineteen residents were assessed on the Thomas-Kilmann conflict modes of competing, collaborating, compromising, accommodating, and avoiding. There were also positive significant correlations between compromising scores and faculty evaluations of problem-based learning and professionalism with negative significant correlations between avoiding scores and faculty evaluations of problem-based learning, communication skills and professionalism. Residents who successfully execute administrative duties are likely to have a Thomas-Kilmann profile high in collaborating and competing but low in avoiding and accommodating. Residents who have problems adjusting are likely to have the opposite profile. Conflict is described as a social situation where 2 parties struggle with one another due to incompatibilities in perspectives, beliefs, goals, or values; this struggle impedes the achievement of predetermined goals or objectives. Some researchers have argued that the few positive effects of conflict are outweighed by the negative effects, while others have suggested that conflict can result in better understanding and adoption of effective teamwork.