Thomas-Kilman Conflict Mode Instrument Five styles: Pros and Cons Source: Introduction to Conflict, Dr. Kenneth W. Thomas Thriving through conflict for long term profit EXAMPLES BENEFITS COSTS SKILLS IMPORTANCE: TASK TO RELATIONSHIP ACCOMMODATING Doing someone a favour Being persuaded Obeying authority Deferring to another’s expertise It is used when there are many interests involved. The advantages of conflict resolution are like, people belonging to a particular workgroup will naturally learn how to become more productive. style has pros and cons, and each can be useful depending on the situation. Collaboration is also effective with long-term solutions. If you have an accommodating conflict management style, you put aside your own priorities and focus on others. 6. What are the five types of conflict management styles? An example can be seen in an instance where a meeting is held involving all the members of a 5-man lead generation … According to the Thomas-Kilmann Conflict Mode Instrument (TKI), there are five types of conflict reactions: accommodating, avoiding, collaborating, competing, and compromising.. Accommodating. This assessment is intended to help you identify your typical response to conflict, with the goal that when you encounter future conflicts, you will be aware of not only your instinctive reaction, but also the pros and cons of that reaction for the specific situation. These leaders keep some control over the process. Experts in conflict resolution say people tend to have a “default style” — a preferred approach that typically we rely on. Pros 1) Exposure to multiple points of view. The strategy of “competing” as a means of gaining power and control stems from early childhood and is reinforced throughout our years in school and college. There may always be a certain level of disagreement within a team over the key points of a project. I’m not going to lie: most of the pros are going to be mirror images of the cons. Workplace conflicts are the best way to increase productivity. For conflicts that do not directly involve team members, collaboration may require too much effort. Leaders using this style which to create value in everything they do. Instead of spending a lot of time recognizing the fact that a problem does exist, it is best to take immediate action, dealing with conflict. The collaborating conflict style attempts to result in a win-win situation for everybody. Cons: Collaboration is time consuming. Pros: This style helps build trust, respect and relationships – all key for a healthy team. 4.3 Collaborative Writing Suzan Last and Candice Neveu. This one’s a prime example. Collaboration is the win-win form of conflict resolution in which, at the end of negotiations, both parties feel they have gained something and no one feels as if they lost something. The disadvantage of collaboration is that it can be time consuming since everyone must leave happy. Although it can be a struggle at first, the more eyes that’re on your project, the more points of view it’ll be exposed to. If those disagreements are based on specific ethics or morals, then collaboration may create more conflict in the working relationships than it resolves. This is a good problem to have. The Thomas-Kilmann Conflict Mode Instrument identifies five conflict styles - competing, compromising, collaborating, avoiding, and accommodating - and provides guidelines regarding when each is appropriate in conflict situations. That means they are always trying to influence or motivate people to create the greatest possible impact. 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