It basically scores one’s negotiation style in five domains: Competing, Collaborating, Compromising, Avoiding, and Accommodating, although it looks like these are placed on just two dimensions Assertiveness and Cooperativeness.
What are Thomas and kilmann’s five conflict styles?
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.
What is the Thomas-Kilmann Conflict Mode Instrument used for?
The Thomas-Kilmann Conflict Mode Instrument (TKI) is used by individuals and professionals to learn about how different conflict-handling styles affect personal and group dynamics. The TKI is the number-one best-selling instrument for conflict resolution.
How does the Thomas-Kilmann Conflict Mode Instrument TKI contribute to our understanding of negotiating Behaviour?
Taking the TKI allows you to discover whether you might be overusing or underusing one or more of five conflict-handling modes (collaborating, competing, compromising, accommodating, and avoiding), so you can improve how you manage conflict!
What are Thomas-kilmann’s five conflict-handling modes and why is understanding these useful for preventing or avoiding conflict?
Knowing the different conflict handling modes
Accommodating; Avoiding; Collaborating, and; Compromising.
How does the Thomas-Kilmann model work?
The Thomas Kilmann model model identifies two dimensions when choosing a course of action in a conflict situation, these are assertiveness and cooperativeness. Assertiveness is the degree to which you try to satisfy your own needs. Cooperativeness is the degree to which you try to satisfy the other person’s concerns.