“The Thomas-Kilmann Conflict Mode Instrument: Insights and Reflections” “Finding Personal Relevance in Conflict Resolution: Understanding the Thomas-Kilmann Conflict Mode Instrument”

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Post 1: (200 words or more)
From the Thomas Kilman Conflict Mode Instrument this week, what insights from answering the questions resonated most with you, why?
Post 2: (50 words or more)
The Thomas-Kilmann Conflict Mode Instrument (TKI) is a widely used tool for understanding how individuals handle conflict (Thomas, 2008). When I finished the TKI, results showed that my primary style was the “Collaborating” style, which I can honestly say I appreciate in myself and others as well because of its focus on cooperation, acknowledgment of others, and search for common ground. In essence, I have always held the view that people, especially when working in teams, should maintain good communication to solve problems among themselves; the TKI informed me that this was indeed the way I was when it came to resolving conflicts.
The “Collaborating” style is characterized by a deep concern for both one’s own goals and the goals of others (Copley, 2008). It focuses on the problem-solving approach, where all the stakeholders involved have to gain something from the conflict. Looking at previous cases, this style has always been more creative and effective in both my everyday life and my career. For instance, in the workgroup assignments, I noticed that whenever a team is encouraged to consider all possibilities and contributions, there is higher morale among the team members and better work production.
Furthermore, with the help of these ideas, some possibilities for personal development appeared. The advantage of collaborating is that it is effective in that it saves time, but there may be better ways to work since it could take longer time compared to when one has to make decisions all alone. Being aware of this has helped me to be more compromising as well as adaptive in handling conflict resolution by applying other styles like “ Compromising” or “Accommodating.” In sum, the assessments that I took in TKI were more than just a confirmation of my talents; they also pointed me in the right direction on how to improve my ability to handle conflict situations in the best way possible fitted for different situations.
References
Thomas, K. W. (2008). Thomas-kilmann conflict mode. TKI Profile and Interpretive Report, 1(11). https://www.researchgate.net/publication/265565339_Thomas-Kilmann_conflict_MODE_instrument
Copley, R. D. (2008). Conflict management styles: A predictor of likability and perceived effectiveness among subordinates (Doctoral dissertation). https://core.ac.uk/download/pdf/46956063.pdf
Post 3: (50 words or more)
1. The Thomas-Kilmann Conflict Mode Instrument (TTKI) is a tool used to assess an individual’s preferred conflict resolution style. It is based on the work of Dr. Thomas Kilmann and Dr. Ralph Thomas, who identified five conflict resolution styles: competing, collaborating, compromising, avoiding, and accommodating.
2. The TKI consists of 35 questions, each of which is designed to assess an individual’s behavior in conflict situations. The questions cover a range of topics, including how the individual handles disagreements, how they communicate their needs and wants, and how they respond to others’ needs and wants.
3. The results of the TKI can provide valuable insights into an individual’s conflict resolution style. For example, a person who scores high on the competing scale may be more likely to use assertive communication and prioritize their own needs and wants in conflict situations. On the other hand, a person who scores high on the accommodating scale may be more likely to use accommodating communication and prioritize the needs and wants of others in conflict situations.
4. The insights that resonate most with an individual from the TKI results will depend on their personal experiences and values. For example, if an individual has a strong desire to maintain positive relationships with others, they may find the insights related to the accommodating style to be most relevant. Alternatively, if an individual values assertiveness and believes that they should stand up for their own needs and wants, they may find the insights related to the competing style to be most relevant.
5. In conclusion, the insights from the Thomas-Kilmann Conflict Mode Instrument that resonate most with an individual will depend on their personal experiences and values. By understanding their preferred conflict resolution style, they can work on improving their communication skills and become more effective in resolving conflicts.

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