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The Thomas–Kilmann Conflict Mode instrument consists of thirty pairs of statements. For each pair, the respondent must choose either the A or B item (for example, one item depicts collaborating while the other item describes avoiding).
Ralph Kilmann is an American management consultant, educator, and author. [1] [2] He co-authored the Thomas–Kilmann Conflict Mode Instrument, a framework for understanding conflict based on five 'modes' of conflict responses: competing, accommodating, avoiding, collaborating, and compromising. [3] [4]
These include the Jay Hall Conflict Management Survey, the Thomas Kilmann Conflict Mode Instrument, [1] a standard since the 1960s, the Canadian International Institute of Applied Negotiation's (CIIAN) Conflict Style Root Assessment, and the Kraybill Conflict Style Inventory, [2] a more recent publication that is culturally sensitive.
Thomas and Kilmann proposed five modes of conflict management, developed from 1960 to 1975, which can be used to handle particular conflicts. [2] The United States Institute for Peace has published a free modified version of the Thomas-Kilmann test. [8] In that test collaborating is called problem solving.
The Thomas Kilmann Conflict Mode Instrument (TKI) used a version of this with "Assertiveness" and "Cooperativeness" as the two factors, also leading to a fifth mode: Competing, (assertive, uncooperative) Avoiding (unassertive, uncooperative) Accommodating (unassertive, cooperative) Collaborating (assertive, cooperative)
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To the author/creator of the page: Kilmann Thomas Conflict Mode Instrument: I am Ralph Kilmann, one of the co-developers of the TKI. I recently established an account with Wiki, so I could address what I felt was a major oversight of discussions on assessing conflict-handling behavior. At the same time, I wanted to update the TKI page to ...
Five styles for conflict management, as identified by Thomas and Kilmann, are: competing, compromising, collaborating, avoiding, and accommodating. [2] Businesses can benefit from appropriate types and levels of conflict. That is the aim of conflict management, [3] and not the aim of conflict rejection.