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The instrument is often used by students in conflict management classes or workshops. [6] [7] It has also been used in psychological studies—for example, to compare the conflict attitudes of college athletes and non-athletes. [8]
A conflict style inventory is a written tool for gaining insight into how people respond to conflict. Typically, a user answers a set of questions about their responses to conflict and is scored accordingly. Most people develop a patterned response to conflict based on their life history and history with others.
Conflict style inventory A conflict style inventory is a written tool for gaining insight into how people respond to conflict. Typically, a user answers a set of questions about their responses to conflict and is scored accordingly.
In 1974, Kenneth W. Thomas and Ralph H. Kilman adopted this model and created the Thomas Kilmann Conflict Mode Instrument. This is the best known of the conflict style inventories. Another often used instrument is the Conflict Dynamics Profile offered by Eckerd College in Florida. This is primarily designed to be offered as a 360 degree instrument.
This mode tends to be adopted when one finds an issue unimportant, the issue could resolve itself in time, or another problem is more pressing. [3] This mode can also be beneficial when emotions are running high, and one or both parties need time to calm down before addressing the conflict at hand. The animal associated with this style is turtle.
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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Co-authored the Thomas–Kilmann Conflict Mode Instrument 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 ...