Conflicts and How People React to ThemPosted by Kim Hill on February 2nd, 2023 We have always looked at conflict in a certain way. Some of us see it as a negative thing that should be avoided or something that stands in the way of our progress and must be conquered to move forward and “win”. While others are frozen in the face of conflict, not sure what to do or how to deal with it. Conflict is usually perceived as a struggle between two parties who see their goals as contradictory. Do we have to have winners and losers whenever we have a conflict? Let’s hope not. This fight really seems to be a war. But the place where you work is not a political campaign or a football field. At work, the win/lose mentality is deadly. If you strive to see the conflict from a different dimension, it is possible to figure out a way to achieve the goals of both parties at once. The Thomas-Kilmann Instrument is designed to measure a person’s behavior in conflictual situations. “Conflict situations” are those in which the interests of two people appear to be incompatible. In conflict situations, we describe a person’s behavior from two dimensions:
These two underlying dimensions of human behavior (assertiveness and cooperativeness) can then be used to define five different modes of responding to a conflict: 1. Competing (assertive and uncooperative) 2. Accommodating (unassertive and cooperative) 3. Avoiding (unassertive and uncooperative) 4. Collaborating (assertive and cooperative) 5. Compromising (moderate in assertiveness and cooperativeness) Each of us can use all five conflict-handling modes in different situations. The situation itself is what makes us adopt a style or another according to our consideration for the relationship and the stakes we are defending. You cannot identify a person’s single style of dealing with conflict. But certain people use some modes better than others and, therefore, tend to rely on such modes more heavily than others—whether because of temperament or practice. Your conflict behavior in the workplace is therefore a result of both your personal tendencies and the requirements of the situation in which you find yourself. For more about this topic, download our latest book " Nelson Mandela and the Art of Conflict Resolution " for FREE: Like it? Share it!More by this author |