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Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
Conflict can be defined as an encounter between individuals or groups of people who have differing aims, values, expectations, purposes, ideas, etc.[1] Five modes are offered as solutions to managing a conflict, with each mode ranked on scales of assertiveness and cooperativeness.[2] Assertiveness is the extent to which an individual attempts to satisfy their concerns, while cooperativeness is their willingness to satisfy other parties.[3] Studies have been conducted on the modes of conflict management and their effects on relationships.
A model called the "Thomas-Kilmann model" was designed by two psychologists, Kenneth Thomas and Ralph Kilmann. It demonstrates how individuals display conflict management styles when they handle disagreement. The Thomas-Kilmann model suggests five modes that guide individuals in resolving conflicts. These are collaborating, competing, compromising, accommodating, and avoiding.[4][5]
- Collaborating means both sides are willing to cooperate and listen to others.
- Competing means standing up for one's rights and defending what one believes is correct.
- Compromising means the parties seek a better, mutually-acceptable solution, finding "a middle ground".
- Accommodating means that one yields to another's point of view.
- Avoiding is where a solution is delayed or avoided altogether.
- ^ Nakayama, Thomas (2008). Experiencing Intercultural Communication. New York: Mc Graw Hill. p. 211.
- ^ Womack, Deanna F. (1988). "Assessing the Thomas-Kilmann Conflict Mode Survey". Management Communication Quarterly. 1 (3): 321–349. doi:10.1177/0893318988001003004. S2CID 144741192.
- ^ Thomas, K. W. (2008). Thomas-Kilmann Conflict Mode. TKI Profile and Interpretive Report, 1-11.
- ^ JD (11 March 2011). "Five Conflict Management Styles at A Glance". Sources of Insight. Retrieved 11 May 2021.
- ^ "The Thomas-Kilmann Model – Conflict Resolution". 2012. Archived from the original on 7 July 2020. Retrieved 11 May 2021.