OAS211-SUSHMITA

docx

School

IIT Kanpur *

*We aren’t endorsed by this school

Course

203

Subject

Communications

Date

Nov 24, 2024

Type

docx

Pages

Uploaded by oxfordassignment01

Running head : Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 1 INTERPERSONAL COMMUNICATION SKILLS THOMAS- KILMANN CONFLICT MODE INSTRUMENT (TKMI)

Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 2 Table of Contents What are the two Thomas-Kilmann conflict mode results identified? ............................................ 3 Provide two examples to support the result ..................................................................................... 4 Provide examples to support the reason for disagreeing ................................................................. 5 Other modes of conflict that can be developed ............................................................................... 6 References ........................................................................................................................................ 7

Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 3 What are the two Thomas-Kilmann conflict mode results identified? The Thomas Kilmann model identifies two dimensions that is a course of action in a conflict situation. Those two are assertiveness and cooperativeness. In order to handle these two conflict modes there are five conflicts handling modes in this model. The five modes are “competing, collaborating, compromising, avoiding and accommodating” . In assertive conflict mode in this mode most of the time people try to satisfy their own concerns. Cooperativeness in this mode people try to solve other people's concerns ( Raykova et al. 2020) . Competitive is assertive and non-cooperative. This conflict mode is dependent on power; people do not try to understand other people's concerns. Accommodating is unassertive and cooperative, it is totally the opposite of competing. In the time of accommodating people avoid their own concerns and try to meet other people's concerns. Avoiding is unassertive and uncooperative this model person does not want to meet other people’s concerns they completely try to avoid the situation. Collaborating is assertive and cooperative it is the complete opposite of avoiding ( Labrague et al . 2018). This helps to satisfy the concern about working with other people. Compromising is moderate in both assertiveness and cooperativeness. This objective gives up more than competing but less than accommodating. This objective tries to address the issue to avoid. This model is effective for personal learning and skill development Figure1: Thomas-kilmann model

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 4 (Source: provided) Provide two examples to support the result Competing, this mode of conflict can be useful if that is used in a certain way. This mode works if a person is in a commanding position and they have need of work urgently. For some employees, these modes are essential because they do not take their work seriously which is why their leader has to put them under pressure. Competing is not always bad it helps to achieve goals. Sometimes-other methods of compromise and collaboration can be time consuming and slow processes. In comparison to other methods, this method works fast and helps to achieve the target and complete any task. Avoiding with time, people understand how they tend to handle any conflict situations, and they can open their minds to apply a wide range of options so they can be their own selves (Cummings et al. 2018). For example, in a family, if there is more than one child they always have a fight with siblings but most of the time their siblings are elder it is not appropriate to stand for own self, in this type of situation it is best to avoid them ( DeKay, 2012) . People tend to have different modes of handling situations in different incidents. They cannot make the same decision in all situations. Provide examples to support the reason for disagreeing These two naive mentioned modes can be used depending on the situation. Most of the time competing mode influence employees negatively. As leaders who have power, they put pressure because they wanted to show their power. In order to provide proper solutions to conflict leaders or employees have to choose conflict management mode. Decisions cannot be supportive of all people, so it is better to take decisions that can solve most of the problems. Competing can be effective for leaders as they are getting their work but that will ruin their relationship with employees. In this method, other parties do not listen to ti others so this might not be a proper way to communicate. Avoiding can be a good way to avoid any conflict but this is not appropriate as this method is weak ( Hynes, 2012 ) . In all situations if people avoid their problem they might be marked as irresponsible, also if a conflict has arrived for their own facility avoid is not at all acceptable. So depending on the situation handling modes of conflict have to be different. Building openness in the workplace or making strategies in decisions will help to handle conflict. Other modes of conflict that can be developed In the perspective, of TKIM activity that helps to make Collaboration is an effective way to avoid conflict. In this method, the workplace environment will get uplifted and employees and leaders will have more energy to work. Collaboration can be effective method it helps to build good realtor between employees and leaders. This moderate approach helps to solve problems ( Dirani et al. 2020) . This method helps to balance power with another person. With the help of this approach, two people can find a common ground to work with. In this method, both parties can share their own ideas and creativity to solve that particular problem. Strategies to develop this model In comparison to other modes, this moderate can help both parties. In case both are agreeing on the same concept, it is a great method to solve the conflict (Hastings et al. 2018). This method used an important fact is that is used to solve conflict also with the help of this method both parties get to know each other. This mode includes merging concepts, and commitments, improving relationships and integrating solutions. This method helps to get both parties a win-win situation. In conclusion, conflict modes are dependent on situation.

Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 5 References Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International journal of nursing studies , 85 , 19- 60.https://doi.org/10.1016/j.ijnurstu.2018.04.016 DeKay, S. H. (2012). Interpersonal communication in the workplace: A largely unexplored region. Business Communication Quarterly , 75 (4), 449-452.DOI: 10.1177/1080569912458966 Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., ... & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic. Human Resource Development International , 23 (4), 380- 394.https://doi.org/10.1080/13678868.2020.1780078 Hastings, T. J., Kavookjian, J., & Ekong, G. (2019). Associations among student conflict management style and attitudes toward empathy. Currents in Pharmacy Teaching and Learning , 11 (1), 25-32.https://doi.org/10.1016/j.cptl.2018.09.019 Hynes, G. E. (2012). Improving employees’ interpersonal communication competencies: A qualitative study. Business communication quarterly , 75 (4), 466-475.DOI: 10.1177/1080569912458965 Labrague, L. J., Al Hamdan, Z., & McEnroe‐Petitte, D. M. (2018). An integrative review on conflict management styles among nursing professionals: implications for nursing management. Journal of nursing management , 26 (8), 902- 917.https://doi.org/10.1111/jonm.12626

Interpersonal communication skills Thomas-Kilmann conflict mode instrument (TKMI ) 6 Raykova, E., Semerdjieva, M., & Tornyova, B. (2020). Conflict management style in the work of medical specialists in hospitals. Journal of IMAB–Annual Proceeding Scientific Papers , 26 (2), 3068-3072.DOI: 10.5272/jimab.2020262.3068

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

OAS211-SUSHMITA

Related Documents