FIVE CONFLICT MODES The ThomasKilmann Conflict Mode Instrument

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FIVE CONFLICT MODESThe Thomas-Kilmann Conflict
Mode Instrument

• Bargaining Styles and Negotiation The
  Thomas-Kilmann Conflict Mode Instrument in
  Negotiation Training, by C. Richard Shell

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Thomas-Kilmann Conflict Mode Instrument

• TKI measures five conflict modes from the Dual
  Concerns Model
• Measures preferences or predispositions.

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ACCOMMODATING

• Strongly predisposed toward
• Derive satisfaction from solving other peoples
  problems
• Have good relationship-building skills and are
  sensitive to others
• Place more weight on the relationship than the
  situation warrants
• May be vulnerable to competitively oriented people

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ACCOMMODATING

• Weakly predisposed toward
• Relatively uninterested in other partys
  emotional state, needs, frames of reference
• Hold out stubbornly for their view of the right
  answer

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COMPROMISING

• Strongly predisposed toward
• Eager to close the gap based on fair standards or
  formulae
• Can be a virtue when time is short stakes are
  small
• May be seen as being a reasonable person
• May rush to the closing stage, and make
  concessions too readily
• May not discriminate among various fair criteria

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COMPROMISING

• Weakly predisposed toward
• Often men women of principle.
• But, they tend to make an issue out of everything.

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AVOIDING

• Strongly predisposed toward
• Adept at deferring dodging confrontational
  aspects
• Seen as tactful and diplomatic
• People who enjoy working in hierarchies are often
  avoiders
• But if interpersonal conflict is a functional
  aspect of organization, avoiders can be a
  bottleneck preventing the flow of information
• May pass up legitimate opportunities to
  negotiate.

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AVOIDING

• Weakly predisposed toward
• Little fear of may enjoy conflict
• High tolerance for assertive, hard-nosed
  bargaining
• Helpful in some professions
• May lack tact may be seen as confrontational
• Troublemakers who refuse to leave well-enough
  alone

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COLLABORATING

• Strongly predisposed toward
• Enjoy negotiating because they enjoy problem
  solving in engaged, interactive ways
• May needlessly transform simple situations into
  more complex (and interesting) transactions
• Can be at risk with a highly competitive
  counterpart. Why?

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COLLABORATING

• Weakly predisposed toward
• Dislike bargaining process prefer to have
  problems clearly specified before the negotiation
  to stick to their bargaining plan
• May bottleneck and slow down a complex negotiation

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COMPETING

• Strongly predisposed toward
• Like to negotiate because they see it as a chance
  to win
• They are at their best when stakes are high, time
  is limited, bluffing is possible
• Have excellent instincts about leverage,
  deadlines, openings, final offers, ultimata
• Hard on relationships
• Focus on issues easiest to count in terms of
  winning losing-like , and overlook other issues

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COMPETING

• Weakly predisposed toward
• Think negotiation should be about more than
  winning losing
• See goals as treating each other fairly, avoiding
  needless conflict, solving problems, creating
  trusting relationships
• Seen as being nonthreatening
• Can be useful to gain trust, but they may be at a
  disadvantage with highly competitive negotiators.

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• Do you think there is an optimal TKI score for
  negotiators?
• Which style traits are exhibited by people who
  enjoy the bargaining process?
• What if a person enjoys several styles?
• What if a persons scores are all in the middle?