THOMAS KILMANN METHOD OF RESOLVING CONFLICT

                                                                                                                                                      

    How can we incorporate the Thomas Kilmann method of resolving            conflict into our daily life? Explain with examples. 

                                             CONFLICT

  • A Conflict is a situation where two or more individuals' interests appear to be incompatible. 
  • Any disagreement between people leads to conflict. Their perspectives, thoughts, ideals, motivations, or desires may be leads to a conflict.


                            THOMAS KILMANN METHOD 

      In 1970's Kenneth Thomas and Ralph Kilmann developed a model for resolving conflicts.              Therefore this model is known as the Thomas-Kilmann model.
     This model is based on two dimensions of conflict management. They are  Assertiveness and       Empathy

     ASSERTIVENESS                                            

  The capacity to voice your thoughts and stand by them. Depending on how it is applied, it can         be utilised either favourably or negatively. Although being assertive can come across as                 hostile,  it is actually a powerful method to communicate.

    EMPATHY

   Recognising and appreciating another person's feelings and perspective. You can imagine           yourself in the shoes of another person when you empathise with them. As a result, you'll                 discover strategies for settling the dispute more quickly.

                  CONFLICT RESOLUTION STRATEGIES

   According to Kenneth Thomas and Ralph Kilmann there are 5 conflict resolution strategies.
                    
          • Competing
          • Avoiding
          • Accommodating
          • Collaboration
          • Compromising                        



    

                                                      COMPETING

    Attempting to make others suffer in order to satisfy your needs.The Competing Style is 
    when you stress your position without considering opposing points of view. This style is
    highly assertive with minimal cooperativeness; the goal is to win.The first strategy for dealing        with conflict is competing.


                                                        AVOIDING

    When people are aware that they have no control over the other party, they employ this dispute      resolution technique. Instead, they choose to ignore or completely avoid the disagreement in          order to prevent conflict. They also decide to completely disregard the problem.



            

                                                      ACCOMMODATING

      This strategy's goal is to accept compromises. When you don't have the power to resolve a            problem, this method works well. However, use caution since by giving in, you run the risk of          ceding control of your own agenda.




                                                      COMPROMISING

     It is a a reasonable strategy for problem-solving. You try to strike a balance between your               power and that of another. You also look for areas of agreement and cooperate to accomplish       a common objective.





    Example:                    TWO CHEFS AND A LEMON






    
          Competing: Two chefs will compete for one lemon to complete their respective dishes.
          Avoiding: Both of them will think like he will take lemon and keep avoiding it. no one will get                             lemon.
          Accommodating: Here one chef will make request and the other chef agrees to the request                                  and handover the lemon to him.
         Collaborating: Two chefs will comes to a mutual agreement like you take lemon zest and i                                     will take the lemon juice.
         Compromising: Two chef will agree with each other and make it two halfs and will take one                                   half both.
        





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