Thomas-Kilmann Conflict Mode Questionnaire

The Thomas-Kilmann Conflict Mode Questionnaire helps individuals understand their preferred conflict handling styles. It consists of several pairs of statements describing possible behavioral responses to conflicts. By answering the questionnaire and scoring the results, individuals can gain insights into their conflict resolution skills.

THOMAS-KILMANN CONFLICT MODE QUESTIONNAIRE
Consider situations in which you find your wishes differing from those of another person.
How do you usually respond to such situations?
On the following pages are several pairs of statements describing possible behavioral
responses. For each pair, please circle the "A" or "B" statement which is most
characteristic of your own behavior. In many cases, neither the "A" nor the "B"
statement may be very typical of your behavior, but please select the response which
you would be more likely to use.
When done answering, transfer your answers to the scoring sheet on the last page, and
sum each of the columns.
1. A. There are times when I let others take responsibility for solving the problem.
B. Rather than negotiate the things on which we disagree, I try to stress those
things upon which we both agree.
2. A. I try to find a compromise solution.
B. I attempt to deal with all of another's and my concerns.
3. A. I am usually firm in pursuing my goals.
B. I might try to soothe the other's feelings and preserve our relationship.
4. A. I try to find a compromise solution.
B. I sometimes sacrifice my own wishes for the wishes of the other person.
5. A. I consistently seek the other's help in working out a solution.
B. I try to do what is necessary to avoid useless tensions.
6. A. I try to avoid creating unpleasantness for myself.
B. I try to win my position.

7. A. I try to postpone the issue until I have had some time to think about it.
B. I give up some points in exchange for others.
8. A. I am usually firm in pursuing my goals.
B. I attempt to get all concerns and issues immediately out in the open.
9. A. I feel that differences are not always worrying about.
B. I make some effort to get my way.
10. A. I am firm in pursuing my goals.
B. I try to find a compromise solution.
11. A. I attempt to get all concerns and issues immediately out in the open.
B. I might try to soothe the other's feelings and preserve our relationship.
12. A. I sometimes avoid taking positions which would create controversy.
B. I will let another have some of their positions if they lets me have some of mine.
13. A. I propose middle ground.
B. I press to get my points made.
14. A. I tell another my ideas and ask them for theirs.
B. I try to show him the logic and benefits of my position.

15. A. I might try to soothe the other's feelings and preserve our relationship.
B. I try to do what is necessary to avoid tension.
16. A. I try not to hurt the other's feelings.
B. I try to convince the other person of the merits of my position.
17. A. I am usually firm in pursuing my goals.
B. I try to do what is necessary to avoid useless tensions.
18. A. If it makes the other person happy, I might let them maintain their views.
B. I will let the other person have some of their positions if they let me have some of
mine.
19. A. I try to get all concerns and issues immediately out in the open.
B. I try to postpone the issue until I have had some time to think it over.
20. A. I attempt to immediately work through our differences.
B. I try to find a fair combination of gains and losses for both of us.
21. A. In approaching negotiations, I try to be considerate of the other person's feelings.
B. I always lean toward a direct discussion of the problem.
22. A. I try to find a position that is intermediate between mine and another person's.
B. I assert my wishes.

23. A. I am often concerned with satisfying all my wishes.
B. There are times when I let others take responsibility for solving problems.
24. A. If the other's position seems important to them, I would try to meet their wishes.
B. I try to get the other person to settle for a compromise.
25. A. I try to show the other person the logic and benefits of my position.
B. In approaching negotiations, I try to be considerate of the other person's wishes.
26. A. I propose a middle ground.
B. I am nearly always concerned with satisfying all my wishes.
27. A. I sometimes avoid taking positions that would create controversy.
B. If it makes the other person happy, I might let them maintain their views.
28. A. I am usually firm in pursuing my goals.
B. I feel that differences are not always worth worrying about.
29. A. I propose middle ground.
B. I feel that differences are not always worth worrying about.
30. A. I try not to hurt the other person's feelings.
B. I always share the problem with the other person so that we can work it out.

SCORING THE THOMAS-KILMANN CONFLICT MODE QUESTIONNAIRE
Competin
g
Collaboratin
g
Compromisi
ng
Avoiding Accommodat
ing
(Forcing) (Problem
Solving) (Sharing) (Withdrawal) (Smoothing)
1. A B
2. B A
3. A B
4. A B
5. A B A
6. B A
7. B A
8. A B
9. B A
10. A B
11. A B
12. B A
13. B A
14. B A
15. B A
16. B A
17. A B
18. B A
19. A B
20. A B
21. B A
22. B A
23. A B
24. B A
25. A B
26. B A
27. A B
28. A B
29. A B
30. B A
2 5 8 7 8
Total the number of letters circled in each column.
Competin
g
Collaboratin
g
Compromisin
g
Avoiding Withdrawing
(Forcing) (Problem
Solving) (Sharing) (Withdrawal) (Smoothing)

THOMAS-KILMANN CONFLICT MODES: Interpreting Your Scores
Your profile of scores indicates the repertoire of conflict handling skills that you possess and use in conflict situations. One of the most often asked
questions is "What are the right answers?" In this type of test, there are no "right" answers. All five modes of handling conflict are useful in various
situations, and each represents a set of useful social skills. The effectiveness of any handling of conflict depends on the requirements of the conflict
and the skill that is employed.
Each of us is capable of using all five conflict modes, and none of us can be characterized as having a single rigid style of dealing with conflict. However,
because of personality traits or by habit, individuals tend to use one or two modes at a greater frequency than the others.
Competiti
ve “The
Shark”
Collaborative
“The Owl”
Compromising
“The Fox”
Avoiding
“The
Turtle”
Accommodati
ng “The
Teddy Bear”
Description
Sharks force others to
accept their way,
oblivious to needs or
feelings of others.
Sharks believe conflicts
are settled by one
person winning and one
person losing. Sharks
want to win and will
fight at any cost to do
so.
"Might makes right."
Owls confront openly
and fairly. Optimistic
about conflict, Owls
are committed to their
personal goals and to
others goals. Owls
begin discussion by
identifying openly the
wishes of both, and
are never satisfied
until a solution is
found that satisfies
both. “
"Two heads are
better than one."
Foxes compromise. A
fox will give up some
goals if you’ll give up
some of yours. The
Fox is similar to the
Owl, but less
optimistic about
conflict bringing an
improved
relationship.
"Split the
difference."
Turtles believe it’s
hopeless to try to
resolve conflict and
avoid people and
issues that may cause
conflict. The turtle
feels helpless in
reaching personal
goals and refuses to
cooperate with others
in reaching theirs.
"Leave well
enough alone."
The Teddy Bear
soothes. More than
anything else,
Teddy Bears want
others to like and
accept them. Teddy
Bears are quick to
accommodate to
others and to ignore
their own needs
because they believe
asking others to
meet personal
needs will harm the
relationship.
Mott
o
"Kill your enemies
with
kindness."
Conflict with this
type
While you’re talking, When Owls talk, they When Foxes are talking, Turtles neither talk nor When Teddy Bears
talk,
might feel like . . . Sharks are thinking of may come on strong, they’re diplomatic but listen. You seldom will everything sounds just
the next argument to but when you talk, they persuasive. When you get a chance to
discuss
fine. When you talk,
defeat you. are listening carefully talk, the Fox is trying the issues. they’re listening and

and sympathetically. hard to figure out some agreeing with
compromise. everything you say.

Conflict Style Situations where appropriate Situations where inappropriate
Competing
“Shark”
1. Issue is trivial
2. Speed by decision is needed
3. Unpopular course of action is
implemented
4. Necessary to overcome
assertive subordinates
5. Unfavorable decision by the other
party may be costly to you
6. Others lack expertise to make
technical decision
7. Issue is important to you
1. Issue is complex
2. Issue is not important to you
3. Both parties are equally powerful
4. Decision does not have to be
made quickly
5. Subordinates possess high
degree of competence
Collaborative
“Owl”
1. Issues are complex
2. Synthesis of ideas is needed to come
up with better solutions
3. Commitment is needed from other
parties for successful implementation
4. Time is available for problem solving
5. One party alone cannot solve the
problem
6. Resources possessed by different
parties are needed to solve their
common problems
1. Task or problem is simple
2. Immediate decision is required
3. Other parties are
unconcerned about outcome
4. Other parties do not have
problem solving skills
Compromising
“Fox”
1. Goals of parties are mutually exclusive
2. Parties are equally powerful
3. Consensus cannot be reached
4. Integrating or dominating style is
not successful
5. Temporary solution to a complex
problem is needed
1. One party is more powerful
2. Problem is complex enough
to need problem-solving
approach
Avoiding
“Turtle”
1. Issue is trivial
2. Potential dysfunctional effect of
confronting the other part
outweighs benefits of resolution
3. Cooling off period is needed
1. Issue is important to you
2. It is your responsibility to
make decisions
3. Parties are unwilling to defer,
issue must be resolved
4. Prompt attention is needed
Accommodati
ng “Teddy
Bear”
1. You believe that you may be wrong
2. Issue is more important to the other
party
3. You are willing to give up
something in exchange for
something from the other party in the
future
4. You are in a position of weakness
5. Preserving relationship is important
1. Issue is important to you
2. You believe that you are right
3. The other party is wrong
or unethical