Conflict Handling Styles Self Assessment and Reflection - MGMT 300

This report provides an analysis of conflict handling styles, focusing on the Thomas Kilmann model. It details five conflict handling modes: competing, accommodating, collaborating, compromising, and avoiding. The report identifies the author's preferred style as avoiding, based on a self-assessment. The author reflects on personal negotiation experiences, explaining why they tend to withdraw from conflicts, ignore issues, and postpone decisions to avoid unpleasantness and maintain a neutral stance. The conclusion emphasizes the importance of conflict resolution and the selection of appropriate methods based on individual personality traits. The report includes references to relevant academic sources.

Conflict handling style
self assessment and
reflection

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Conflict handling modes..............................................................................................................1
Reflect own negotiation experience and conflict handling modes .............................................2
CONCLUSION ...............................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Thomas Kilman is a model that is linked with conflict resolution that allow a person to assess
different requirement of business. It is also important for them in order to identify concern faced
by people by comparing with others (Ceglinski, 2020). On basis of this mode, it can be identify
that I am a avoiding person (11) who avoid negative situation by withdrawing it. I try to ignore
situation on conflict and also withdrawal (9) it by soothingly. I also compromise (7) in some
situation by sharing my views.
MAIN BODY
Conflict handling modes
Thomas Kilmann Conflict modes is one of conflict resolution model that provide different modes
to individual in order to handle conflict in effective manner. There are Five methods of solving
conflict including Accommodating Teddy Bear, Collaborative Owl, Compromising Fox,
Avoiding Turtle, Competing Shark.
 Competing Shark: It is one of conflict resolution mode in which concern of one person
is solved over cost of others person. It is a mode that is considered as power oriented and
also use different power dynamic in order to get favourable outcome (Johnson and Hall,
2018).
 Accommodating Teddy Bear: It is another mode of conflict which consist both
acceptance and co-operation. It is just opposite to competing as in which a person neglect
own problem in order to solve problem of others.
 Collaborative Owl: It is a mode which can be both assertive and cooperative. It is a
model that is exact opposite to avoiding method in which voluntary efforts to work in
opposite to find out perfect solution to a problem.
 Compromising Fox: Compromising fox is a method that is based on assertiveness and
cooperativeness. Goal of this mode is to find out mutual acceptable solution that satisfy
both individual and allow them to find out midway.
 Avoiding Turtle: It can be unassertive as well as uncooperative in which individual does
not want to solve their problem and also others. It reflect that individual does not want to
involve in conflict that create problem for business (Lu, Wei and Wang, 2020).
1

Reflect own negotiation experience and conflict handling modes
On basis of my negotiation experience, I will prefer to choose avoiding method of
conflict negotiation. It can be a unassertive and uncooperative in which individual does not
consider their problem as well as others problem. It is one of mode that does not want people to
engage in conflict. It is one of diplomatic method in which a person can ignore conflict by
ignoring the issues and also bypassing it. It allow them to putting off the issues when situation is
favourable for them. For this, they only needs to step back from hazardous situation. I prefer to
avoid situation by withdrawing it (Polychroniou, 2018). As there are different time occur when I
allow other people to take responsibility for purpose of solving problems. I also sometimes
sacrifice my own wishes in order to let other people to fulfil their wishes in order to avoid
conflict that is important. As conflict divert my attention and does not allow me to complete
work in effective manner. It does not like to involve in conflict as it can create negative impact
over my image. Conflict create unpleasantness and I personally avoid this situation in my life. I
also prefer to postpone issues in some situation in order to avoid argument and take time to think
about it. Differences does not matters for me as I does not compare my situation with others.
Position is also a reason of conflict that create needs of something for a person. It create needs
and greed in me that does not allow me to complete work in effective manner. Due to this, I
avoid taking position as it make controversy in minds of others which I does not like. Tension
also cause stress over a person and I also avoid situation that cause tension in me. It is not good
for health and also does not allow me to concentrate over my work. I also postpone issues in
order to take advantage of present situation (Tehrani and Yamini, 2020). It will helps me to work
on my anger and later allow me to solve it in effective manner. I also allow others to solve
problem by taking responsibility as it provide them sense of satisfaction in life.
CONCLUSION
From above mentioned project report, it can be concluded that conflict is a negative situation for
a person. In order to overcome of it, they needs to resolve it. There are different methods for
resolving conflict which can be selected by a person on basis of their personality.
2

REFERENCES
Books and Journals:
Ceglinski, S., 2020. The interrelationships between followers’ perceptions of leader’s
information-processing styles, influencing tactics and integrating conflict-handling
style (Doctoral dissertation, Murdoch University).
Johnson, K.E. and Hall, J.A., 2018. Validity of self-reported conflict handling preferences and
the role of self-enhancement. International Journal of Conflict Management.
Lu, W., Wei, Y. and Wang, R., 2020. Handling inter-organisational conflict based on bargaining
power: Organisational power distance orientation matters. International Journal of
Conflict Management.
Polychroniou, P.V., 2018. Styles of handling interdepartmental conflict and effectiveness.
In Current Topics
Tehrani, H.D. and Yamini, S., 2020. Personality traits and conflict resolution styles: A meta-
analysis. Personality and Individual Differences, 157, p.109794.
3