Thomas-Kilmann Conflict Modes: Instrument Analysis & Application

This report analyzes conflict resolution modes using the Thomas-Kilmann Conflict Mode Instrument, focusing on collaborative and compromise approaches within organizations. It explains assertiveness and cooperativeness, highlighting how collaborative methods balance employee and employer interests to foster growth, while compromise involves stakeholders making concessions for short-term gains. The report emphasizes that collaborative strategies are more sustainable for long-term business success, as they motivate employees and align organizational goals, while compromise, though useful in certain situations, may not always foster a balanced or equitable environment. The document concludes that understanding and applying these conflict resolution approaches are essential for effective business operations, and Desklib provides resources for students to further explore these concepts.

THOMASKILMANN
CONFLICT MODE
RESULTS

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Conflict resolution mode..............................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Conflict is a situation where few individual do not agree with the term and condition
assign by the organisation to operate certain responsibilities and roles. The conflict situation
become a major concern in respect to any organisation that create an extra hurdle for the
stakeholder. This report is based on the case study of Thomas- Kilmann Mode of instrument to
deal with the conflict situation in organisation. Henceforth, the project will emphasis over the
two conflict resolution modes in respect to business organisation.
MAIN BODY
Conflict resolution mode
Conflict resolution are the processes and steps that is taken to deal with the conflict
situation in organisation. The resolution mode for conflict are the ways and techniques adopted
to deal with the conflict situation in organisation. In context to any business venture and
organisation conflict arises that need to tackle down by the venture professionally in order to
sustain a good flow of operation and functions in the venture (Cross and Carboni, 2021).
Thomas- Kilmann Mode Instrument suggested the two different ways to deal with the conflict
situation. The study demonstrated about two different stages such as assertiveness and
cooperativeness. Assertiveness is a situation where the individual or employee prefer the own
interest and avoid the interest of the organisation. On the other side cooperativeness is a situation
where the interest of organisation is only matter for the employee and avoid the self interest by
the employee. The study show two effective technique to deal with the conflict situation.
Collaborative approach
Collaborative is an approach suggest in Thomas- Kilmann Mode Instrument to deal with
the situation of conflict in organisation. This is a situation where both employee and employer
value the interest and find a middle ground where work can be done. This is a stage where
interest of both the stakeholder is meet. Henceforth, this is possible the best suitable approach
that is taken in the time of conflict situation at work place. Collaboration is essential in case of
any business venture to deliver the business objectives. Every time any kind of conflict arise in

the business situation this can be dealt easily with the use of this practice where the middle
ground is seen to deal with the conflict situation at workplace (Dall Pizzol and et.al., 2017).
Collaboration between management or organisation and employee play a huge role in
maintaining a proper control to deliver the business goal. Collaboration can be established at the
time when the employee and employee both favour the personal interest as discussed in the
assertiveness and also look at the interest of the organisation as discussed in the cooperativeness.
This is a situation that bets suited in the growth and development of the business venture along
with facilitating the progress of the employee part of the organisation (Lavery and IJsselmuiden,
2018). Leadership in company like to follow this approach to deliver the most productive
operations in business venture. For example all the big companies and multinational cooperation
follow the practise of performance based incentive to delegate the reward to employee for
performing best of the operations. Interest of both the stakeholder would be favourable for the
venture to support the growth and progress of all the stakeholder group part of the company. This
approach motivate the employee to give quality efforts for deliver8ng the business objectives.
Along with the fact this practice make leadership capable to sustain its work force for longer
duration to cater the growth and objectives of the business operations.
Compromise approach
This is another potential approach suggest by the Thomas- Kilmann Mode Instrument to
deliver the business function. This is an approach where the compromise is made by either any
iof the stakeholder such as employee or management or by both the stakeholders to deliver
certain role and responsibilities. This is an approach undertaken in the shorter time duration to
execute the business responsibilities. In the cooperate sector where the work pressure is seen in
the specific time of the year this approach is followed where employee are forced to execute
more number of project in the same time direction (Lee, Kanellis and Mulley, 2019). Many time
employer need to compromise in this situation where only few employees are left in the
organisation so employee get the chance to force the management to take more favourable
decision in favour to the employee. Henceforth, this is a situation where one of the stakeholder
group face the issue. Compromise the term itself denote the fact that this do not go by any of the
concept of assertiveness or the cooperativeness. This is a situation where some of the part belong
to both this approaches need to sacrifice by the stakeholder. Henceforth, this is not a favourable

situation that do not empower the business unit to sustain the right balance in performing the role
and responsibilities of the business venture.
The above two approaches convincingly allow the business venture to address the various
conflict situation arises at the workplace. Collaborate and compromise are the two suitable
perspective that can favour the business unit to overcome all role and responsibilities at the
business organisation (Merritt and Kelley, 2018). These approaches demonstrate the practical to
delegate the business operations in the best way possible. The basic aim of both these practices is
such that they delegate the business role and responsibilities in the best way possible. At both the
level some short of compromise need to make by the venture.
CONCLUSION
Conflict situation at the business organization can be dealt with support of approaches
like collaborative and compromise. Both the approaches favour the business unit to deliver the
best form of business operation and its functional role at the organisation. Collaborative
approach involve sustain right balance in between the organisation need and the requirements
attached wit the employee part of the work place. Compromise is the one that lead either the
employee and management to ensure some level of compromise at the work place.

REFERENCES
Books and Journal
Cross, R. and Carboni, I., 2021. When collaboration fails and how to fix it. MIT Sloan
Management Review. 62(2). pp.24-34.
Dall Pizzol, H. and et.al., 2017. Collaborative consumption: a proposed scale for measuring the
construct applied to a carsharing setting. Sustainability. 9(5). p.703.
Lavery, J. V. and IJsselmuiden, C., 2018. The Research Fairness Initiative: Filling a critical gap
in global research ethics. Gates open research, 2.
Lee, D., Kanellis, J. and Mulley, W. R., 2019. Allocation of deceased donor kidneys: a review of
international practices. Nephrology. 24(6). pp.591-598.
Merritt, C. C. and Kelley, D. C., 2018. What individual and organizational competencies
facilitate effective collaboration? Findings from a collaborative governance
simulation. Journal of Public Affairs Education. 24(1). pp.97-121.
Online:
ThomasKilmann Conflict Mode results, 2021. [ONLINE]. Available Through:
<https://kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki/>.