Thomas Kilmann Conflict Management Model

Thomas Kilmann Conflict Management Model

High

Competing

I win, You lose

I win, You win

Collaborating

I win and lose, You win and lose

Compromising

Assertiveness

Avoiding

I lose, You lose

I lose, You win

Accommodating

Low

High

Low

Cooperativeness

Benefits when using the competing conflict resolution style:

• Quick decision-making in emergencies.
• Clear, decisive action when needed.
• Can protect important values or principles.

Competing - I win, you lose

High assertiveness, low cooperativeness. This style involves pursuing one’s own concerns at the expense of others. It’s useful in situations requiring quick, decisive action, such as emergencies.

Caution when using the competing conflict resolution style:

• May harm relationships due to its assertive nature.
• Can create a win-lose situation, leading to resentment.
• May stifle collaboration and creativity.

Example: A principal investigator (PI) insists on using a specific methodology for a clinical trial, despite objections from the research team. The PI believes their approach is superior and uses their authority to enforce it, prioritizing their own perspective over collaboration.

✍🏽

Collaborating - I win, You win

High Assertiveness, Low Cooperativeness

This style involves working with others to find a solution that fully satisfies both parties’ concerns. It’s ideal for complex issues where a creative solution is needed.

Benefits of utilizing the collaborating conflict management style

• Leads to win-win solutions that satisfy all parties.
• Encourages creativity and innovation.
• Strengthens relationships and builds trust.

Considerations before using the collaborating conflict management style

• Time-consuming and requires a lot of effort.
• May not be practical for minor issues.
• Can be exhausting if overused.

✍🏽

Example: Two research teams working on related studies decide to collaborate. They pool their resources, share data, and combine their expertise to enhance the quality and impact of their research. This collaboration leads to a comprehensive study that benefits both teams and advances scientific knowledge.

Avoiding - I lose, You lose

Low Assertiveness, Low Cooperativeness

This style involves ignoring the conflict or postponing its resolution. It’s appropriate for trivial issues or when the potential damage of confronting the conflict outweighs the benefits.

✍🏽

A researcher notices a minor disagreement between colleagues about a non-critical aspect of the study. They decide to give it some time, allowing the colleagues to resolve the issue independently. This approach helps maintain focus on the study’s primary objectives without unnecessary conflict.

Benefits of the avoiding conflict management style:

• Useful for trivial issues or when the conflict is not worth the effort.
• Allows time to cool down and gather more information.
• Can prevent escalation of conflict.

Considerations when deciding to use the avoiding conflict management style:

• Issues may remain unresolved and resurface later.
• Can be perceived as neglecting or ignoring the problem.
• May lead to frustration and resentment.

Accommodating - I lose, You Win

Low Assertiveness, High Cooperativeness

This style involves neglecting one’s own concerns to satisfy the concerns of others. It’s useful when maintaining harmony is more important than winning the conflict.

Usefulness of the accommodating conflict managment style:

• Helps maintain harmony and relationships.
• Useful when the issue is more important to the other party.
• Can be a quick way to resolve minor conflicts.

Considerations for using the accommodating conflict managment style:

• May lead to feelings of being undervalued or ignored.
• Can create an imbalance in the relationship.
• Overuse may result in neglecting one’s own needs and interests.

✍🏽

Example:A junior researcher supports the lead researcher’s interpretation of data, even though they have a different perspective. They recognize the importance of team unity and trust the lead’s experience. This accommodation fosters a positive working environment and strengthens team cohesion.

Compromising - I win, You win

Moderate Assertiveness, Moderate Cooperativeness

This style seeks a mutually acceptable solution that partially satisfies both parties. It’s useful when the goals are moderately important but not worth the effort of more assertive approaches.

Cons of using the compromising conflict management style:

• May result in a suboptimal solution where no one is fully satisfied.
• Can lead to a lose-lose situation if overused.
• Might not address the underlying issues fully.

Pros of using the compromising conflict management style:

• Provides a quick, mutually acceptable solution.
• Balances assertiveness and cooperativeness.
• Useful for resolving conflicts of moderate importance.

✍🏽

Two researchers, Dr. Smith and Dr. Lee, are working on a clinical trial. Dr. Smith wants to use a larger sample size to increase the study’s statistical power, while Dr. Lee is concerned about the budget and prefers a smaller sample size. They agree to use a moderately larger sample size than initially planned but also secure additional funding to cover the increased costs. This compromise allows the study to maintain its statistical integrity while staying within budget, satisfying both researchers’ concerns.