When acting as a turtle, people tend to hide in their shells in an attempt to avoid conflict and confrontation. Although a collaborating approach is the preferred style in a problem-solving approach to conflict – where conflict is seen as a problem needing to be addressed rather than as a competition between opposing parties – there are times when each of the approaches can be appropriate. The following is a brief description of each of the styles and some examples of where each style might be appropriate (largely based on Blake and Burrell ). (See Figure 2.) Figure 2: Five conflict management styles: goal and relationship matrix I also like the additions of the animals as a metaphor for each of the styles. ![]() I find it more helpful to think about the five styles as being on a matrix based on how important the goal is to you and how important the relationship is to you. ![]() Figure 1: Five conflict management styles: assertiveness and cooperativeness matrix These five styles, identified by Kenneth Thomas in 1971 and since refined by him and his colleague Ralf Kilmann, are widely used, particularly in discussion of management styles.Īccording to Thomas and Kilmann, the five styles can be placed on a matrix involving two underlying dimensions: assertiveness and cooperativeness (see Figure 1). ![]() I find the five styles of conflict management a useful, easy-to-understand way of thinking about different approaches to ways of responding to conflict:
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |