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THomesh

The document discusses different approaches to conflict resolution including the Thomas-Kilmann model which describes 5 styles: avoiding, accommodating, competing, compromising, and collaborating. It provides examples of each style and how it can be applied to resolve conflicts.

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Aakash Raj
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49 views15 pages

THomesh

The document discusses different approaches to conflict resolution including the Thomas-Kilmann model which describes 5 styles: avoiding, accommodating, competing, compromising, and collaborating. It provides examples of each style and how it can be applied to resolve conflicts.

Uploaded by

Aakash Raj
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Team Members:

Prashanth Kampadandi
Sampath
Vamsi Krishna
Roshan
Ramudu
Meenesh
Saigopi
Srilaxmi
Lokesh
Prasanaa kumar
 In the 1970s, researchers Kenneth Thomas and Ralph Kilmann developed a
model for conflict resolution.
 It was called the Thomas-Kilmann model after them.
Under this model, the term ‘conflict’ is described as the condition in which
people’s concerns can’t be compared with the others.
 If two or more people or groups care about things that are contradictory to
each other, then the outcome is conflict.
What is
A conflict is a struggle and a clash of interest, opinion, or
even principles.
Conflict will always be found in society; as the basis of
conflict may vary to be personal, racial, class caste ,political
and international.
Conflict may also be emotional, intellectual, and theoretical,
in which case academic recognition may, or may not be, a
significant motive.
CONFLICTS WILL ARISE :

Opposing Goals.
Personality difference.
Difference in values.
HOW TO RESOLVE CONFLICT:
Meditation.
Thomas Kilmann method of resolving.
Building strong relationships.
ACCOMMODATING:
It comes under both Assertive and cooperative.
This style tells us something we have to follow another person order if we not like
to do so.
This style resolves the conflicts in some situations
EXAMPLE:
Raghav loves to work in jim he has a good connection with all except Karan.
Karan asks Raghav to swap his shift, But Raghav doesn’t like it but he does.
So tension doesn’t arise and he doesn’t see a reason to increase tension.
AVOIDING:
It is an non Assertive and non Cooperative.
We have to use where by delaying the deadline or decision and then by giving
some cooldown time then we will get more time to solve the conflict.
EXAMPLE:
Raghav and karan are having a conflict around the new marketing campaign..
Both of them having conflict around 2 points.
Then their manager shiv reaches there and then allots another task for both of
them for one day and next day talk with both of them and solved the problem.
Because of delay he got the time to resolve the problem.
COMPETING:
It is Assertive and non comparative.
We must use this style when you need to resolve the conflict immediately.
But we should use technique all the times.
EXAMPLE:
Karan has been working for many years in Media production company.
Raghav just came to work there and Karan is explaining the work culture and
middle of that Raghav has got an innovative and he want to share but instead of
listening Karan says we are doing you have to do like that at where conflict arise.
And if Raghav calms down there is no conflict in that situation.
COMPROMISING:
It comes under both assertive and cooperative.
If a group of people working together people need to sacrifice themselves in some
situations and they need to be compromised to resolve conflict.
EXAMPLE:
Raghav and Karan had started a business and done for 6 months and they got a
profit.
Know they are planned to invest on something.
Raghav wants to buy a New car.
Karan wants to invest on property.
Due to that conflict arise then both should compromise and decide the needful.
COLLABORATING:
 Collaborating, the most beneficial outcome in the Thomas-Kilmann
conflict model. is both assertive and cooperative.

 This mode is the complete opposite of avoiding.

 Collaborating includes a voluntary effort to work alongside the opposition


to find a perfect solution that wholly addresses the collective problem.

 Collaborating involves deep-diving into an issue to locate the critical


demands of the concerned individuals or parties.
BRAINSTORMING:
Brainstorming is a group creativity technique by which efforts are
made to find a conclusion for a specific problem by gathering a list of
ideas spontaneously contributed by its members.
In other words, brainstorming is a situation where a group of people
meet to generate new ideas and solutions around a specific domain of
interest by removing inhibitions.
People are able to think more freely and they suggest as many
spontaneous new ideas as possible.
 All the ideas are noted down without criticism and after the
brainstorming session the ideas are evaluated
The last outcome in the Thomas-
Kilmann conflict model falls on the
average point on the assertiveness
and cooperativeness scales.

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