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THOMAS-KILMANN CONFLICT, THOMAS-KILMANN AND MBTI PERSONALITY TYPES, THOMAS…
THOMAS-KILMANN CONFLICT
Competing
power-oriented mode
pursues his own concerns at the other person’s expense.
Standing up for your rights
defending a position which you believe is correct
want to win
Collaborating
both assertive
cooperative
can work with others
try to find a creative solution to an interpersonal problem
collaborating, try to work things out together
Compromising
moderate in both assertiveness and cooperativeness.
Mutually acceptable solution
partially satisfies both parties
exchanging concessions
seeking a quick middle-ground solution
anything, everything can
Avoiding
unassertive
uncooperative
does not deal with the conflict
simply withdrawing from a threatening situation
try to avoid and dont do anything
Accommodating
cooperative
unassertive
neglects his own concerns to satisfy the concerns of the other person
obeying another person’s order
what you say also can
THOMAS-KILMANN AND MBTI PERSONALITY TYPES
Thinking-Judging (TJ) / Competing conflict management style.
Handle conflict logically
handle a issue sooner than later
Thinking-Perceiving (TP) Collaborating conflict management style.
Devote extended time to handling conflicts
think come up with creative solutions
may look into emotional needs of others at times
Feeling-Judging (FJ)/ Accommodating conflict management style
Strive for peace
who try to logically analyze and prolong a conflict.
Feeling-Perceiving (FP) / Compromising conflict management style
Actively listen to all points of view
give others an equal chance to explain their opinions.
Feeling-Judging (FJ) / Avoiding conflict management style.
keep the peace and sometimes end conflicts prematurely
more time to prepare for the issue
low-stress approach
withdrawing from the conflict
THOMAS-KILMANN AND MBTI PERSONALITY TYPES
thinking
understand the opinions of all parties
create logical alternative solutions
focus on analyzing and tolerating others
feeling
empathize with the interests of all parties
think for others
rather change than make others change
accepting and appreciating others
Judging
make decisions based on agreed-upon standards
necessary time to efficiently problem-solve
clear idea of the outcome
when issue solve don't like to bring up conflict
Perceiving
use facts and check assumptions
exercise negotiation
actively listen
seek mediators to ensure harmony.