SCORING THE THOMAS-KILMANN CONFLICT MODE ISTRUMENT

Competing Collaborating Compromising Avoiding Accommodating

(Forcing) (Problem Solving) (Sharing) (Withdrawal) (Smoothing)
1. A B
2. B A
3. A B
4. A B
5. A B A
6. B A
7. B A
8. A B
9. B A
10. A B
11. A B
12. B A
13. B A
14. B A
15. B A
16. B A
17. A B
18. B A
19. A B
20. A B
21. B A
22. B A
23. A B
24. B A
25. A B
26. B A
27. A B
28. A B
29. A B
30. B A
Total the number of letters circled in each column.
THOMAS-KILMANN CONFLICT MODES: Interpreting Your Scores
Conflict Style Situations where appropriate Situations where inappropriate
1. The issue is trivial. 1. The issue is complex.
2. Speed by decision is needed. 2. The issue is not important to you.
3. Unpopular courses of action is implemented. 3. Both parties are equally powerful
4. Necessary to overcome assertive subordinates. 4. A decision does not have to be made quickly.
5. Unfavorable decisions by the other partymay be costly to you. 5. Subordinates possess high degreeof
Competing “Shark” competence.
6. Others lack expertise to make technical decisions.
7. Issue is important to you.
1. Issues are complex. 1. Tasks or problems are simple.
2. Synthesis of ideas is needed to come upwith better solutions. 2. An immediate decision is required.
3. Commitment is needed from other partiesfor successful implementation. 3. Other parties are unconcernedabout the
4. Time is available for problem solving. outcome.
5. One party alone cannot solve the problem. 4. Other parties do not have problemsolving skills
Collaborative “Owl”
6. Resources possessed by different partiesare needed to solve their common
problems.
1. Goals of parties are mutually exclusive. 1. One party is more powerful.
2. Parties are equally powerful. 2. Problem is complex enough to need problem-
3. Consensus cannot be reached. solving approach.
Compromising 4. Integrating or dominating style is notsuccessful.
“Fox” 5. Temporary solution to a complex problemis needed.
1. The issue is trivial. 1. The issue is important to you.
2. The potential dysfunctional effect of confronting the other part outweighs 2. It is your responsibility to makedecisions.
benefits of resolution. 3. Parties are unwilling to defer; the issuemust be
Avoiding “Turtle” 3. Cooling off period is needed. resolved.
4. Prompt attention is needed.
1. You believe that you may be wrong. 1. The issue is important to you.
2. The issue is more important to the other party. 2. You believe that you are right.
3. You are willing to give up something in exchange for something from the 3. The other party is wrong orunethical.
Accommodating otherparty in the future.
“Teddy Bear” 4. You are in a position of weakness.
5. Preserving relationship is important.

Your profile of scores indicates the repertoire of conflict handling skills that you possess and use in conflict situations. One of the most often asked questions is"What are the right
answers?" In this type of test, there are no "right" answers. All five modes of handling conflict are useful in various situations, and each represents a set of useful social skills. The
effectiveness of any handling of conflict depends on the requirements of the conflict and the skill that is employed.

Each of us can use all five conflict modes, and none of us can be characterized as having a single rigid style of dealing with conflict. However, becauseof personality traits or by habit,
individuals tend to use one or two modes at a greater frequency than the others.