The Use and Misuse of a Competing Style in Conflict Management
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The Thomas-Kilmann Conflict Mode Instrument, available from Consulting Psychologist Press (http://www.cpp.com/products/tki/index.asp), identifies five conflict styles – competing, compromising, collaborating, avoiding, and accommodating – and provides guidelines regarding when each is appropriate in conflict situations.
The conflict style profiles developed by Kenneth W. Thomas and Ralph H. Kilmann portray competing as a power driven mode being high in assertiveness and low in cooperativeness. It puts parties in a win/lose relationship where one attempts to achieve his/her goals at the expense of another.
It may involve “hard bargaining” or the use of a person’s authority, position, wealth, or other forms of influence. There is not much consideration for the feelings, views or goals of the other party nor is there interest in collaboration or compromise.
The goal is to win or succeed in achieving one’s desired outcome when pitted against that of another who desires something different.
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