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Conflict Resolution
Student's Name
Institutional Affiliation
Course Number and Name
Instructor's Name
Date
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Introduction
In every human interaction, conflict is an inescapable reality. How one navigates or
manages a conflict, personally or professionally, will significantly influence the quality and
duration of relationships with others. Misunderstandings and disagreements mainly arise from
differences in values, goals, and personality traits. This essay shall analyze my conflict resolution
style based on the concepts of the Thomas-Kilmann Conflict Mode Instrument, with an example
of one such significant disagreement relating to project responsibilities between me and a
colleague. Accommodation is my general approach to a conflict, which has played a massive role
in navigating disputes. By reflecting on this particular conflict, I want to learn how my style
influences the situation's outcome and develop ideas for improving my conflict management
skills. Analyses of this kind will indicate how I conduct conflicts and their shortages; thus, it will
make room for improvement toward more prosperous and harmonious relations in both personal
and professional circles.
Conflict Resolution Concepts
Conflict resolution is a highly multi-dimensional process based on clear insight into the
dynamics of conflict and one's approach to its management. One such basic conceptual
framework on which conflict resolution was founded is the Thomas-Kilmann Conflict Mode
Instrument, which identifies five distinct styles of conflict: competing, collaborating,
compromising, avoiding, and accommodating (McPheat, 2022). These styles reflect various
dimensions of assertiveness and cooperativeness, influencing how people approach and manage
conflict.
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The competing style is highly assertive and low in cooperativeness; here, the individual
intends to win the conflict at the other party's expense. The accommodating style is low in
assertiveness but high in cooperativeness; in other words, the need of another is considered at the
cost of self. The avoiding style shows minimal assertiveness or cooperativeness, leading to
disregard of the conflict (Moriarty, 2018).While the compromising style is moderate in
assertiveness and cooperativeness, it tries to find a middle ground. The collaboration style is high
in both aspects. It is looking for a way to solve the issue in a win-win solution that will satisfy
both parties.
These conflict resolution styles act as everyday tools for making people closer to
understanding how others communicate in disputes or disagreements. They also provide a
framework for analyzing behaviour during conflicts and highlighting what needs improvement
(Shonk, 2019). Moreover, effective communication is deemed another crucial aspect of dispute
resolution. Active listening, expressions of empathy, and clear, assertive communication often
can shift the weight of a conflict's outcome from what otherwise would be devastating to
constructive.
My Conflict Style
Reflecting on the past, I have a very accommodating conflict style. This is characterized
by my need to set aside my wishes to maintain peace and avoid confrontation. While I conform,
seeking to save the relationship, I often do it at the expense of issues left unresolved and internal
frustrations. I tend to conform to keep out of trouble, which has invariably caused a feeling of
dissatisfaction.
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Beside accommodating, I have also found the tendency to avoid any potential for conflict
if I expect it to escalate or experience discomfort. Again, this relieved me from tension in the
short term but, more often than not, leaves the more significant issues unresolved and leads back
into recurring conflicts or passive-aggressive behaviours. My conflict communication style is
indirect because I always try to modulate my words so as not to hurt the other party's feelings
and not aggravate the situation. Sometimes, there is misconception and lack of clarity while
resolving the conflict—good intentions.
Description of the Conflict
One of the notable conflicts was with a colleague, Mike, over some responsibilities on a
critical project. We had been assigned to work on a complex project, and our roles were well-
defined. The conflict ensued when we had different opinions on approaching certain project
areas. The project required us to manage various aspects, but we were divided regarding division
in running the activities. We should work on different tasks individually per our strengths, while
Mike wanted to integrate them so that we worked on all the tasks together.
In particular, Mike and I did not share the same view regarding task division. Mike
needed to do some tasks because of his expertise in advising, while Mike thought I was supposed
to take on more responsibilities. The conflict escalated as we wanted to avoid giving in to the
other, and our communication could have been better.
Initially, I approached the conflict with my natural style of accommodating. In other
words, I gave in to Mike's wishes to avoid any possible conflict and to get on with the paper.
Despite these attempts at accommodation, the disagreement remained there, and deep-seated
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problems still needed to be resolved. Doing this would create less tension, and the collaboration
would go smoothly. This created several issues. My reluctance to express my misgivings and
fight for my point of view led to a mix-up in the roles, which affected the overall project's
effectiveness.
Analysis of the Conflict
Applying the TKI framework to this conflict provides several insights. While my attempt
to adopt an accommodating style was meant to be positive, it left the conflict unresolved. In
always giving in to what they wanted rather than sticking with my needs, there was a dynamic
set-up in which my concerns were still needed (The Myers-Briggs Company, 2020). This
approach was frustrating to both parties and did not address the fundamental issues of task
distribution and position in project management.
From a communication perspective, I tended not to confront directly and relied on
indirect communication, which contributed to misunderstandings (Andreev, 2021). Effective
conflict resolution usually requires clear, direct communication and active listening of the
messages relayed, both of which were absent in this case. Since no open dialogue occurred, the
conflict remained there, and neither of the two parties was satisfied.
Emotionally, it was tough. This accommodating style was motivated by the desire to
avoid conflict and seek harmony, but in the end, it frustrated me and made me feel resentful
inside. Those feelings further encouraged me to withdraw rather than get to the root cause of the
problem (Andreev, 2021). Recognizing that emotional motives can be brought out in a person
due to conflict is very important because those emotions tend to shape the response and results of
conflict.
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Reflecting on other styles, I see that a more collaborative style would have been more
helpful in this situation. Such dialogue with my colleague, oriented towards mutual
understanding and finding a solution that addressed the issues on both sides, might have resulted
in an effective resolution. Collaboration is characterized by a high degree of assertiveness and
cooperativeness and creates an atmosphere where both parties feel their concerns are considered.
Resolution or Current Status of the Conflict
The conflict with my colleague was finally resolved after further discussions. We
readjusted the task distribution and agreed on a more feasible plan. Currently, it is playing more
toward the strengths and interests of both of us in doing the work. This experience made me
reflect upon my approach toward conflicts and realize the need to balance accommodation with
more assertive communication and the readiness to confront emerging disputes.
This experience has made me rethink my conflict resolution style and how I need to bring
in some changes. In the future, I want to weld in some elements of collaboration with a healthy
dose of assertiveness. I plan to manage conflicts more effectively and achieve better outcomes in
future interactions by actively engaging in open dialogue and addressing concerns before they
escalate.
Conclusion
In conclusion, analyzing my conflict resolution style, the Thomas-Kilmann Conflict
Mode Instrument results have given me an in-depth insight into managing disputes. My
accommodating style has the strength of maintaining harmony but wants to get to the underlying
concerns and efficiently resolve conflicts. Thus, this analysis again underscores the importance
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of balancing accommodating tendencies toward assertiveness and collaboration. Not to mention,
engaging in open discussion and confrontation will increase the likelihood of resolutions that
work and will help strengthen my interpersonal relationships. In the future, I will be more
resolved to apply what I have learned to handle any conflict in a manner most suitable for
addressing my and other people's needs in the process. Understanding and adjusting one's
conflict style is essential for self-improvement and making relations tangibly resilient. This self-
awareness can now lead me to fashion more balanced and constructive interactions in my
personal and professional life.
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References
Andreev, I. (2021, September 17). 5 conflict management styles every manager must know.
Valamis. https://www.valamis.com/hub/conflict-management-styles
McPheat, S. (2022, October 4). What is the Thomas Kilmann Conflict Management Model?
MTD Training. https://www.mtdtraining.com/blog/thomas-kilmann-conflict-
management-model.htm
Moriarty, T. (2018, November 12). The 5 styles of conflict management. Plant Services.
https://www.plantservices.com/management/leadership-skills/article/11296415/the-5-
styles-of-conflict-management
Shonk, K. (2019, April 23). 3 Negotiation Strategies for Conflict Resolution. PON - Program on
Negotiation at Harvard Law School. https://www.pon.harvard.edu/daily/dispute-
resolution/3-negotiation-strategies-for-conflict-resolution/
The Myers-Briggs Company. (2020). Thomas-Kilmann Conflict Mode Instrument (TKI®).
Themyersbriggs.com.
https://www.themyersbriggs.com/en-US/Products-and-Services/TKI
