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Conflict Questionnaire
Institution Affiliation
The conflict style suggested by the questionnaire
Through focusing on the conflict mode instrument by Thomas Kilmann, there are several
conflict management styles that he argues are the best in helping solve conflicts. These conflict
styles are based mainly on two dimensions which are assertiveness and cooperativeness (Thomas,
2008). The suggested style by the questionnaire is the collaborating conflict style. This is the
conflict style where an individual decides to partner or pair with another person or another party
so that they may achieve both of their goals.
The result of collaborating style
I totally agree with the result of the collaborating style. It is indeed true that one may need
to be above average cooperation and assertiveness. Also, two people working together can come
up with better answers than when one does it individually. This is because working together as
two people create a big room or space for everybody?s ideas (Riasi and Asadzadeh, 2015). Hence,
having several ideas can indeed help in coming up with a solution other than doing it individually.
Also, working together creates room for individuals to correct one another and hence come up
with a better answer.
How collaborating style helps find a solution
Collaborating style helps in finding a solution to a problem because it tends to involve more
than one person. Through using this model, people partner with others and therefore, they usually
try to find a win-win situation which will satisfy the concerns or worries of both individuals.
Therefore, this style helps solve conflicts because people will work together so that they may
identify the underlying wants and needs of both individuals. It enables the two individuals to learn
from each other?s insight and try to find a solution to a particular problem.
How collaborating style hinders one from finding a solution
Although it helps to find a solution in a conflict, collaborating style may also hinder finding
or getting a solution to a conflict. This is because for this style to be effective, there is need of a
high degree of trust between the two individuals. Hence, if there is no trust then no solution can
be found. It also requires a lot of time for people to reach a consensus. This may hinder the process
of finding a solution because of disagreements that may arise which may result in a solution not
being found.
Riasi, A., & Asadzadeh, N. (2015). The relationship between principals? reward power and their
instrument. Management Science Letters, 5(6), 611-618.
Thomas, K. W. (2008). Thomas-Kilmann Conflict Mode. TKI Profile and Interpretive Report, 111.

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