Individual Reflection Essay on Thomas-Kilmann Conflict Mode Instrument

Individual Reflection Essay on Thomas-Kilmann Conflict Mode Instrument

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Individual Reflection Essay on Thomas-Kilmann Conflict Mode Instrument

Introduction

Thomas-Kilmann conflict modes provide an amicable insight through which an individual can determine the appropriate measures in conflict resolutions (Thomas & Kilmann, 2012). As such, the paper analyzes my reflection on what I have learned from the group process, how my team applies the Thomas-Kilman conflict mode instrument, how experience with the conflict mode benefits my behavior as analysis, and my thoughts on working on won biases. Also, the paper describes the steps I would take to avoid bias in my Treatment and my thoughts on core ethical principles.

Reflection of What Learnt from the Group Process

The group process enabled me to learn the Thomas Kilmann conflict mode instrument. Learning the Thomas-Kilmann conflict mode instrument created a framework through which an individual can get adopted by people in a conflict or negotiation situation. The framework entails four models: competing, collaboration, avoiding, and accommodation (Thomas & Kilmann, 2012). The competing model creates a situation where every individual in the conflict tries to dominate the situation to get amicable support from the third party. Also, collaboration defines the integration process where the conflicting parties try to collaborate, aiming to reach an agreement (Schaubhut, 2018). However, there exists a situation where a person in conflict chooses to neglect to avoid unnecessary agreement. Neglecting entails avoiding arguments in all aspects. Moreover, accommodation defines the last modes of dealing with conflict according to Thomas-Kilmann’s theory.

How my Team Applies the Thomas-Kilmann Conflict Mode Instrument

My team also applies the Thomas-Kilmann conflict modes when determining the steps through which the conflict gets examined and how different types of people use a variety of scenarios to solve the conflict. The first mode instrument defines competing, where the conflicting parties compete for a common goal. Competition creates a framework through which an analyst can define zero orientation since the conflict starts from a zero point of view. It is also a power struggle which is a loose or wins situation. Collaboration also defines the expansion of the possible options (Thomas & Kilmann, 2012). It creates a mechanism where the win or outcome is generated through a creative option and opinion. Consequently, compromising defines the Kilmann conflict mode, which my team should apply to enhance the continuity of the conversation and generate respect. Compromising examines strategies where the relationship gets preserved through collective agreement and the ability of the conflicting parties to create a comprehensive dialogue to hear the interest of all the parties. As a result, the team applies compromising strategies to enhance inclusivity and oneness, thereby creating the brotherhood. Avoiding mode in the framework enables the conflicting parties to withdraw from the situation and enhance oneness through corrective measures (Bădiţoiu & Stănescu, 2018). It also enables an individual or the group to maintain a neutral approach to the disagreement and gives the space for generating a comprehensive outcome to conflict resolution. Furthermore, the accommodation mode enables the parties to accede to other parties during conflict hence maintaining the harmony and the need to generate the expatriate conflict resolution model. Therefore, the team applies the conflict modes of Thomas-Kilmann to generate the assertiveness which determines the desire, outcome, needs, and agendas.

How the Experience with the Conflict Mode Instrument will benefit my Behaviors as an Analyst when faced with real-life Ethical Situation

As an analysis, the experience with the conflict modes generated by Thomas-Kilman will benefit my behaviors through several approaches. It provides a mechanism through which I can understand different types of people, their emotions, and their motives during a disagreement. Some people like avoiding modes to maintain peaceful coexistence (Bădiţoiu & Stănescu, 2018). However, avoiding the conflict can be dangerous since it leaves the conflict unresolved. Also, I can analyze an individual taking the avoidance mode as someone who fails to address the issue. According to my perspective, analyzing accommodation involves acknowledging the concerns of all the parties by giving away all the ideas and generating all the parties’ views and interests.

My thought on how I work on my Own Biases

Working on my own bias creates an amicable insight through which I can generate all the new ideas and techniques for handling conflict resolution to create mutual coexistence (Thomas & Kilmann, 2012). As such, I handle my bias by understanding the groups involved in the conflict. After understanding the group, I will determine the criteria through which conflict resolutions can be perceived through peaceful processes and extrapolate the ideas involving union and togetherness. Increasingly, avoiding the ignorance of conflict can help me work on the bias. Clarifying all the issues also creates an enabling environment through which I can generate ideas and determine the possible solutions to the issues. Continuous monitoring and generating follow-up procedures will enable me to avoid bias, enhancing equity in idea generation.

Steps I would take to ensure there is no bias in my Treatment.

Avoiding the bias in my Treatment involves using profitable procedures to eradicate the detriment. As such, the first step is to accept that everyone has unconscious biases. Also, making considerable decisions creates an insight through which I can avoid bias in decision-making. Consequently, paying attention to bias-related activities to protected characteristics like sex, race, gender, and religion will give me critical solutions through self-cognition. Setting the rules for the behaviors by not tolerating interruptions in the group and ensuring everyone gets a fair hearing (Thomas & Kilmann, 2012). Furthermore, avoiding making assumptions and using rotes to avoid stereotypes will create a condition of apologizing when the situation is wrong.

My thoughts on the core principles in the ethics code for Behavior Analyst I had a chance to uphold during the group experience

As a behavior analyst, my thoughts on the core principles of ethics like beneficence, non-maleficence, autonomy, and justice are based on those codes’ ability to solve the conflict in a respectable manner. Beneficence gets based on doing good things to others hence acting as an example. Non-maleficence entails avoiding harm in conflict resolution and remaining neutral (Cordell, 2018). Also, the principle of autonomy entails control by an individual through fairness which defines justice. As such, I would consider using all the principles of ethics to accelerate the conflict resolution process. Therefore, upholding the group experiences enhance justice and fairness.

Conclusion

Using Thomas-Kilmann conflict resolution modes helps generate comprehensive formulas in conflict resolution. It defines different types of people in the conflict resolution process. Therefore, using the framework enables me to understand the bias and avoid the detriment that may hinder the conflict resolution process through the core ethical principles.

References

Bădiţoiu, L. A., & Stănescu, A. (2018). A strategic approach to conflict management systems. Revista de Management Comparat International, 19(5), 487-496. https://rmci.ase.ro/ro/no19vol5/04.pdfCordell, A. (2018). Thomas-Kilmann Conflict Mode Instrument. In The Negotiation Handbook (pp. 79–81). Routledge.

Schaubhut, N. A. (2018). Technical brief for the Thomas-Kilmann conflict mode instrument description of the updated normative sample and implications for use CPP research department. 2007. TKI_ Technical_Brief. Pdf (Accessed on 5 April 2018).

Thomas, K. W., & Kilmann, R. H. (2012). Conflict mode instrument. Langara College.