Small-Group – Conflict Management

Small-Group – Conflict Management

Student’s name

Institutional Affiliation

Kodikal et al., (2014) recognizes the importance of using Thomas-Kilmann’s 5 conflict management strategies. The first strategy is the competition that involves satisfying personal interests irrespective of the impact on other members. The second strategy is collaborating. This involves solving a conflict with a desire to satisfy the desires of all group members. The third strategy is avoiding that involves the desire to suppress or withdraw from a conflict. The fourth strategy is the accommodation that involves one party prioritizing the interest of the other party. The last strategy is compromising. In this strategy, each party is willing to give up something to solve a conflict.  According to Kodikal et al., (2014), each style is effective in managing conflict depending on the situation. For example, when an integrative solution is required, a collaborative approach should be used. When a quick decision is required, the competition strategy may be more effective. The best thing is to evaluate a situation and select the most appropriate style.

The article provides useful information that can help a team in conflict. Groups can evaluate the conflict at hand and the current situation to identify an effective strategy to solve their conflict from Thomas-Kilmann’s 5 conflict management strategies. This information will also be useful in solving any conflicts in our group when preparing for the final course assignment (Thomas & Kilmann, 2009). The intervention has several strengths. First, it considers that different conflict management strategies are required in different situations. This means that groups can consider the most appropriate strategy (Kodikal et al., 2014). Second, when properly understood, identifying the most appropriate strategy is simple and clear. However, the intervention has one key challenge. A wrong choice of strategy can worsen the conflicts. For example, the use of competition when an integrative solution is required can create a bigger conflict.

References

Kodikal, R., Rahman, H. & Pakeerrappa, P. (2014). Conflict Management Strategies – A Comparative Analysis of the Employees Working For Service Sectors. International Research Journal of Business and Management, VII (8), 1-12.

Thomas, K. W., & Kilmann, R. H. (2009). Thomas-Kilmann conflict mode instrument [Self-assessment]. Mountain View, CA: CPP.