Effective Conflict Resolution Using the TKI Model

The video tutorial explores the Thomas-Kilmann Conflict Mode Instrument (TKI) model, a tool for conflict resolution. It introduces the model's two key dimensions: assertiveness and cooperativeness, and explains the five conflict resolution styles: competing, collaborating, compromising, avoiding, and accommodating. The tutorial provides examples of each style and demonstrates how to apply the model in a workplace scenario. The video concludes by highlighting the benefits of using the TKI model to transform conflicts into opportunities for growth and innovation.

Who developed the Thomas-Kilmann Conflict Mode Model?

• Kenneth Thomas and Ralph Kilmann

• Sigmund Freud and Carl Jung

• John Doe and Jane Smith

• Albert Einstein and Isaac Newton

What are the two key dimensions of the TKI model?

• Aggressiveness and Passiveness

• Efficiency and Effectiveness

• Assertiveness and Cooperativeness

• Creativity and Feasibility

Which conflict resolution style focuses on winning and asserting one's needs?

• Competing

• Collaborating

• Compromising

• Avoiding

What is the goal of the collaborating conflict resolution style?

• Focusing on others' needs

• Finding a middle ground

• Avoiding the issue

• Achieving a win-win for both parties

Which conflict resolution style aims for a middle ground?

• Accommodating

• Collaborating

• Compromising

• Competing

What does the avoiding conflict resolution style do?

• Sidesteps or defers the issue

• Seeks a win-win solution

• Focuses on others' needs

• Aims for a middle ground

Which conflict resolution style focuses on others' needs?

• Accommodating

• Compromising

• Collaborating

• Competing

In the workplace conflict scenario, what style does Jasmine adopt?

• Avoiding

• Competing

• Compromising

• Collaborating

What style does Edward choose to balance creativity with feasibility?

• Compromising

• Competing

• Collaborating

• Avoiding

What can applying the TKI model thoughtfully turn conflicts into?

• Team failures

• Opportunities for growth and innovation

• Personal disagreements

• Unresolved issues