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A conflict style inventory is a written tool for gaining insight into how people respond to conflict. Typically, a user answers a set of questions about their responses to conflict and is scored accordingly. Most people develop a patterned response to conflict based on their life history and history with others.
Stonewalling occurs when parties create mental and physical distance to avoid conflict by appearing busy, responding in grunts, and disengaging from the communication process. [7] [6] Gottman's and Levenson's research found it to be most common among men and a very challenging behavior to redirect once it becomes habitual. [4] [3]
[8] One criticism of the instrument was that it was given so often in employment situations, as one newspaper columnist wrote in 1993, "I’ve taken the test so many times I know what answers will get the desired outcome." [9] Others praise the TKI as a reliable, valid measure of personality. [10]
Thomas and Kilmann proposed five modes of conflict management, developed from 1960 to 1975, which can be used to handle particular conflicts. [2] The United States Institute for Peace has published a free modified version of the Thomas-Kilmann test. [8] In that test collaborating is called problem solving.
The Conflict Lens is founded on the belief that the concept of style is limited in that it does not inform a person what behaviors would be most valuable in successfully resolving conflict and that conflict resolution is based more on situational context than on dominant style (Callanan, Benzing, and Perri, 2006). [1]
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
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