Your conflict behavior in the workplace is therefore a result of both your personal predispositions and the requirements of the situation in which you find yourself.
The TKI is designed to measure this mix of conflict-handling modes.
The TKI is designed to measure a person's behavior in conflict situations.
"Conflict situations" are those in which the concerns of two people appear to be incompatible.
Part One detailed the causes of conflict in health care, explored the hidden costs of conflict, and explained the three stages of the conflict model. Nursing managers spend between 25 and 40 percent of their time dealing with conflict, according to various surveys and estimates.
Doesn’t it make sense that your organization would actively seek out and promote those individuals that demonstrate early in their careers the ability to address conflict in productive ways?
Each of the five styles comes with its own set of advantages and disadvantages.
Do you recognize your preferred style of dealing with conflict here?
Each of us has characteristics inherent in our personality style that reflect our unique wants, needs, and values.
Similarly, we all have a characteristic style or manner in which we deal with conflict.
Whether you’re a nurse manager or an advancement-minded staff nurse, one of the best career strategies you can employ is to become adept at managing and resolving conflict.
Many experts have studied the ways in which people respond to conflict.
In such situations, we can describe an individual's behavior along two dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person's concerns.