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The Thomas-Kilmann model is a practical tool in conflict resolution as it helps individuals understand their preferred conflict-handling style and adapt it to the situation. The model identifies five primary conflict-handling modes: competing, collaborating, compromising, avoiding, and accommodating. Each mode is based on a combination of assertiveness and cooperativeness. For instance, in a competing mode, which is characterized by high assertiveness and low cooperativeness, the focus is to get one's perspective accepted. By understanding these modes, individuals can choose the most effective approach to resolve conflicts, leading to improved workplace dynamics.
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The Thomas-Kilmann model identifies five primary conflict-handling modes based on assertiveness on the y-axis and cooparativeness on the x-axis. For example, in a competing mode, which is fueled by high assertiveness and low cooperativeness, the focus of the conflict is to get your perspective accepted. Understanding one's preferred conflict-handling style and then adapt it to the situation can lead to more effective resolutions and workplace dynamics.
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As the workplace goes through a transformative time with the rise of automation and AI, what can employees do to optimize their human potential? Use t...
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