In administrative conflict management, public service officers utilize different behavioural modes to resolve workplace disputes. Match each conflict handling style from the Thomas-Kilmann model on the left with its corresponding operational approach on the right. Which pairs correctly connect each style to its defining behaviour?
- Collaborating StyleHigh assertiveness and high cooperativeness, focusing on interest-based bargaining to achieve an integrative win-win outcome.
- Avoiding StyleLow assertiveness and low cooperativeness, sidestepping or postponing confrontation with an opposing party.
- Accommodating StyleLow assertiveness and high cooperativeness, yielding one's own position to preserve harmony and satisfy the other party's demands.
- Competing StyleHigh assertiveness and low cooperativeness, using formal authority or position power to force compliance regardless of the other party's interests.
Answer
Collaborating Style matches with high assertiveness and high cooperativeness aiming for win-win outcomes; Avoiding Style matches with low assertiveness and low cooperativeness focused on postponing conflict; Accommodating Style matches with low assertiveness and high cooperativeness prioritizing harmony; Competing Style matches with high assertiveness and low cooperativeness using authority to enforce compliance.
Each conflict style directly corresponds to a specific combination of assertiveness and cooperativeness in administrative decision-making. Collaborating pairs with high assertiveness and high cooperativeness for mutual gain; Avoiding pairs with low assertiveness and low cooperativeness for passive deferral; Accommodating pairs with low assertiveness and high cooperativeness for relationship preservation; Competing pairs with high assertiveness and low cooperativeness for authoritative enforcement.
Step-by-Step Solution
Key Concept
Thomas-Kilmann Conflict Mode Model