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Reflection Paper on Thomas Kilman Conflict Mode Instrument Results

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Reflection Paper on the Thomas Kilman Conflict Mode Instrument Results

My test results show a Compromising mode in the event of conflict resolutions which, I believe is consistent with my assertive and cooperative personality.

In situations of conflict, I strive to find some expedient, mutually acceptable solution that partially satisfies concerned parties. The aforementioned mode falls between competing and accommodating. Compromising gives up more than Competing but less than Accommodating. In the same manner, an issue is relatively more directly addressed than avoided, but does not explore as much depth as Collaborating. In certain instances, it means splitting the difference between the two perspectives: exchanging ideas or seeking a quick middle-ground solution.

As an individual, I believe we are all capable of using these five conflict-handling modes identified by Thomas Kilman. We are a mix; no individual can be characterized as exclusively having a single style dealing with conflict. However, certain people are characterized by some modes better than others and, therefore, tend to rely heavily on those modes they are identified with than the others—whether because of temper or practice. I think the way we deal with conflicts also results from both our personal predispositions and the requirements of the situation in which we find ourselves.

Drawing from what has been discussed in class, we recognise parallelisms with the studies that have been discussed and the results of the test performed on different individuals.

In the same manner, cultivating trust, respect and understanding promotes the best outcomes.

As stipulated in Madeleine Leininger’s Culture Care Diversity and Universality Theory, we can use three approaches to facilitate delivery of culturally competent care: cultural preservation, cultural accommodation, and cultural repatterning.

Accommodating that are valued by a specific culture usually produces the desired outcome, but it must be based on knowledge of the culture. A healthcare professional can gain this knowledge from conversations, direct assessment, and other resources.

Failure to provide culturally competent care may result from a lack of or inadequate understanding, organizational pressure concerning productivity, or peer influence. Ethnocentrism, cultural blindness and cultural imposition of a culture on another, and cultural conflict arising from misunderstandings all can diminish or destroy a relationship.



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