THOMAS KILLMANN AND MITCHELL HAMMER

Conflicts are generally defined as relational disputes between two or more

parties .Conflict is inevitable in organizational life but it needs not have destructive
consequences for the organization .Thomas Kilmann and Mitchell Hammer have
developed models about managing conflicts . What are the differences between
these two models? And what is the usefulness of each one of them?

The Thomas Kilmann conflict mode instrument looks at how an individual’s

behavior is impacted when the concerns of at least two people seem to be
incompatible. It is used for a lot of things such as Aperson’s behavior is described
along two dimensions, or axes: Assertiveness and Cooperativeness. The first one
refers to the extent to which the individual tries to satisfy his or her own wishes
and the second one refers to the extent to which the individual shows concern for
the wishes of the other party involved. Depending on how high or low each
individual’s style is on the assertiveness and the cooperativeness scale , one’s
conflict style is defined , according to the TKI , as one of the following five modes
.Competing based on high assertiveness , low cooperativeness ; Accommodating
based on low assertiveness and high cooperativeness ; collaborating based on high
assertiveness and high cooperativeness ; Compromising based on moderate
assertiveness and moderate cooperativeness and finally Avoiding based on low
assertiveness and low cooperativeness .

For the Intercultural Conflict Style developed by Mitch hammer it is based on

managing disputes and conflicts using direct or indirect strategies to resolve
disagreements between people and also expressing in term of emotions to manage
emotional upset that accompanies conflict. Dr Hammer is the founder of several
organizations that focus on intercultural competence development, conflict
resolution, and critical incident management and crisis negotiation and resolution.
He is also professor emeritus of international peace and conflict resolution in the
school of international service at the American university in Washington D.C. his
model is used by mediators , trainers , managers, and counselors to bridge cultural
differences in solving conflicts .This model has four approaches which are : first of
all the discussion style to communicate we should use direct strategies , clarity in
brief you should say what you mean and mean what you say , second the
engagement style this one is based on verbal direction in communication about
substantive issues , the third one is the accommodation style it is based on indirect
strategies accompanied with emotional restrained approach and the last one is the
dynamic style this one is a bit the same of the others because it uses indirect
messages with more emotionally intense and expressive verbal and also non verbal
communication .

As a conclusion we can say that the two models have exactly the same purpose
which is to help people to manage conflicts and disputes between them, we can use
them interchangeably or together depending on the situation that we have in front
of us.

BIBLIOGRAPHIE:
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