What are the five conflict-handling styles identified by Thomas-Kilmann?

The five conflict-handling styles identified by Thomas-Kilmann are collaborating, avoiding, competing, accommodating, and compromising. Each of these styles represents a different approach to dealing with conflict, which can be crucial in various organizational settings.

Collaborating involves working together to find a solution that fully satisfies both parties, creating a win-win scenario. Avoiding focuses on sidestepping the conflict entirely, which may be useful in situations where the stakes are low or where a resolution isn't immediately necessary. Competing is a more assertive approach where one party seeks to win at the expense of the other, often applicable when quick decisions are needed or when an unpopular decision must be enforced. Accommodating entails putting the needs of the other party first, often leading to a resolution that may not satisfy oneself but preserves relationships. Compromising is about finding a middle ground where both parties give and take a little, leading to a mutually agreeable solution.

This set of conflict-handling styles helps individuals and organizations identify their preferred method of dealing with disagreements, facilitating better conflict resolution and more effective teamwork.