英国基因工程学论文代写：托马斯-基尔曼冲突模式工具
托马斯-基尔曼冲突模式工具是一种处理冲突的模型，它基于冲突双方的自信程度或合作程度。当他们的合作水平较低，他们的自信水平较低，那么冲突一方可能会避免冲突。另一方面，根据该模型，当他们的合作水平较低，但他们高度自信，然后他们变得有竞争力，在冲突中保持自己的立场。当冲突的一方高度合作且不那么武断时，他们会被视为乐于助人，而高度合作且非常武断的一方则会被视为合作者。现在根据Thomas Kilmann冲突模式工具，不同的冲突管理风格可以在组织上下文中被识别出来。如上所述的第一种适应方式是，个人可能最终会大量合作，而当对方对公司有更多有利的主张时，这种方式就会有效。
英国基因工程学论文代写：托马斯-基尔曼冲突模式工具
第二种是回避。当个人避免冲突时，它可能对组织没有太大用处，尤其是当冲突是必需的时候。它将帮助个人更加自信地追求他们需要的东西。另一方面，在一些问题上，最好是让问题自行解决，而不是与之斗争，因此最好是避免。第三种冲突管理风格是协作管理。在合作中，冲突双方将结成对，以便找到双方都满意的解决方案。然而，这种冲突管理方式需要在培训和费用方面进行大量投资。只有员工之间建立了适当的信任水平，员工才能够采用这种冲突管理风格。
英国基因工程学论文代写：托马斯-基尔曼冲突模式工具
The Thomas-Kilmann Conflict Mode Instrument is a model for handling conflicts based on the how assertive or how cooperative the two parties involved in the conflict are. When their cooperative level is low and their assertive level is low, then a party of conflict might be avoiding it. On the other hand, according to the model when their level of cooperation is low but they are highly assertive then they become competitive in maintaining their stance in the conflict. When a party to the conflict is highly cooperative and is less assertive then it would be viewed that they are accommodating and a party who is highly cooperative and is highly assertive would be viewed as a collaborator.Now according to the Thomas Kilmann Conflict Mode instrument, different conflict management styles can be recognized in the organizational context. The first style of accommodating as identified above is one where the individual might end up cooperating a lot and this can be effective when the opposite party has more beneficial assertions for the company.
英国基因工程学论文代写：托马斯-基尔曼冲突模式工具
The second style is that of avoidance. When an individual avoids a conflict it might not have much use for the organization especially if the conflict is a required one. It will help the individual to pursue what they need more assertively. On the other hand, there are some issues where it is better to let the issue resolve itself instead of fighting it and hence it is better to avoid. The third conflict management style is that of collaborating. In collaborating, the conflicting parties will pair up, in order to find a solution where both are satisfied. This form of a conflict management style however would require much investment in training and costs. Only when there are proper trust levels established between the employees would the employees be able to adopt this conflict management style.