The strength of a healthcare administration leader can be evaluated objectively through self-evaluation surveys. One of these if the “Thomas-Kilmann Conflict Mode Instrument” (Thomas and Kilmann 2001). In the event the concerns of two people are incompatible, there are five ways to deal with the conflict. In order to do so, an evaluation of a person’s behavior yields two basic categories of personality: assertiveness and cooperativeness. “Assertiveness” is how far a person will go to satisfy his own desires. “Cooperativeness” is how far a person will go to satisfy another person’s desires. There are varying degrees of each category and the self-survey shows the degree the person taking the survey shows the behavior.
Competitiveness is a mindset about power, uncooperative and assertive. A competitive individual puts his needs above another person’s. On the positive side, this trait means taking a stand for a strong belief; negatively, it means just trying to win.
Accommodating is the opposite of competitive. This person neglects his own desires to allow another person to achieve theirs. This person is self-sacrificing. On the one hand, an accommodating person gives without thought to self. On the other hand, he will obey someone else even when he thinks they are wrong.
An avoiding person doesn’t want to take a stand for either his own desires or someone else’s. While an avoiding person might step aside when faced with conflict, he may also not take any stand at all on an issue.
Collaborating is the opposite of avoiding. A collaborator wants to find a win-win situation to a conflict. This type of person learns from the ideas of another, and seeks creative solutions to problems.
A compromising person seeks a sorta win-sorta win solution to conflict. Both people get part of what they want, but not all. A person who compromises looks for a point in negotiations where the parties will compromise, but don’t necessarily feel good about it.
When interpreting the scores on the Thomas-Kilmann Conflict Mode Instrument, there are no right or wrong answers. Whichever type of behavior is shown by a person, it depends on the situation in which he uses it whether or not it is effective.
Interpreting myself as a healthcare administration’s leader, my strongest scores were in the areas of compromising and collaborating. This means I will try to find a solution that does not require compromise. I respect the perspective of others and seek to blend them together in an answer to the conflict. I will achieve a temporary answer to allow the situation to move along rather than get trapped in discussion.
Taking the assessment for my “Emotional IQ”, I was standard in all my scores with a slight elevation in self-awareness. This means I have neither very strong areas or very weak ones when discussing my abilities to understand and control my emotions (Cherry 2014).
In conclusion, I believe I will make a sensible healthcare administration leader. I can keep my emotions under control while I help parties experiencing conflict to find solutions that are the best for the situation.
Works Cited
Cherry, Kendra. "What's Your EQ?" About.com Psychology. 2014. 30 Nov 2014
<http://psychology.about.com/library/quiz/bl_eq_quiz.htm>.
Thomas, K & Kilmann, R (2001, March, 19). Profile and Interpretive Report. retrieved
November 2014, from Thomas-Kilmann Conflict Mode Instrument Web Site:
http://www.i-leadonline.com/documents/SampleTKI.pdf
