Thomas-Kilmann Conflict Mode Instrument and completing the DiSC assessment
After you have completed the activity in Team Project 6-1, debrief the team process as follows:
¢What negotiations were necessary to prioritize the list of issues? What concessions were made?
¢How do you think your communication and conflict style preferences influenced your involvement in this process? Note insights gained from reading about the Thomas-Kilmann Conflict Mode Instrument and completing the DiSC assessment(in upload material). What aspects of your personal identity (e.g., professional affiliation, age(30), gender(M), ethnicity) might have affected your approach to this activity?
¢Were you satisfied with your participation? Why or why not?
¢How effective was the team in completing this challenge? How did you communicate? In what ways was your communication helped or hindered by technology?
According to DISC, My pattern is specialist pattern. My highest score in DISC is (S)Steadiness, which means I am most likely to be interested in cooperating with others and perform in a consistent, predictable way. I tend to seek achievement of goals through predictable activities in a safe environment.
1. able to remain calm and certainty under pressure.
2. Keep cool when chaos sidetracks others in organization.
3. Stand behind a team.
4. Establish an efficient system or routine in job.
5. Often perform the best work or develop greatest ideas while collaborating with others.
1. Inability to contribute to team endeavors and a tendency to be bulldozed over key issues.
2. Appear docile or compliant, causing others to overlook me.
3. Often blind by unpleasant truths that need to be acknowledged.
4. Limit self-creativity or fresh thought.
5. Lack independent initiative.
My lowest score is (I) influence: often being realistic, independent, and reliable and self-awareness
1. Realist and act from past experience in pragmatic and sensible way.
2. able to work independently.
3. Keeping self and getting work done on time.
4. Awareness of own strength and limitation
1. Might be perceived as relentlessly negative.
2. Being perceived as unfriendly and uncooperative with co-workers.
3. Hamper the relationships that are often necessary for quality team output.
4. Miss out on participating in new activities and exploring new talents.
5. Might be perceived as lethargy or disinterest in sharing with others or working toward a common goal.