Ralph H Kilmann
Biographic Data
| ID | 266389 |
|---|---|
| NAME | Ralph H Kilmann |
| GIVEN NAMES | Ralph H |
| FAMILY NAME | Kilmann |
| SIGNATURE | KILMANN R H |
| AFFILIATIONS | University of Pittsburgh |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 9 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1974 |
| LATEST PUBLICATION YEAR | 1994 |
| H-INDEX | 2 |
Using Organizational Stories for the Diagnostic Phase of Planned Change: Some Possibilities and Precautions
Storytelling has often been presented as one way of assessing the subjective, hard-to-measure variables that affect organizational success such as corporate culture and group norms. The content of organizational stories, however, can provide valuable information concerning both the informal and formal organization. As such, stories can be used much more broadly—and practically—than has been reported previously. In particular, during the diagnosti…
Implementation of Large-Scale Planned Change: Some Areas of Agreement and Disagreement
This article discusses the results of a study designed to identify key issues in the large-scale planned change process. 80 internal consultants, 58 external consultants, 71 researchers, and 189 managers indicated the extent to which they perceived various issues as having a positive or negative influence on the process of large-scale change. These positive and negative influence issues, as well as areas of agreement and disagreement concerning t…
Gaining Control Of The Corporate Culture
A Dialectical Approach to Formulating and Testing Social Science Theories: Assumptional Analysis
It is argued that the necessary step in the formulation of “good” theories and their subsequent testing and refinement is uncovering the relevant underlying assumptions that different scientists make concerning the nature of human behavior, social environments, and the interactions between these. Since assumptions are, by definition, implicit, unconscious, or even obscure, an explicit process is needed to examine this hidden domain. This paper pr…
A Typology of Organization Typologies: Toward Parsimony and Integration in the Organizational Sciences
Numerous typologies have been offered for sorting the major contingencies of organizational functioning. Types of effectiveness, environments, technologies, structures, controls, strategies, goals, decision-making processes, leadership styles, job designs, and cognitive preferences, are just some examples. This paper proposes that the variations in each typology tend to follow a pattern, and that this pattern can be captured by the broader dimens…
Organization D esign for Knowledge Utilization
The four-fold way of knowing: The varieties of social science experience
Methodological Approaches to Social Science
Comparison of Four Instruments Measuring Conflict Behavior
Test-retest reliabilities, internal consistencies, and convergent test validities were examined for four measures of interpersonal behavior in handling conflict. Subjects were 86 graduate students in management. Instruments were those developed by Blake and Mouton, Lawrence and Lorsch, Hall, and by Thomas and Kilmann. Reliabilities were in the low-to-moderate range, with more recent instruments somewhat superior. Some problems with the first two …
Developing a Forced-Choice Measure of Conflict-Handling Behavior: The "Mode" Instrument
This paper describes the rationale and development of a new measure of five interpersonal conflict-handling modes (competing, collaborating, compromising, avoiding, and accommodating), which attempts to control for the social desirability response bias. The instrument is entitled: "Management-of-Differences Exercise," or the MODE instrument. The results of this study indicate that the new instrument significantly reduces the social desirability b…
Effect of Group Composition on Group Process: Homogeneity vs Heterogeneity on Task and People Dimensions
An experimental study was designed to test whether task composition, people composition, or their interaction affected various aspects of group process, e.g., satisfaction, influence, conflict, communication, etc. Each composition variable was varied according to homogeneous or heterogeneous characteristics resulting in a 2 × 2 design. 18 groups of 5 persons each were distributed in the 4 cells and responded to a decision-making task. The results…
Epistemology and Future Studies: How Do We Know What We Can't Know
Interpersonal Conflict-Handling Behavior as Reflections of Jungian Personality Dimensions
This study has sought to investigate the Jungian psychological correlates of an individual's choice of different interpersonal conflict-handling modes: competing, collaborating, compromising, avoiding, and accommodating. These five modes were defined according to the two basic behavioral dimensions of assertiveness and cooperativeness and were also related to integrative and distributive dimensions. The results suggest that the Jungian functions …
An Extension of the Risk-Shift Phenomenon to Achievement and Affiliation Concerns
The experiment investigated whether achievement and affiliation concerns would induce the phenomenon encountered in the risk-shift and related group studies. Using three decision-problems involving such concerns, Ss first responded to the three problems individually, then in randomly assigned groups, and then separately again. In comparison to Ss in a control condition, results indicate that the risk-shift phenomenon generalizes to achievement an…
The Effect of Interpersonal Values on Laboratory Training: An Empirical Investigation
The present study investigated the effect of participant and trainer Interpersonal Value Constructs (IVC's) on the behavior and experiences that took place in eight sensitivity training groups. IVC's were defined as: mental categories through which an individual perceives and interprets the desirable and undesirable features of interpersonal behavior. The assessment of IVC's was by a scaled projective technique: the Kilmann Insight Test (KIT). Re…
A Contingency Approach to Laboratory Learning: Psychological Types Versus Experiential Norms
This study investigated the psychological dynamics and situational factors that determine whether an individual will experience support and/or confrontation in a laboratory setting. The psychological dynamics were represented by C. G. Jung's psychological types and the situational factors were the experiential norms that manifest these psychic functions. A Contingency framework was derived to suggest the conditions that will lead to the acceptanc…
A Dialectical Approach to Formulating and Testing Social Science Theories: Assumptional Analysis
It is argued that the necessary step in the formulation of “good” theories and their subsequent testing and refinement is uncovering the relevant underlying assumptions that different scientists make concerning the nature of human behavior, social environments, and the interactions between these. Since assumptions are, by definition, implicit, unconscious, or even obscure, an explicit process is needed to examine this hidden domain. This paper pr…
Epistemology and Future Studies: How Do We Know What We Can't Know
A Typology of Organization Typologies: Toward Parsimony and Integration in the Organizational Sciences
Numerous typologies have been offered for sorting the major contingencies of organizational functioning. Types of effectiveness, environments, technologies, structures, controls, strategies, goals, decision-making processes, leadership styles, job designs, and cognitive preferences, are just some examples. This paper proposes that the variations in each typology tend to follow a pattern, and that this pattern can be captured by the broader dimens…
Organization D esign for Knowledge Utilization
The Effect of Interpersonal Values on Laboratory Training: An Empirical Investigation
The present study investigated the effect of participant and trainer Interpersonal Value Constructs (IVC's) on the behavior and experiences that took place in eight sensitivity training groups. IVC's were defined as: mental categories through which an individual perceives and interprets the desirable and undesirable features of interpersonal behavior. The assessment of IVC's was by a scaled projective technique: the Kilmann Insight Test (KIT). Re…
A Contingency Approach to Laboratory Learning: Psychological Types Versus Experiential Norms
This study investigated the psychological dynamics and situational factors that determine whether an individual will experience support and/or confrontation in a laboratory setting. The psychological dynamics were represented by C. G. Jung's psychological types and the situational factors were the experiential norms that manifest these psychic functions. A Contingency framework was derived to suggest the conditions that will lead to the acceptanc…
An Extension of the Risk-Shift Phenomenon to Achievement and Affiliation Concerns
The experiment investigated whether achievement and affiliation concerns would induce the phenomenon encountered in the risk-shift and related group studies. Using three decision-problems involving such concerns, Ss first responded to the three problems individually, then in randomly assigned groups, and then separately again. In comparison to Ss in a control condition, results indicate that the risk-shift phenomenon generalizes to achievement an…
The Effect of Interpersonal Values on Laboratory Training: An Empirical Investigation
The present study investigated the effect of participant and trainer Interpersonal Value Constructs (IVC's) on the behavior and experiences that took place in eight sensitivity training groups. IVC's were defined as: mental categories through which an individual perceives and interprets the desirable and undesirable features of interpersonal behavior. The assessment of IVC's was by a scaled projective technique: the Kilmann Insight Test (KIT). Re…
A Contingency Approach to Laboratory Learning: Psychological Types Versus Experiential Norms
This study investigated the psychological dynamics and situational factors that determine whether an individual will experience support and/or confrontation in a laboratory setting. The psychological dynamics were represented by C. G. Jung's psychological types and the situational factors were the experiential norms that manifest these psychic functions. A Contingency framework was derived to suggest the conditions that will lead to the acceptanc…
Interpersonal Conflict-Handling Behavior as Reflections of Jungian Personality Dimensions
This study has sought to investigate the Jungian psychological correlates of an individual's choice of different interpersonal conflict-handling modes: competing, collaborating, compromising, avoiding, and accommodating. These five modes were defined according to the two basic behavioral dimensions of assertiveness and cooperativeness and were also related to integrative and distributive dimensions. The results suggest that the Jungian functions …
Developing a Forced-Choice Measure of Conflict-Handling Behavior: The "Mode" Instrument
This paper describes the rationale and development of a new measure of five interpersonal conflict-handling modes (competing, collaborating, compromising, avoiding, and accommodating), which attempts to control for the social desirability response bias. The instrument is entitled: "Management-of-Differences Exercise," or the MODE instrument. The results of this study indicate that the new instrument significantly reduces the social desirability b…
Effect of Group Composition on Group Process: Homogeneity vs Heterogeneity on Task and People Dimensions
An experimental study was designed to test whether task composition, people composition, or their interaction affected various aspects of group process, e.g., satisfaction, influence, conflict, communication, etc. Each composition variable was varied according to homogeneous or heterogeneous characteristics resulting in a 2 × 2 design. 18 groups of 5 persons each were distributed in the 4 cells and responded to a decision-making task. The results…
Epistemology and Future Studies: How Do We Know What We Can't Know
Comparison of Four Instruments Measuring Conflict Behavior
Test-retest reliabilities, internal consistencies, and convergent test validities were examined for four measures of interpersonal behavior in handling conflict. Subjects were 86 graduate students in management. Instruments were those developed by Blake and Mouton, Lawrence and Lorsch, Hall, and by Thomas and Kilmann. Reliabilities were in the low-to-moderate range, with more recent instruments somewhat superior. Some problems with the first two …
Methodological Approaches to Social Science
Organization D esign for Knowledge Utilization
The four-fold way of knowing: The varieties of social science experience
A Dialectical Approach to Formulating and Testing Social Science Theories: Assumptional Analysis
It is argued that the necessary step in the formulation of “good” theories and their subsequent testing and refinement is uncovering the relevant underlying assumptions that different scientists make concerning the nature of human behavior, social environments, and the interactions between these. Since assumptions are, by definition, implicit, unconscious, or even obscure, an explicit process is needed to examine this hidden domain. This paper pr…
A Typology of Organization Typologies: Toward Parsimony and Integration in the Organizational Sciences
Numerous typologies have been offered for sorting the major contingencies of organizational functioning. Types of effectiveness, environments, technologies, structures, controls, strategies, goals, decision-making processes, leadership styles, job designs, and cognitive preferences, are just some examples. This paper proposes that the variations in each typology tend to follow a pattern, and that this pattern can be captured by the broader dimens…
Gaining Control Of The Corporate Culture
Implementation of Large-Scale Planned Change: Some Areas of Agreement and Disagreement
This article discusses the results of a study designed to identify key issues in the large-scale planned change process. 80 internal consultants, 58 external consultants, 71 researchers, and 189 managers indicated the extent to which they perceived various issues as having a positive or negative influence on the process of large-scale change. These positive and negative influence issues, as well as areas of agreement and disagreement concerning t…
Using Organizational Stories for the Diagnostic Phase of Planned Change: Some Possibilities and Precautions
Storytelling has often been presented as one way of assessing the subjective, hard-to-measure variables that affect organizational success such as corporate culture and group norms. The content of organizational stories, however, can provide valuable information concerning both the informal and formal organization. As such, stories can be used much more broadly—and practically—than has been reported previously. In particular, during the diagnosti…
Psychology (10 works) · Computer Science (9 works) · Social Psychology (9 works) · Social Psychology (8 works) · Epistemology (6 works) · Interpersonal communication (4 works) · Applied Psychology (3 works) · Applied Psychology (3 works) · Knowledge management (3 works) · Sociology (3 works)