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Running head: CONFLICT MANAGEMENT 1

CONFLICT MANAGEMENT 6

Use for conflict resolution model

Conflict Management

In a typical organization, conflicts are expected from time to time. It is important to keep in mind that there are different stakeholders that have different interests in various matters affecting an organization (Dana, 2001). In the case that there is a conflict of interest, a disagreement will arise making it necessary for the management team to come up with a conflict resolution strategy so that the stakeholders can be reunited. It is important to keep in mind that there are different types of conflicts, therefore, different conflict resolution models are needed. In simple terms, it is the responsibility of the management team to understand the type of conflict that exists within an organization so as to know the most effective model to apply to find a solution.

Conflict resolution models

As stated earlier, there are diverse models that can be used to solve different conflicts. Each model is applicable at different times and it has its own principles on which it is founded. Below are some of the existing conflict resolution models.

Collaborative

This is a conflict resolution model whereby the conflicting sides collaborate to come up with a solution. Both parties look at the situation as an opportunity to work together and achieve the objectives (Grant & Kirton, 2007). There are no losers in this model.

Compromising

This is a model that partially meets the needs of both parties. Each party needs to sacrifice some of its demands for a resolution to be found.

Personal conflict resolution model

My personal conflict resolution model is referred to as neutralization. This is a model that incorporates the principles of collaborative and compromising models. As the name suggests, the neutralization conflict resolution model creates a neutral ground that both parties find comfortable. It is noted that a conflict exists in an environment where different parties have different opinions over the something. This basically implies that there is a sense of disagreement between the parties. For the interest of finding a solution, the need to be a neutral ground. This proposed conflict resolution model seeks to dissolve the differences between the parties and create a neutral ground. It creates an environment in which both parties are comfortable.

Components of the Neutralization Model

Fair representation

One of the major components of the neutralization model is a fair representation. Basically, when two or more sites engaged in conflict, each of them wants to have it on way. In this model, an equal number of representatives is selected from each conflicting side. This ensures that each of the parties is fairly represented. In such a case, there is a sense of equality because each person knows that there will be a balance in terms of representation.

Teamwork

The neutralization model also focuses on teamwork as one of its major components. As previously stated, each side provides an equal number of representatives (Furlong, 2010). Thereafter, the representatives come together to form one team that tackles the matters under conflict. In this case, there is a sense of collaboration because the representatives put the efforts together to find a solution. In a case where individuals work together as one unit, it is easier to find a solution than when each party is moving in its own direction. This component makes the model effective because each individual looks at the other as a resource rather than a competitor.

Mandatory input

The last component of this model is mandatory input into finding a solution. Each member of the team is given an equal opportunity to give their views on what should be done to find a solution. By doing this, a neutral solution is found. Provided that each member contributed, the solution is acceptable by all parties (Katz, 2010).

Utilization of the Neutralization Model

The model is easy to use by anybody provided they follow the requirements. Basically, the instructions are the components stated above. The first step is to ensure that each party is fairly represented. Secondly, the representatives should work together as one team. Lastly, each of them must provide input to make sure a lasting solution is found. Regardless of the problem that exists, this standard procedure should be followed.

Visual Illustration

Select representatives

Work as a team

Conflict

Mandatory input

Solution

References

Dana, D. (2001). Conflict Resolution. New York: McGraw-Hill.

Furlong, G. (2010). The Conflict Resolution Toolbox. Mississauga: John Wiley & Sons.

Grant, C. & Kirton, M. (2007). Governance, Conflict Analysis, and Conflict Resolution. Kingston: Ian Randle Publishers.

Katz, D. (2010). Win at Work: The Everybody’s Win Approach to Conflict Resolution. Hoboken, NJ: Wiley.