ASSIGNMENT 8-1

Personal Model of Conflict Resolution

Karen Crump

Argosy University

Introduction

Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. Relatively how conflict is approached define the type of process of resolution will be enhanced. Interpersonal conflict is a type of conflict that occurs when different people of a certain group of people interferes with another. Individual differences create interpersonal conflicts, with this wide differences are noticed between people in terms of personalities, values ad attitudes. When the right approach is given to this situation this may lead to anxiety by not mutually agreeing to situation, as a result this can lead to verbal or physical abuse if any conciliations and agreements efforts are not put in place. However, different approach can be used when it comes Interpersonal conflict, this paper will focus of the dynamic process of conflict resolution specific to interpersonal conflict. This paper will focus on the artificial factors that contribute to conflict and the actual dynamic process of conflict resolution to interpersonal conflict (Scannell, 2010).

Different factors have highly contributed to conflict issues specifically when it comes to interpersonal conflict. Understanding the root problem is an essential step in identifying a strategy in which the conflict resolution can be obtained. Factors like intimacy, power, personal flaws, personal distance, social issues and among other sensitive approach highly contribute to interpersonal conflicts. Again difference and diversity among employees can lead to conflict being obtained, ideally excessive and uncontrolled completion can highly contribute to conflict factor since people will end up being challenged hence reacting back. From this outlook, interpersonal conflicts that may emerge from a work setting are based of struggles between at least two individuals or more who perceive interferences, lack of cooperation or lack of resources that they need to use to perform their work. Having identified some factor that may result to interpersonal conflict is easy to formulate and approach that can be dynamic in the process of resolving interpersonal conflicts.

An appreciation of conflict is an integral to understanding the root cause of the problem. With this the two existing conflict resolutions models be defined to be avoiding/compromising, and accommodating/collaborating. Accommodating is an approach that can be used in resolving certain issues, this involve giving the other sided what they want. This approach is given when factor like peace need to be emulated for the benefits of others or even the entire organization. Ideally, compromising can still play a role in conflict management, this means that both sides need to come up with different elements of their option on the merits on which they need stand for. With this certain position can be established that will play critical role in eradicating the conflict aspects.

The other resolution conflict model lies on the basis of avoiding /collaborating. From this perspective, avoiding seeks to put off conflict by enhancing the aspect of ignoring the situation of the conflict (Wilmot, & Hocker, 2007). When conflict is avoided, it clearly stipulates that it is an approach of conflict managements. Collaborating can be defined as an identical model that can be used to solve certain conflict. From this setting is essential for both parties to establish a win-win ground that will end up favoring both parties. With this it tends to be an appropriate approach since most of the conflict to not emerge again since both parties feel satisfied from the win-win factor. However, when conflict is not managed fully chances are that, it will occur again and cause more harm that it had caused. Nevertheless, every model that is identified tend to decrease the pressure that is amounted when conflict tend to occur, other models may not fully solve the situation but a better approach is given to the conflict hence causing less damage.

The version of conflict resolution model lies on the approach of bringing out standard conflict process. From this model identification of the main problem can be identified since numerous and ideological elements will be raised amounting on the conflict. As stipulated earlier understanding the main problem of conflict is the only best approach that may lead to a significant aspect that will lead to a better model. Conflict process is made up of the following phases: initiating contact and dialog, identifying needs and formulating contracts, implementing and adapting the strategy, evaluating different aspect of both sides for the future, closing the conflict and enhancing follow up.

Conflict model

From phase 1, contact and dialog of both parties is initiated so that the cause of the conflict can be identified. This is the initial beginning of this models since it tries to identify what, why and how the conflict can be resolved. Identifying needs and formulating contracts is the second approach that can be used in the conflict model, with this it will create a platform of bringing up a better way to manage the conflict. Implementing and adapting the strategy is a key factor that both parties need to emulate from this stabilizing the conflict will be enhanced. Evaluating different aspect creates a win-win approach for both parties. Finally, there is the closing of the conflict and enhancing follow up. Based on the stipulated model one can be in a position to utilize this model as long as room of a third party is created. With this identification and attaining each and every element will be enhanced.

References

Rahim, M. (2011). Managing conflict in organizations. New Brunswick NJ: Transaction.

Scannell, M. (2010). The big book of conflict resolution games: quick, effective activities to improve communication, trust, and collaboration. New York: McGraw-Hill.

Wilmot, W. & Hocker, J. (2007). Interpersonal conflict. Boston: McGraw-Hill.

Phase 1

Initiating contact and dialog

Phase 2

Identifying needs and formulating contracts

Phase 5

Closing the consolation and enhancing follow up

Phase 4

Evaluating different aspect

Phase 3

Implementing and adapting the strategy