Leadership paper Teacher Charles only

Running head: PERSONAL MODEL OF CONFLICT RESOLUTION 1

PERSONAL MODEL OF CONFLICT RESOLUTION 2

Personal Model of Conflict Resolution

Tracey Joseph

Argosy University

Conflict Management_L7900-A01

Dr. Roger Fuller

May /24/2017

Personal Model of Conflict Resolution

Conflict resolution models provide unique viewpoints on the manner in which individuals and groups can deal with conflicts that confront them. From a comprehensive literature search, two models that have received notable attention are the dual concerns model and the Thomas-Kilmann (TK) model. These models have a number of similarities and differences, but they prioritize the finding of a win-win solution to solve underlying causes of conflict. They also highlight different styles that can be applicable to the conflict resolution process. Relying on some propositions of the dual concerns model and the TK model, this paper outlineds in this paper is a personal model of conflict resolution and provides a visual representation of how the model would look like.

Review Comment by cs-admin: Perhaps a better structure for the paper that aligns more closely to the grading rubric would have been to have the following level one headings: Two Existing Conflict Resolution Models Personal Conflict Resolution Model Using the Personal Conflict Resultion Model Personal Conflit Model Illustration Summary

Two conflict resolution models that have received extensive coverage in research articles are the dual concern model and the Thomas-Kilmann (TK) model. Ogilvie and Kidder (2008) acknowledged that the dual concern model is a conceptual perspective assuming that the individual’s orientation towards dealing with conflict relies on two underlying dimensions or themes, which are concern for others (empathy) and concern for self (assertiveness). Blake, Sheppard and Mouton developed this model in 1964. The model acknowledges that group members usually balance their concerns for satisfying their personal interests and needs with the concerns of satisfying others’ interests and needs in different ways (Khanaki & Hassanzadeh, 2010). The dual concern model identifies a number of conflict resolution strategies and styles, that individuals may utilize based upon their dispositions towards pro-social or pro-self-goals. These conflict resolution styles identified by the model include avoidance, yielding, competitive, cooperation and conciliation styles (Khanaki & Hassanzadeh, 2010). A win-win situation is a major goal advocated by this model.

The other conflict resolution model identified through extensive research is Thomas-Kilmann (TK) model. Kenneth Thomas and Ralph Kilmann developed this model in 1977 (Nischal, 2014). Noteworthy, the model is particularly effective in conflict situations characterized by strong negative emotional relationships. It finds application in helping participants, both mediators and disputants, to identify the manner in which conflict characteristics interact to influence the way stakeholders shape their actions based on their interests. Similar to the dual concerns model, the TK model also identifies a number of styles that individuals resort to when resolving conflicts. The styles identified under this model are competitive, collaborative, accommodating, avoiding and compromising (Davidson & Wood, 2014). Nonetheless, it is worth mentioning that the TK model acknowledges the application of these conflicts styles differ with the situation at hand and mediators must find the most appropriate style depending on the prevailing situation. An ultimate goal of the model is arriving at a win-win situation. Comment by cs-admin: Who or what is “it”? better to explicitly state who or what you intend for reader clarity than to use the ambiguous pronoun it. I believe youhave used the term 8 times or so. Comment by cs-admin: Remember to maintain two spaces after end of sentence punctuation throughout the body of the paper.

The proposed model of conflict resolution will also aspire to find a win-win situation for all parties involved in the conflict. The model will have five main stages, which are setting the scene, developing expectations for the win-win solutions, defining the interests of each party, brainstorming creative alternatives and combining alternatives into win-win solutions. In setting the scene, it will be necessary to ensure that both parties to the conflict understand that the conflict experienced might be a mutual problem best resolved through negotiation and discussion rather than raw aggression. During this stage, using active listening skills will be important for ensuring that the parties understand the perceptions and positions of each other. Restating, paraphrasing and summarizing are the other critical skills required during this stage (Trippe & Baumoel, 2015). Comment by cs-admin: See, an appropriate level one heading for this section would have been nice.

In developing expectations for the win-win situation, it will be fundamental to reframe the problem based on cooperative problem solving with the view of reaching a mutually satisfactory conclusion. The next step in the proposed model is defining the interests of each party. Here, the focus will be on reconciling the underlying concerns, interests or needs. Both parties need to explain their concerns, interests and needs clearly but not provocatively. In order to maintain the cooperative frame, it will be essential to avoid blaming, criticism or threatening. Coleman, Deutsch, and Marcus (2014) contended that the likelihood of arriving at a satisfactory outcome increases when each party to the conflict feels valued and listened to. As such, it is imperative to use appropriate listening skills including empathy and attentive body language in order to define and understand the interests of each party. Comment by cs-admin: One thing to work on is to integrate citational support throughout your paragraphs. Do not be led to believe a singe citaiotn supports more than the single sentence to which the citation is attached. Comment by cs-admin: Who says such is imperative?

After defining the interests, the next step in the personal conflict resolution model is brainstorming creative alternatives. These alternatives should address the concerns raised by both parties. According to Davidson and Wood (2014), instructions that encourage quantity, deferment of judgment and variety generate a higher number of quality solutions as compared with no instructions. Being open to all ideas and encouraging fair input in the generation of prospective solutions is a sure way of facilitating the brainstorming phase in order to arrive to concrete solutions. Encouraging fair input ensures that the parties feel valued and appreciated, which is critical in any conflict resolution situation. Comment by cs-admin: If you would like to immediately elevate your scholarship, avoid using the phrase According to. Simply say: Davidson and Wood (2014) proposed instructions that ….

The last stage in the proposed conflict resolution model is combining alternatives into win-win solutions. Here, the parties to the conflict will select the best ideas generated in the brainstorming phase and combine them where appropriate in order to address all the concerns, interests and needs of the participants. In many contexts including the organizational context, strategies that may warrant consideration in this stage include increasing the overall resources, conceding on lesser-valued issues and reducing the costs of the recommended agreements to a disadvantaged party. Arriving at consensus and making compromises where appropriate should be a priority during this stage of combining alternatives into win-win situations (Trippe & Baumoel, 2015). If the parties fail to reach an agreement, it may be beneficial to identify the cause of the disagreement and go through the process again until the arrival of a viable solution.

Conclusion

Extensive research reveals that two conflict resolution models that have found widespread application are the dual concerns model and the Thomas-Kilmann (TK) model. Although there are some differences in these models, both acknowledge that conflict resolution must yield a win-win solution. In addition, both models highlight a variety of conflict resolution strategies or styles applicable to different conflict situations. A personal model of conflict resolution borrows some elements from the dual concerns model and the TK model. However, it has five main stages, which are setting the scene, developing expectations for the win-win solutions, defining the interests of each party, brainstorming creative alternatives and combining alternatives into win-win solutions. Following these steps sequentially will ultimately aid in the resolution of different types of conflicts including interpersonal, intrapsychic and group-to-group conflict.

References Comment by cs-admin: Great sources. I wish more students did this.

Coleman, P., Deutsch, M., & Marcus, E. (2014). The handbook of conflict resolution: Theory and practice (3 ed.). San Francisco, CA: Jossey-Bass.

https://digitalbookshelf.argosy.edu/#/books/9781118810323/cfi/6/18!/4/2/14/2@0:0

Davidson, J., & Wood, C. (2014). A conflict resolution model. Theory Into Practice, 43(1), 6-13. Retrieved from http://search.proquest.com.libproxy.edmc.edu/docview/367100223/8BCF72BB9AA344D9PQ/3?accountid=34899 retrieved on (2017, May, 21)

Khanaki, H., & Hassanzadeh, N. (2010). Conflict management styles: The Iranian general preference compared to the Swedish. International Journal of Innovation, Management and Technology, 1(4), 419-426. Retrieved from http://web.a.ebscohost.com.libproxy.edmc.edu/ehost/pdfviewer/pdfviewer?sid=dbc318e6-b8b3-4d39-a1c5-0caa72d953ff%40sessionmgr4010&vid=1&hid=4104 (2017, May,22)

Nischal, S. (2014). Application of Thomas Kilmann conflict resolution mechanism for conflict management in HR of manufacturing sector. IISUniv.J.Com.Mgt, 3(1), 62-70. Retrieved from http://search.proquest.com.libproxy.edmc.edu/docview/212076444/A0DAE9FAD0394933PQ/9?accountid=34899 retrieved on (2017, May, 22)

Ogilvie, J., & Kidder, D. (2008). What about negotiator styles? International Journal of Conflict Management, 19(2), 132-147. Retrieved from http://search.proquest.com.libproxy.edmc.edu/central/docview/199045358/6E6F58A33F604F32PQ/2?accountid=34899 retrieved on (2017, May, 23)

Trippe, B., & Baumoel, D. (2015). Beyond the Thomas- Kilmann model: Into extreme conflict. Negotiation Journal, 31(2), 89-103. Retrieved from http://web.a.ebscohost.com.libproxy.edmc.edu/ehost/pdfviewer/pdfviewer?sid=f719a925-6fea-46a1-8b03-dc9b26506b42%40sessionmgr4010&vid=1&hid=4104 retrieved on (2017, May, 22)

M3_Assignment 2 Grading Criteria: Due 5/24/17 (3-4 pages)	Maximum Points
Researched and briefly described two existing conflict resolution models.	8
Created your own version of a conflict resolution model.	12, 11 needed additonal course concepts/terms and support
Included a description of your model's components.	12, 11 see above comment
Provided an explanation as to how someone would utilize your model.	16, 15 see above comment
Included a visual illustration of what the model would look like.	4, in a separate document
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; and displayed accurate spelling, grammar, and punctuation.	8, 6
Total:	60, 55