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Parlevliet's Five Types Of Conflicts

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Conflict is a characteristic of human existence. No matter how hard we try to avoid it, conflict periodically enters our lives. Pie and Diez (2007 as cited in Parlevliet (2011), claimed that conflict is a state or condition of opposition, antagonism and discord. It is a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Asante (2011) declared that there are disparate interests and contrary views behind a conflict, which are revealed when people see a problem from their perspective alone. Conflict is an outcome of organizational intricacies, interactions and disagreements. It can be resolved by detecting and offsetting the formative factors. 2.2.2 Sources of Conflict Asante (2011) stated that conflicts …show more content…

Two goals determining the type of conflict-managing behavior are assertion and cooperation: assertion refers to an effort to challenge the other party; and cooperation refers to an effort to find a suitable solution. Depending upon the intensity of each purpose involved, there are five types of conflict handling behavior (Thomas and Kilman, 1976) as described by Meir (2011) shown in the figure below. Competing or dominating style is when we want to achieve our goals and objectives but we do not want to cooperate with the other group. . In this case an individual shows assertive and non-cooperative behaviors. This style is used when we have to make fast decisions. Compromising style is when an individual exhibits moderate levels of assertiveness and cooperativeness. This style is more applicable when we need a temporary solution. Collaborating or compromising style is when we and the other party are involved in the conflict, cooperate in order to satisfy the goals of both parties. In this case an individual demonstrates both assertive and cooperative behaviors extensively. The cooperative style is usually employed in complex situations where we want to find a new solution for settling the …show more content…

The roles of the deans are most crucial in terms of funding and growth, governance, diversity, leadership recruitment and development, accountability, community relations, curriculum and pedagogy. (Shulock, 2002). As academic leaders deans, confront many challenges in directing change efforts, considering stakeholder goals, upholding departmental status, assessing faculty performance, performing financial responsibilities,

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