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Interpersonal Conflict Model

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Introduction Interpersonal conflict refers to the manifestation of incompatibility, disagreement, or difference between two or more interacting individuals. It is important to study interpersonal conflict under organizational behavior because it frustrates or interferes with the decision making process of individuals. The discipline of Interpersonal Conflict does not concern the constructive aspect of being in disagreement i.e. competition. It is mainly concerned with the communicational aspect of the aspect something that is integral to the functioning of an individual. This report provides tools and method to understand the nature of the conflict i.e. whether it is interpersonal or not, measurement of the conflict i.e. the level or magnitude …show more content…

Four models of the styles of handling interpersonal conflict in organizations have some similarities and differences. The styles elaborated in the four models mentioned are listed in a comprehensive. Following is a description of these models. Model of Two Styles Deutsch (1949) first suggested the simple cooperative–competitive model in the research on social conflict. Purely competitive conflicts are technically termed ‘zero sum games’ or ‘negative sum games,’ in which the positive results of one party are directly and equally equaled by negative results of the other as a result of their joint choices from interaction. Another model of two styles—engagement and avoidance—was suggested by Knudson, Sommers, and Golding (1980), which did not receive any prominence in theory and research in conflict. In reality, one hardly encounters absolutely cooperative or absolutely com¬petitive conflict …show more content…

Integrating Style This style indicates high concern for self and others. This style is also known as problem solving. It involves collaboration between the parties (i.e., openness, exchange of information, and examination of differences to reach a solution acceptable to both parties). Prein (1976) suggested that this style has two distinctive elements: confron¬tation and problem solving. Confrontation involves open communication, clear¬ing up misunderstanding, and analyzing the underlying causes of conflict. This is a prerequisite for problem solving, which involves identification of, and so¬lution to, the real problem(s) to provide maximum satisfaction of concerns of both parties. 2. Obliging Style This style indicates low concern for self and high concern for others. This is also known as accommodating. This style is associated with attempting under estimate the differences and focusing on the commonalities to satisfy the concern of the other party. There is an element of self-sacrifice in this style. It may take the shape of selflessness, charity, or obedience to another party 's order. 3. Dominating

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After comparing all five conflict management styles I came to a conclusion that my spouse often withdraws from conflicts when I make demands. Therefore, it led me to believe that her principal conflict management style in our relationship is avoidance. 2) Describe, with sufficient detail, an instance from your life where you can apply this concept, model or theory to your interaction with another person. My wife has a complicated relationship with her twin sister.

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Bob’s Meltdown In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. (http://www.emeraldinsight.com/doi/abs/10.1108/14777280310795784)

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Horace Mann is known as the father of education, and his influence is still felt in today’s schools and in society. He wholeheartedly believed in education for all, which is consistent with the beliefs of education in America today. His hopes were that with a universal education, it would protect the democracy of the United States by keeping the citizens educated regarding government operations. He was also hopeful that America would be able to avoid the class systems in Europe. Additionally, he felt as though education was the equalizer of all men.

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They try to smooth over or ignore conflict to keep everybody happy, they see conflict as destructive and will give in to others to maintain the peace (Page 38), Bryan is a very good Illustration of accommodation he sacrifice his needs for the group, he share’s his lunch with John, he writes the last easy for the group, he maintain peace among the group when john and andy was arguing. Even though bryan is trying trying to keep the peace in the group, he is has problems with himself and he sense unfairness and inequality throughout the film. Collaborating is a strategy is used in a I win, you win Situation. According to Patterson James “ The problem-solving or collaboration strategy is usually the best approach to win-win negations and the problem- solving strategy is usually the best way to cut through conflict. Make a decision and work toward win-win deals (page 41).

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It is in observing how people deal with and react to conflicts that we see clear differences between cultures. Some cultures view conflict as a positive thing, while others view it as something to be avoided. In the United States, conflict is not usually desirable; nonetheless, conventional wisdom in this country encourages individuals to deal directly with conflicts when they do arise. In fact, face-to-face encounters are usually suggested as the way to work through whatever problems exist. By contrast, in many Asian countries, open conflict is experienced as embarrassing or demeaning.

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According to Debra & Quick (2013, 492), accommodating is a conflict management approach where an individual has concern and cares about the other party’s goals and are relatively indifferent about their own interests. Accommodating works effectively especially when the relationship is essential, and the accommodating party expects such a favor to be returned in future. Accommodating is also advantageous because it gives the conflicting parties a chance to focus on what is more important and the bigger picture instead of less essential interests (Manjunatha, 2015). Furthermore, individuals also have an opportunity to reassess the situation from a different angle. However, Debra & Quick (2013, 492) claim that overlying on accommodating can be dangerous.

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Responding to Conflict Everybody encounters conflicts in their life very often, some more often than others. How a person responds to conflict can determine whether they are successful or met with complete failure. A person’s response to a conflict can have either a positive or negative impact on that person and the people around them. In the book Shatter Me, by Tahereh Mafi, the main character’s biggest conflict is a man vs self conflict.

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A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.

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Pearson and Stephan (1998) examined differences between Brazilians and Americans in preferences for the styles of negotiation, and the results were that the Brazilians prefer a style of negotiation that reflects a high concern for the other over styles that reflect a low concern for the other. Thomas (2010: 3) emphasizes that: “When accommodating, a person may neglect his or her considerations to satisfy the considerations of the opposite person; there's a component of cooperation during this style. Accommodating would possibly take the shape of altruistic, generosity of charity, obeying another person’s order once you would favor to not, or yielding to another’s point of view”.

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Conflict resolution as a field of study as indicated has formed hypothetical bits of knowledge into the nature and source of conflict and how conflicts can be resolved through peaceful systems to effectuate a dependable settlement. Morton Deutsch, was the first to form and understanding into the helpful results of collaboration as a scholastic enquiry. In his view, various variables like the way of the debate and the objectives every group in a conflict goes for are crucial in deciding the sort of introduction a group would convey to the negotiation table in its endeavor to unravel the conflict (Morton Deucth, 1985, p.24). To him, two essential orientations do exist. These are competitive and cooperative.

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Productive conflicts are the seeds from which any and all meaningful relationships grow. This in itself requires the team to be able to talk about the problem at hand without any kind of personal attacks and instead focuses on what is best for the team. This allows team members to feel comfortable sharing their true opinions and thoughts without any fear that they may get reprised or criticised. The leaders themselves need to be careful not to try to resolve a conflict with temporary harmony and solution in order to protect certain members of the

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Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012). The story of the conflict between Cindy and Dr. Jones is an excellent case to analyze the elements of conflict and conflict management.

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Introduction Conflict is unpleasant, but inevitable throughout life. In any situation involving two or people, conflict may arise. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always agree. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008).

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On how individuals evaluate the behavior of another individual, how he projects a conflict behavior depend conflict stability of person. In modern conflictology Thomas and Kilmann identified the following five basic styles of behavior in conflict situations: 1. Competing is assertive and uncooperative—an individual pursues his own concerns at the other person 's expense.

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The violent conflict approach is defined through coercion, threats, and destructive assaults. Galtung’s, model suggests that each of these components influence one another, and while each

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