Models Of Conflict Management3/31/2021
These are also known as conflict-handling styles and orientations which are discussed below: 1.Conflict Process shows how conflict works within the organization.We can identify the stages that a conflict born and grows in an organization.
In this post, we will look at the stages of a conflict covering the birth, rise, and ending in it. Stages Conflict Process are; Potential Opposition or Incompatibility. Cognition and Personalization. Intentions. Behavior. Outcomes. Conflict Process consists of five stages that show how conflict begins, grows, and unfolds among individuals or groups with different goals, interests or values of the organization. These stages are described below; Stage 1: Potential Opposition or Incompatibility The first step in the conflict process is the presence of conditions that create opportunities for conflict to develop. These cause or create opportunities for organizational conflict to rise. They need not lead directly to conflict, but one of these conditions is necessary if the conflict is to surface. For simplicitys sake, these conditions have been condensed into three general categories. Communications Different words connotations, jargon insufficient exchange of information and noise in the communication channel are all antecedent conditions to conflict. Too much communication, as well as too little communication, can lay the foundation for conflict. Structure In this context, the term structure is used to include variables such as size, the degree of specialization in the tasks assigned to group members, jurisdictional clarity, membersgoal compatibility, leadership styles, reward systems and the degree of dependence between groups. The size and specialization act as forces to stimulate conflict. The larger the group and the more specialized its activities, the greater the likelihood of conflict. The potential for conflicts tends to be greatest when group members are younger and when turnover is high. In defining where responsibility for action lies; the greater the ambiguity is the greater the potential for conflict to the surface. Such Jurisdictional ambiguity increases inter-group fighting for control or resources and territory. Personal Variables Certain personality types- for example, individuals who are highly authoritarian and dogmatic- lead to potential conflict. Another reason for the conflict is the difference in value systems. Value differences are the best explanations of diverse issues such as prejudice disagreements over ones contribution to the group and rewards one deserves. Stage 2: Cognition and Personalization Conflict must be perceived by the parties to it whether or not the conflict exists is a perception issue, the second step of the Conflict Process. If no one is aware of a conflict, then it is generally agreed that no conflict exists. Because conflict is perceived does not mean that is personalized. ![]() It is the felt level when individuals become emotionally involved that parties experience anxiety, tension or hostility. Stage-2 is the place in the process where the parties decide what the conflict is about and emotions play a major role in shaping perception. Stage 3: Intentions Intentions are decisions to act in a given way, intentions intervene between peoples perception and emotions and their overt behavior. Using two dimensions cooperativeness (the degree to which one party attempts to satisfy the other partys concerns) and assertiveness (the degree to which one party attempts to satisfy his or her concerns) five conflict-handling intentions can be identified. Conflict-Handling Intention There are 5 conflict-handling intentions; Competing (I Win, You Lose), Collaborating (I Win, You Win), Avoiding (No Winners, No Losers), Accommodating (I lose, You win), and Compromising (You Bend, I Bend).
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