Conflict Management Models

Conflict Management Models

Anjali Daisy
Copyright: © 2020 |Pages: 9
DOI: 10.4018/978-1-7998-1726-0.ch006
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Abstract

Conflict is endemic to all social life. It is an inevitable part of living because it is related to situations of scarce resources, division of functions, power relations, and role differentiation. Contradiction, which happens when objectives, intrigue, or estimations of different people or gatherings are contrary, and those individuals hindering others' endeavour for achieving objectives is called authoritative clash or organizational conflict. In this chapter, the authors want to brighten the meaning of conflict on the organisation and conflict management models. Initial models of conflict management were developed in 1970s by organizational and social psychologists. Here, the authors take two conflict management models to clarify the relations and how they influence the organizational execution. Thus, they found that conflict and conflict management can have significant impact on project success.
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Conflict And Its Types

A conflict is a struggle or an opposition. Conflict comes from the Latin word for striking, but it is not always violent. Conflict generally arises from opposing ideas.

Types of Conflict

  • •

    Functional conflict

  • •

    Dysfunctional conflict

Functional Conflict

It enhances the hierarchical development and furthermore urges the business to play the main job in organizational development.

Dysfunctional Conflict

It is just opposite to the functional conflict. It decreases the development of association or organization, and execution of the businesses be influenced.

Process of conflict consists of four stages:

  • Stage 1: Latent stage

  • Stage 2: cognition and personalization

  • Stage 3: conflict manifestation

The last stage in this process of conflict is the ” conflict outcome.”

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Conflict In The Organization

The organization is living framework comprising of connecting units playing out an errand in a commonly needy way that contentions would be available in such a setting. The gatherings in our organization may have a progressively essential clash about the precise structure of their organization and the fundamental idea of their collaboration. Three distinct criteria define the role of an administrator in an organization 1) planning 2) Resource allocation 3)Conflict management. There is no doubt that managing conflict permits every aspect of an administrative role.(Tinsley, C. 1998).

Conflicts that occur as a result of interactions between groups in an organization are:

  • 1.

    Intrapersonal conflict

  • 2.

    Interpersonal conflict

  • 3.

    Interdepartmental conflict

1. Intrapersonal Conflict

The intrapersonal struggle is inward to the individual and is maybe the most troublesome type of contention to examine and oversee.

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