Describe different models that address organizational conflict.
What are your recommendations for methods to address conflicts?
Describe different models that address organizational conflict. What are your recommendations for methods to address conflicts?
Introduction
The conflict-resolution model is the most commonly used model for addressing workplace conflicts. It was developed by Bowen and Bowen in 1971, and it has been updated to reflect changes in the workplace. The three types of conflict resolution are:
Model 1: The Hierarchical Model.
The Hierarchical Model is a theory that describes the hierarchy of power in an organization. The higher the position, the more power you have at your disposal. This model focuses on equality of opportunity rather than equality of outcome and can be used to help create fair, equitable systems where everyone has an equal chance to succeed or fail based on their own strengths and weaknesses.
Advantages:
It helps organizations become more effective because it allows them to understand how they operate as well as what their strengths and weaknesses are so they can work toward improving those areas.
Disadvantages:
It doesn’t account for how people react when faced with conflict; therefore, it may lead companies towards conflict resolution methods that aren’t always best suited for achieving optimal results–or even worse yet could lead them down paths where communication breakdowns occur between managers/supervisors/employees because there isn’t enough trust between them all (which means no one trusts another person enough).
Model 2: The Functional Interdependence Model.
The Functional Interdependence Model, developed by David A. Kolb and colleagues, is one of the most widely used models for addressing organizational conflict. The model assumes that organizations are systems with interacting parts, rather than just collections of individuals or groups.
The Functional Interdependence Model assumes that conflict is inherent to any system and can be managed by identifying and addressing its causes within the system itself. It also assumes that conflicting goals in an organization should be managed through procedures such as planning, problem solving and negotiation rather than through confrontation or punishment (Kolb et al., 1999).
Model 3: The Conflict-Resolution Model.
The Conflict Resolution Model is a model that focuses on how to resolve conflicts. The model assumes that all conflicts are inevitable and can be resolved if handled properly.
The first step in addressing any conflict is to identify the root causes of it, which will help you develop solutions for resolving them.
Takeaway:
Use all three models.
Use the model that fits your organization’s culture, size, structure and needs.
Conclusion
As you can see, there are many different models to help organizations resolve their conflicts. The first thing to do is to determine which model best fits your situation. Then, choose a method that will be effective in addressing the conflicts within your organization or team.