This document summarizes two conflict management models: the structural model and process model. The structural model deals with factors impacting conflicts in projects and conflicting processes. The process model deals with the sequence of events involved in a conflict. The document also discusses three common conflict management styles used in organizations: accommodating, avoiding, and collaborating. Accommodating involves giving the opposing side what they want to keep the peace. Avoiding tries to postpone or ignore the conflict hoping it resolves on its own. Collaborating works by incorporating ideas from both sides to find a mutually agreeable solution.

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Conflict Management Models
Chapter · January 2020
DOI: 10.4018/978-1-7998-1726-0.ch006
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Chapter 6
DOI: 10.4018/978-1-7998-1726-0.ch006
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
conflictontheorganisationandconflictmanagementmodels.Initialmodelsofconflict
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.
INTRODUCTION
The most frequent question placed on the organization is why does the conflict
occur in the organization? Every organization encounters conflicts daily. Emotions
play a critical role in the conflict, and they were understudied. Effective emotional
regulationcanreducethechancesofconflictbecomingrelationalconflict.(Conbere,
J. P.,2001). In any situation involving more than one person, conflict can arise.
The causes of conflicts range from philosophical differences and divergent goals
to power imbalances. The most common reason for conflict in organization is
desperate personalities, desperate value systems, unclear working duties, limited
Conflict Management Models
Anjali Daisy
https://orcid.org/0000-0003-1207-5002
SASTRA University (Deemed), India

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Conflict Management Models
resources, improper communication, interdependent working duties, complexity in
organization, unrealistic or unclear rules. The contentions cannot be maintained a
strategic distance from, yet it is conceivable to oversee them such that we remember
them on time. It is vital to persistently follow the hierarchical signs which point to
their reality. (Pondy, L. R. 1967).
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
Itisjustoppositetothefunctionalconflict.Itdecreasesthedevelopmentofassociation
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.”
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

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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.
2. Interpersonal Conflict
It emphasizes the interaction of human factors in an organization. Interpersonal
conflict is a fundamental part of authoritative life. The reasons for interpersonal
conflict in the association can be attributed to individual differences, perceptual
contrasts, and utilitarian differences (Creasey, G., 2002). To maintain a strategic
distance from hindering consequences for individual just as hierarchical working,
executivesneedtorecognizethereasonsforrelationalclashandmakepropermoveto
manageit.Wecanbroadlysuggesttwoclassesoffactorsasconflictsource.Theyare:
Personal
Organization between people with various demeanors, qualities, and requirements
can deliver struggle to conduct and influence authoritative execution.
Functional
The individual in the organisation have jobs which are typical arrangements of
conduct related to their position. Relational clash can be represented, as it were, in
terms of the occupant’s jobs and their desire specifically circumstances.

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3. Interdepartmental Conflict
Organizationalarestructuredaroundproductofferings,districts,orspecificspecialties.
Independence produces the requirement for collaboration however it additionally
exhibits events for clashes.
CONFLICT MANAGEMENT MODELS
All association, anyway inherently or complex, have a scope of components or
methods for overseeing strife. Gifted executives know about these strategies and
method and realize how to use them successfully. On the off chance that heads care
for ideal strategies for peace promotion, they should give their most grounded help
to a technique that can end a contention in a tasteful what is more, self-sustaining
way (Cuppens, F. et al.;2007)
Thisisnottobattle,anywaythatcompromiseisthepromptresultofanymediation.
The result of a contention relies on numerous concepts of the contention procedure
before the endeavors to oversee it.
Three Types of Conflict Management Models in Organizations
1. Integrative and distributive negotiation models concentrating on labor
negotiations
2. Mediations competency model concentrating on third party interventions
3. Dual concern model concentrating on individual and informal conflict
management models.
Traditional Conflict Model
The most critical holistic method for dealing with conflicts has proved to be
mediations.Viewedfromthisperspective,thesameprincipleremainsvalid:conflict
management is a management responsibility. This no longer than a manager must
resolve every conflict himself.
Types:
1. Structural model
2. Process model
Structural Model: Deals with factors impacting conflicts in projects and
conflicting process.

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Conflict Management Models
Process Model: Deals with the sequence of events involved in the conflict.
Process models are more static.
Level of org. Performance.
The relationship between the level of conflict and the level of organizational
performance
It demonstrates the connection between the dimension of the conflict and the
dimensionofhierarchicalexecution.Delineationdemonstratesthedivisiononlevels
A, B, and C, each demonstrating the impacts conflicts can have on the association.
STRUGGLE MANAGEMENT IN ORGANIZATION 511
Level A demonstrates the low dimension of the conflict in an association which
results in low level of authoritative execution. By empowering conflicts in level
A we arrive at the ideal dimension of conflict, where there is an abnormal state
of hierarchical execution also, the medium dimension of conflict. This dimension
of conflict is set apart as B in image 2. On the off chance that conflicts keep on
raising, we touch base at the third dimension, in which the dimension of execution
diminishes, and is set apart by C in the image 2. The association ought to dependably
endeavor towards the ideal dimension of conflict because just sensible conflicts
effects affect association. On the contrary (without conflicts or if the dimension of
conflict is excessively high) conflicts will result in negative ramifications for the
association, just as for a person as the gathering
Figure 1.
Source: according to Huczynski A., Buchanan D.: Organizational Behaviour, Pearson Education
Limited, Harlow, 2001.

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Conflict Management Models
ACCOMMODATING
The accommodating strategy necessarily entails giving the opposing side what it
wants. The use of accommodation often occurs when one of the parties wishes to
keep the peace or perceives the issue as minor. For example, a business that requires
formal dress may institute a “casual Friday” policy as a low-stakes means of keeping
thepeacewiththerankandfile.Employeeswhousetheaccommodationasaprimary
conflict management strategy, however, may keep track and develop resentment.
AVOIDING
The shirking system tries to put off clash uncertainly. By postponing or overlooking
the contention, the avoider trusts the issue settle itself without an encounter. The
individuals who effectively keep away from struggle regularly have low regard or
hold a place of low power. In a few conditions, evading can fill in as a productive
peace promotion technique, for example, after the rejection of a famous, however
ineffective worker. The enlisting of an increasingly profitable substitution for the
position mitigates a significant part of the contention. (Drory, A.,1997).
COLLABORATING
Cooperation works by incorporating thoughts set out by numerous individuals.
The item is to locate an imaginative arrangement satisfactory to everybody.
Cooperation, however helpful, requires a considerable time responsibility not fitting
Figure 2.

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to all contentions. For instance, an entrepreneur should work cooperatively with
the administrator to build-up strategies. However, community-oriented essential
leadership in regards to office supplies sits idle better spent on different exercises.
COMPROMISING
The compromising strategy typically calls for both sides of a conflict to give up
elementsoftheirpositioninordertoestablishanacceptable,ifnotagreeable,solution.
This strategy prevails most often in conflicts where the parties hold approximately
equivalent power. Business owners frequently employ compromise during contract
negotiationswithotherbusinesseswheneachpartystandstolosesomethingvaluable,
such as a customer or necessary service. (Kamil Kazan, M. 1997)
COMPETING
Rivalry works as a lose-lose situation, in which one side successes and different
loses. Profoundly strong identities regularly fall back on the rivalry as a peace
promotion procedure. The focused system works best in a set number of contentions,
for example, crisis circumstances. By and large, entrepreneurs profit by holding
the focused methodology for possible later use for emergency circumstances and
choices that produce hostility, for example, pay cuts or cutbacks.
ADVANTAGES OF CONFLICT MANAGEMENT
• Employees learn how to handle the situation in a professional manner.
• May provide a quick resolution to a conflict.
• Brings inside the working environment a sense of commitment.
• Increase productivity immensely.
• Removes all stress and anxiety.
• Clarifies all doubts and queries.
• Supports the development of managers and employees.
• Helps to learn how to become productive.
• Conflict can be positive and productive.

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Conflict Management Models
LIMITATIONS
• Conflicts also are time-consuming and costly for companies.
• There is lost the knowledge that leaves with the resigning worker.
It is problematic when an employee on the team do not like each other.
CONCLUSION
Present-day association have perceived the need of contentions and do not flee from
the contentions among its employers. Moreover, the organization now and again
choose to empower the contentions inside the organization. The key jobs have the
administrators on various dimensions of association who ought to be taught on the
fundamental of hierarchical behavior, with the accentuation on strife management.
The point of refereeing is to achieve the ideal dimension of contentions on which
the dimension of authoritative execution is the most noteworthy. Moreover, conflict
itself does not have to be negative. The majority of conflicts can be an excellent
groundforaccomplishmentofbetterbusinessresults,andanimpulseforchangesand
growth of the organization itself. Understanding the source of conflicts improves the
probability of effective conflict management. Thus, we should be balance between
task conflicts, relationship conflicts and process conflicts at the early stage of the

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project. These are integral parts of what we constantly emphasize in our efforts
toward restoration of relations.
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