Conflict Management

Running Head: CONFLICT MANAGEMENT
CONFLICT MANAGEMENT
Name of the Student
Name of the University
Author note

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Introduction
Conflict is considered to be an endemic to all the socialized creature. If we look at the
subject of ‘conflict’ from a broader perspective, we will find that, conflicts are tend to arise
inevitably within a group of people who belong to the same or different society. This broad
perspective about conflicts indicates to a narrower perspective where occurrence of conflicts is
natural. For example, the conflicts within a business organization can be mentioned. In the
organizational context, conflicts are defined as the disagreement or mental struggle that is the
result of varying or opposing and interests of different people related to an organization. Four
basic types of conflict can be observed, these are: data conflicts, relationship conflicts, interest
conflicts, structural conflicts, value conflicts. The importance of conflict management can be
derived from the reasons and consequences of conflicts with an organization. Conflicts happens
within an organization when the interests, opinions as well as the perspectives of individuals
working in an organization varies, and they are not willing to compromise, their interests for the
sake of others; or they are not willing to understand each other’s perspective. Due to
organizational conflicts, the healthy work culture within an organization is hampered this again
reduces the spirits of the workers to work hard or enhance productivity. Conflicts often
demotivate employees to the extent that they are reluctant to attend office. Hence prudent
strategies should be formulated by for managing the conflicts within an organization. This will
aid in the maintenance of a healthy work culture which will in turn help the employees to work
peacefully. Such a peaceful environment will boost an employee to work hard, enhance
productivity and earn incentives. Again, the management of conflict will also put a stop to the
wastage of time due to unnecessary debate and or illogical negotiation in order to deal with

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conflicts. This will enable the employees to utilise their full potential leading to an increase in
the overall productivity as well as the growth rate of the respective organization. There are
several models and theories formulated specially to solve conflicts within an organization. One
such model is the ‘Mountain Model’, where conflict negotiation is described as a high mountain
that has to be climbed. Other models are-Mutual Gains Model and Concession‐Convergence
Model. According to these models, conflicts can be handled through, physical psychological
ways, inaction, capitulation, withdrawal, intervention of the third parties or negotiation. Again,
Thomas and Kilmann’s have suggested five styles of conflict management. These are: Competing,
Accommodating, Avoiding, Compromising and Collaborating. This essay delves deep into two
different styles of conflict management- competing and collaborating and attempt to find out the
most effective one. Hence, the thesis statement in this essay is to provide real-life evidences and
argue which one of the styles of conflict management discussed in this study, aids in the
elimination of conflicts without making any compromise on the part of the time taken as well as
the productivity of the employees (Cordeiro, Cunha &Lourenço, 2019).

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Body paragraph 1: Competing approach
In case of competing style of conflict management, the needs of an individual are
advocated over the needs and demands of other people. From the name of this conflict
management style, it can be understood that the approaches followed in this style of conflict
management depends on a method of communication which is aggressive. The supporters of this
style of conflict management tend to gain control over a discussion, in both the cases of the
substance as well as the ground rules (Jagannathan, Kumar&Meganathan, 2019).
As a consequence of the aggressive approaches of competing style, the supporter of this
style of conflict management, become capable of gaining control over the debates as well as
discussion regarding the conflict that has been arisen. This enables them to meet their needs, but
the conflict is actually not resolved, only interest of a few are met. Others involved in the topic
lose in the debates and their needs and interests are not met (Sahoo& Sahoo, 2019).