Conflict Resolution

This document discusses conflict resolution strategies and models. It explores the implementation of conflict management strategies in the Air Force and discusses the I/R/P Model and other models for conflict resolution.

Running head: CONFLICT RESOLUTION
CONFLICT RESOLUTION
Name of the Student
Name of the University
Author Note

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Table of Contents
Question 1............................................................................................................................2
Question 2............................................................................................................................2
References............................................................................................................................4

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Question 1
The implementation of the proper conflict management strategies within the
organizational culture as maintained within the Air Force of a country would help in the effective
management of the aerial wing of the defense of the country. The conflict within the aerial wing
of the defense might arise from a varied range of factors. The major reason behind the arousal of
the conflicts refer to the interpersonal rifts among the members of the air force (Handbook,
2017). The other major reason behind the arousal of the conflicts refer to the failure of the
negotiations that were attempted amongst the conflicting parties that are presented within the
given scenario of the conflict. The implementation of the proper conflict management strategies
within the air force would help in the development of the proper organizational strategies within
the air force. The implementation of the strategies of the conflict management within the given
organization would help in the development and the proper criticism of the organizational
strategies maintained by the air force. The management and the incorporation of the various
strategies of the conflict management within the aerial defense force would help in the
development of the values within the given defense force and thereby help in the resolution of
the various internal issues that are faced by the involved members (Scott, 2014). The
implementation of the strategies helps in the development of the overall values within the
organization as well as help in the instillation of the given values within the members who have
been serving in the air force as well.
Question 2
The interests, rights and power model of conflict resolution or the I/R/P Model is useful
for deriving the guidance for dealing with the processes that implement the strategies in the
primary manner. These processes are known to have been helpful in the development of the

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various issues that are related to the implementation of the interest of the parties that are involved
in the matter (Furlong, 2010). The model further suggests that the concerned organization should
implement the rights-based process only in case the interest model fails to provide the desired
outcome and the power-based process only in case the interest model as well as the rights-based
process fails to provide the desired outcome.
The trust model, on the other hand, is implemented in the situation in order to evaluate
the underlying attributions that might be responsible for the perpetuation of the conflict. The
concerned model helps in analyzing the various causes that might lead up to the conflict within
the given organization or a given group of people (Patterson et al., 2011). The model might be
applied in case of three different types of attribution, like the situational attribution, the intrinsic
nature attribution and the hostile or intentional attribution.
The social style model, however, bears a major similarity with the personality test
designed on the basis of the Myers-Briggs Personality Type Indicator or the MBTI. The model is
known to bear a difference to the Myers-Briggs Personality Type Indicator or the MBTI on the
grounds that the model is based on the emotional responsiveness, the assertiveness and the
behavioral dimensions as demonstrated by the concerned individual (Furlong, 2010).

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References
Furlong, G. T. (2010). The conflict resolution toolbox: Models and maps for analyzing,
diagnosing, and resolving conflict. John Wiley & Sons.
Handbook, A. F. 1: The Airman Handbook.(2017, October 1). Department of the Air Force.
Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2011). Crucial Conversations Skills.
McGraw-Hill Publishing.
Scott, V. (2014). Workplace Conflict Resolution Essentials for Dummies. John Wiley & Sons.