Comparative Study of Conflict Management Styles in Organizations

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Organizational Behaviour
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Table of Contents
Introduction....................................................................................................................................3
Article 1 Analysis...........................................................................................................................4
Article 2 Analysis...........................................................................................................................5
Comparative analysis....................................................................................................................6
Conclusion.....................................................................................................................................7
References....................................................................................................................................8
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Introduction
This report is prepared in order to make the research on the articles related to the conflict
management within the organizations. It is sure that the conflicts will arise definitely within an
organization as there is some kind of human interactions within the organizations. The
managers of the businesses can manage these interpersonal conflicts with any medication or by
reassigning the personnel to solve these issues. There will be made the analysis of the articles
on these conflicts management practices in this report.
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Article 1 Analysis
Kirti 2016, 'Organisational Conflict and most Preferred Conflict Management Styles',
International Journal of Research in Commerce and Management, vol. 7, no. 5, pp. 92-100.
The article selected depicts that the conflicts are inevitable in nature and they are seen not only
in the organizations but also in the work life of the individuals. There is a different meaning of
the term conflict for different people. For some people, it is meant as war, commercial embargos
or any fight and for the other people, it can be considered as the difference of the perspectives,
opinions as well as the personalities who may have different views on the different conflict
situations. This article is aimed towards the contribution to the existing literature of different
conflict management styles as well as evaluating the behavior of the managers to manage the
conflicts. This article represents different models of the management of conflicts within the
organization which is useful in the understanding of the organizational behavior. It has been
argued in this article that the conflicts are generally managed by the individuals in three different
ways such as compromise, integration as well as domination (Kirti 2016). There has also been
presented the conceptual scheme in this article which states that the interpersonal conflicts are
managed through five modes such as smoothing, withdrawing, forcing, problem-solving as well
as compromising. It has also been argued in the journal that problem-solving is the most
preferable method of seeking mutually beneficial options. The models that have been explained
in this article to solve the conflicts are:
 Khun and Poole’s models
 DeChurch and Marks’s Meta- Taxonomy
 Rahim’s Meta Model
The research paper has made the base for the research The Five Styles of Handling
Interpersonal Conflicts. These five styles are dominance, integration, compromise, avoidance as
well as obliging. There has been made the hypothesis testing method in order to make research
onthe conflict management theories. The findings of the article reflect that there is a relationship
between the conflict management style as well as the designation.
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Article 2 Analysis
Gunkel, M, Schlegel, C and Taras, V 2016, ‘Cultural values, emotional intelligence, and conflict
handling styles: A global study’, Journal of World Business, 51(4), pp.568-585.
The article provides information regarding the importance of the cultural values as well as the
emotional intelligence in the conflict management styles within the organizations. This paper is
aimed towards the influence of the cultural value of the management of the conflicts through
emotional intelligence. Large numbers of the studies have argued that the preferences for the
problem management styles are stable across the situations and the conflict management
styles are mainly predetermined by the characteristics of the individuals such as the personality
characteristics as well as demographic characteristics. The conflicts have been identified as an
important aspect of organizational behavior as well as management (Gunkel et al. 2016). The
conflict is also defined as the process where one party perceives that their interest in being
opposed by any other party. The two-dimensional taxonomy of the management of the conflicts
has also been explained in the article which includes the dominating, integrating, compromising,
avoiding as well as obliging. In order to test the hypothesized relationships, there has been
conducted the online surveys in this article to make the research. It has been found in this
article that the particular uncertainty avoidance, as well as the long term orientation, affect the
conflict management styles such as obliging, compromising as well as integrating through
emotional intelligence.
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Comparative analysis
Both the articles selected are based on the styles of the conflict management within the
organizations but the way of presenting the information within these articles is different. In the
first article, there has been presented a complete analysis of the conflict management models
given by other authors too but in the second article, there has been provided the relationship
between the cultural values as well as the conflict handling styles through the emotional
intelligence. Both these articles have provided the understanding regarding the organizational
behavior and the contribution of the conflict management practices in the organizations in order
to make the process of the work smooth. Both the articles have given the five methods of
solving the conflicts which include obliging, integrating, domination, compromising as well as
avoiding.
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Conclusion
It can be concluded from the analysis presented above that the conflict management styles are
required to be adopted by the organizations in order to solve the main problems of the
companies. It can be helpful in working in an appropriate manner and increasing the satisfaction
level of the employees.
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References
 Gunkel, M, Schlegel, C and Taras, V 2016, ‘Cultural values, emotional intelligence, and
conflict handling styles: A global study', Journal of World Business, 51(4), pp.568-585.
 Kirti 2016, 'Organisational Conflict and most Preferred Conflict Management Styles',
International Journal of Research in Commerce and Management, vol. 7, no. 5, pp. 92-
100.
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