Conflict Resolution Models to Deconstruct Conflict Situations

Conflict Resolution Models to Deconstruct Conflict Situations
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Conflict Resolution Models to Deconstruct Conflict Situations
Every organization is prone to conflict due to varying interests, perspectives, roles, and goals. Conflict creates uncertainty and confusion, and slows down operations. When conflict occurs, organizations must be equipped with conflict resolution and management models for understanding and deconstructing disputes. Some of these models include Change-oriented conflict analysis, Wehr’s conflict map, and Hocker-Wilmot conflict assessment guide. This paper aims to describe the change-oriented conflict analysis model, select a professional conflict situation within an organization, and apply that situation to the model. The paper also describes Wehr’s conflict map and applies it to the conflict situation. Additionally, the paper compares the two conflict resolution models, highlighting their advantages and disadvantages. Lastly, it explains the model that is better suited to resolve the selected conflict situation.
Change-Oriented Conflict Analysis Model and Each of its Steps
The change-oriented conflict analysis model is a conflict evaluation model that helps in understanding and addressing conflicts in different settings (Jandt, 2016). It entails methods to comprehend the primary causes of conflict and plans to resolve disagreements to foster lasting transformative changes. This model views conflicts as opportunities for growth and positive changes and highlights the benefits of solving existing disputes and facilitating transformative processes (Jandt, 2016). The change-oriented conflict analysis model consists of ten distinctive steps that assist in determining the root causes of conflicts and methods to deconstruct them (Jandt, 2016). Each step acts as a foundation for understanding and mitigating conflict in a way that encourages growth and positive changes. The steps include:
1 The story
2 Information sources
3 The context
4 The primary parties
5 The issues
6 Parties demands and interests
7 Parties social reality
8 Other interested and affected parties
9 Parties' resources of power
10 Settlement options
A Professional Conflict Situation within an Organizational Setting
Every organization experiences different kinds of conflicts that emerge from resource limitations, different perspectives, and unclear roles. A relatable example involves a conflict that emerged between the accounting officer and the managing director of a construction company over the promotion of junior employees. The accounting officer maintained that his job description included effecting promotions while the managing director believed that the accounting officer overstepped his role.
Application of Change-Oriented Conflict Analysis to the Conflict
Applying the change-oriented conflict analysis model to the above conflict demonstrates a critical understanding of the situation’s deeper dynamics. The story gives an account of the conflict. The information sources step involves analyzing communication barriers between the conflicting parties. The context highlights t...