Interpersonal Conflict Model

Introduction
Interpersonal conflict refers to the manifestation of incompatibility, disagreement, or difference between two or more interacting individuals. It is important to study interpersonal conflict under organizational behavior because it frustrates or interferes with the decision making process of individuals. The discipline of Interpersonal Conflict does not concern the constructive aspect of being in disagreement i.e. competition. It is mainly concerned with the communicational aspect of the aspect something that is integral to the functioning of an individual.
This report provides tools and method to understand the nature of the conflict i.e. whether it is interpersonal or not, measurement of the conflict i.e. the level or magnitude

Four models of the styles of handling interpersonal conflict in organizations have some similarities and differences. The styles elaborated in the four models mentioned are listed in a comprehensive. Following is a description of these models.
Model of Two Styles
Deutsch (1949) first suggested the simple cooperative–competitive model in the research on social conflict. Purely competitive conflicts are technically termed ‘zero sum games’ or ‘negative sum games,’ in which the positive results of one party are directly and equally equaled by negative results of the other as a result of their joint choices from interaction. Another model of two styles—engagement and avoidance—was suggested by Knudson, Sommers, and Golding (1980), which did not receive any prominence in theory and research in conflict. In reality, one hardly encounters absolutely cooperative or absolutely com¬petitive conflict

Integrating Style
This style indicates high concern for self and others. This style is also known as problem solving. It involves collaboration between the parties (i.e., openness, exchange of information, and examination of differences to reach a solution acceptable to both parties).
Prein (1976) suggested that this style has two distinctive elements: confron¬tation and problem solving. Confrontation involves open communication, clear¬ing up misunderstanding, and analyzing the underlying causes of conflict. This is a prerequisite for problem solving, which involves identification of, and so¬lution to, the real problem(s) to provide maximum satisfaction of concerns of both parties.
2. Obliging Style
This style indicates low concern for self and high concern for others. This is also known as accommodating. This style is associated with attempting under estimate the differences and focusing on the commonalities to satisfy the concern of the other party. There is an element of self-sacrifice in this style. It may take the shape of selflessness, charity, or obedience to another party 's order.
3. Dominating