Four Styles Of Conflict Management

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Conflict management style “Emergence and history”
Uroosa Ghazal
MS-Management Sciences
Introduction:

Conflict refers to the disagreement or a form of resistance which creates the differences within a group or the members of other group. Conflict can be limited to one individual or it may arises among the groups as conflict among the members of a particular group is called intragroup conflict and the conflict among the members of two or more groups is called intergroup conflict.
Conflict management is a process to limit or minimize the negative aspects while focusing on the positive aspects of conflict. Conflict need not have destructive consequences. Attitudes and conflict management styles play an important role in determining whether such conflict will lead to destructive or mutually beneficial outcomes. There are some conflict management styles or strategies which can be used according to the scenarios faced by the individuals or groups.

History and emergence of strategies:

The traditional view (prevailing
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They provided pragmatic evidence on the basis of a factor exploration of the items of their Organizational Communication Conflict Instrument and proposed that there are three styles of handling interpersonal conflict; solution-orientation (integrating), non-confrontation (obliging) and control (dominating).
Pruitt (1983) presented the four styles of handling conflict through provided some empirical evidence from laboratory studies as yielding, inaction, problem solving and contending. He proposed these styles on the basis of two dimensional model that involves concern for self (high or low) and concern for others (high or low). Pruitt worked on different scope and his model is considered much more developed than the previous two models presented by Thomas and Patnum but this also not recognizes compromising as a distinct style and proposed in the next

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