Organizations have developed structured models to facilitate decision-making, for nearly all aspects and functions, pertaining to their business world. It was only a matter of time, before organizations would continue this trend and develop a structured model for dealing with conflict.
The basis of a good model, is that it takes into consideration the major factors and players affecting the subject of the model.
Dr. Jessica Jameson has done just that, and in her article (below), she presents a comprehensive picture of the sources and conflict resolution strategies, within an organization.
Note: Article is offered with the author’s permission as of 19SEP11. For the full text article, click Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework.
Please read – Jameson, J. K. (1999). Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework. International Journal of Conflict Management; Bowling Green; Jul 1999; Abstract: This paper presents the theoretical rationale for further development of a model for the assessment and management of intra-organizational conflict. The purpose of such a model would be to assist employees, managers, human resource practitioners and external service providers in selecting the most appropriate conflict management strategy for a given conflict. It is suggested that a contingency-based model of strategy selection must include attention to characteristics of the conflict, desired outcomes of the participants and awareness of available conflict management strategies. By expanding the range of conflicts and conflict management strategies typically included within a single model, the framework presented forms the basis of a comprehensive model for dealing with intra-organizational conflict.
After carefully reading through the Module background material, and all of this article, please answer (in at least 3 content pages), the following questions:
1. The desired outcomes of disputants in conflicts include (but are not limited to): fairness, efficiency, effectiveness, and participant satisfaction.
2. Please elaborate on the importance of: fairness, effectiveness, and participant satisfaction.
3. The three Major Conflict Resolution Strategies proposed by the author are: interest-based, rights-based, and power-based strategies.
4. Please elaborate on the concept behind interest-based and power-based strategies.
1. Focus and address the case questions directly.
2. Identify between the outcomes and the strategies.
I would like to see your opinions and insight regarding the importance and concepts of the outcomes and strategies detailed above respectively.
Please use the references listed below:
1. Shachar, M. (2011). Conflict Resolution Management (CRM) . Textbook. Chapter 3.
2. Power Point Presentation: Foundations of Conflict Resolution: Module 2
3. For your Case Assignment: Jameson, J. K. (1999). Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework . International Journal of Conflict Management; Bowling Green; Jul 1999; Note: Article is offered with the author’s permission as of 19SEP11