Sources, Methodologies and Styles of Conflict Management
Mohammad Atashak Member of Young Researchers Club email@example.com 09123123141 Parisa Mahzadeh Master degree in educational administration firstname.lastname@example.org 09122397950
Conflict management is an ongoing procedure. It entails continual communication and supervision. In this article, has been reviewed the evolution of conflict management and have been studied sources of conflict, styles of conflict management, conflict management methodologies and major features of the conflict management module and in the end has been presented conflict reduction strategies.
Key worlds: conflict management, sources of conflict, styles of conflict management, conflict
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Therefore, most managers viewed conflict as something they must eliminate from their organization. This avoidance approach to conflict management was prevalent during the latter part of the nineteenth century and continued until the mid-1940s [1, 2]. Nevertheless, conflict avoidance is not a satisfactory strategy for dealing with most conflict. Conflict avoidance usually leaves those people who are being avoided feeling as if they are being neglected. Also, conflict avoidance usually fails to reconcile the perceived differences that originally caused the conflict. As a result, the original basis for the conflict continues unabated, held in check only temporarily until another confrontation arises to set the same unresolved tensions into motion again. Therefore, conflict avoidance strategies are not especially useful in the long run . The human relations view of conflict management dominated from the late 1940s through the mid1970s. This viewpoint argued that conflict was a natural and inevitable occurrence in any organizational setting. Because conflict was considered unavoidable, the human relations approach recommended acceptance of conflict. In other words, conflict cannot be eliminated and may even benefit the organization. It was during this time period that the term "conflict management" was introduced, according to Nurmi and Darling . Since the mid-1970s a new position on organizational