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Essay / Research Paper Abstract
A 5 page paper that identifies and explains the five basic types or models of conflict and five basic conflict resolution approaches. The writer comments on each of these. Bibliography lists 5 sources.
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5 pages (~225 words per page)
File: MM12_PGcnflt7.RTF
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Unformatted sample text from the term paper:
handle the conflict makes the experience positive or negative. Conflict itself is a given, it will erupt in families, at work, and in any group, regardless of that groups affiliation.
It is simply a part of the human experience and it exists because of human nature. Discussing organizations, Rahim (2000) reported that "conflict is often said to be functional for
organizations" (p. 5). This same premise was offered earlier by Guttman (1999) who said that "even [organizations] with high performance teams are not conflict free Utopias" (p. 50). Five
basic types of conflict have been identified. These will be briefly explained here; most, perhaps all, conflicts can be placed under one of these broad umbrellas: 1. Relationship conflicts are
very common and they occur because humans have very strong emotions about some things. Miscommunication is very often the reason for conflicts in relationships. They can also occur as a
result of "negative emotions, misperceptions or stereotypes" (Oregon Mediation Center, Inc., 2007). Very often, a relationship conflict occurs and it spirals out of control, becoming nasty and breaking up relationships.
2. Interest conflicts are the result of two or more people believing they need the same thing or that they need opposite things and they cannot reach an agreement. In
other words, in order for one person to meet their needs, the other person must sacrifice their needs. Another issue is people taking a position on an issue and they
wont compromise or work to find a mutually-acceptable solution (Oregon Mediation Center, Inc., 2007). 3. Structural conflicts have to do with "forces external to the people in the dispute"
(Oregon Mediation Center, Inc., 2007). Those forces could be time, resources, authority, or other constraints. If those constraints are removed, the conflict ends (Oregon Mediation Center, Inc., 2007). 4. Data
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