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Compromise - seeking a resolution satisfying at least part of each party's position [26] Confrontation - a thorough and frank discussion of the sources and types of conflict and achieving a resolution that is in the best interest of the group, but that may be at the expense of one or all of the conflicting parties [26] [27]
A model called the "Thomas-Kilmann model" was designed by two psychologists, Kenneth Thomas and Ralph Kilmann. It demonstrates how individuals display conflict management styles when they handle disagreement. The Thomas-Kilmann model suggests five modes that guide individuals in resolving conflicts.
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
There are a number of antecedents of intragroup conflict. While not an exhaustive list, researchers have identified a number of antecedents of intragroup conflict, including low task or goal uncertainty, [5] increased group size, [6] increased diversity (i.e., gender, age, race), [7] [8] lack of information sharing, [9] and high task interdependence.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
For example, a collaboration does not work if the goals of the two conflict parties are immutable and mutually exclusive. The different styles have different advantages and disadvantages. [104] Depending on the situation, different conflict styles can be considered desirable to achieve the best results. [105]
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Lau and Murnighan identify what they call "faultlines" as a source of conflicts within groups. [2] As a supplement to traditional approaches of research that focused on diversity characterized by variance of demographic attributes across a population, [4] [5] faultlines are hypothetical dividing lines that split groups into multiple sets of subgroups with each set based on different attributes.