Interpersonal

Approach to Conflict
Management
 Interpersonal Conflict

• Also known as dyadic conflict.

• Conflict between two or more organizational
members of the same or different hierarchical
levels or units. The studies on superior-
subordinate conflict relate to this type of
conflict.
 Principles of Interpersonal Conflict

• Inevitable
• Positive and negative aspects
• Focus on content and relation
• Styles of conflict
• Influences of culture
 Approaches to Conflict Resolution

• The Thomas Conflict Resolution Approach

• Behavioral Style and Conflict Handling
• The Cosier Schank Model of Conflict
Resolution
• Collaboration and Conflict Resolution
The Thomas Conflict
Resolution Approach
 Two Dimensions
(The Thomas Conflict Resolution Approach)

• Assertiveness – individual seeks to

satisfy own concerns
• Cooperativeness – individual seeks to
satisfy other’s concern
 Five Conflict-Handling Modes
(The Thomas Conflict Resolution Approach)

• Avoiding
• Accommodating
• Compromising
• Competing
• Collaborating
Behavioral Style and
Conflict Handling
 Two Dimensions
(Behavioral Style and Conflict Handling)

• Assertiveness Scale – which behaviors

are seen by others as forceful or directive
• Responsiveness Scale – which
behaviors are seen by others as
emotionally expensive or controlled.
 Types of Behavioral Style
(Behavioral Style and Conflict Handling)

• Analyzer
• Director
• Relator
• Socializer
The Cosier Schank
Model of Conflict
Resolution
 Two Approaches
(The Cosier Schank Model of Conflict Resolution)

• Devil’s Advocate Decision Program –

begins with a recommended decision,
plan or course of action.
 Two Approaches
(The Cosier Schank Model of Conflict Resolution)

• Dialectic Decision Model - used to

overcome the problem in the group-
decision making, wherein the members
quickly agree to one alternative proposal
than the chosen one.
Collaboration and
Conflict Resolution
 Dyadic Confrontation: Three Actors
(Collaboration and Conflict Resolution)

• INITIATOR – a person who highlights

a complaint or problem and puts forth his
blame on someone for having done
something to the other party/person.
 Dyadic Confrontation: Three Actors
(Collaboration and Conflict Resolution)

• RESPONDER – assumed to be the cause of

the problem, complaint or issue.
• MEDIATOR – can be a manager, another
professional inside an organization, or
someone from outside.