Conflict management model is propounded effective when the result of conflict is productive or acceptable for all the parties involved. The main motive of any conflict management model is to reduce the impact of conflict on negative note and guide parties towards agreement and strong relationship. This study is to analyze the effectiveness of Rahim’s Meta or Dual concern model for conflict management.
Rahim (2002) differentiated person’s perception towards handling a conflict into two: “concern for self and concern for others” (p. 216). Further, the study explored two types of conflicts and observed that most conflicts arise during the decision-making process. Dysfunctional conflict, which hinders team performance and interpersonal relations due to individual’s self-interest in implementing particular decision. Functional conflict serves organization purpose with employees involved in the conflict regarding which proposal to implement (Rahim, 2011).
Gross and Guerrero (2000) supported Rahim’s conflict management styles and identified that these styles are associated with organizational climate and culture, job satisfaction. Their research on 50 employees uncovered some facts include employees who were involved in unmanaged conflict end up in job dissatisfaction and subsequently their performance deters (p. 208). The competence-based model developed by Canary, Cupach and Serpe (2001) contrast with Rahim’s theory, where the effectiveness of conflict management styles is based on the situation and understanding of individuals (p. 81). They tried to find a resolution for the conflict instead of implementing the strategy to reduce tension by applying conflict management styles, resulting in inconsistent outcomes (p. 531).
In developing an effective conflict management model, first a strategy needs to be in place so that the micro-level control is available on the conflict. The strategy should include reduction of affective conflict; maintain level of functional conflict and use of appropriate style during conflict management. Not every person is good at dealing with conflict, so people use to threaten others by using cohesive power to get what their work done. This causes other parties involved in the conflict to get dissatisfied, annoyed and negative. "Even though conflict theorists have begun to find that conflict may be beneficial under some circumstances, it may still be viewed as an organizational phenomenon that should be avoided or resolved" (Jehn and Jonsen, 2010, p. 317). Functional conflict is effective as it encourages the exchange of ideas between team members, which helps in increasing team’s performance and learning.
In this section, we will see five conflict management styles in brief which Rahim proposed in his design. Any person who is working on managing the conflict need to use an appropriate style to reduce the result of conflict. Integrating, Obliging, Dominating, Avoiding and Compromising are the five styles to...