Abstract
This study presents a review of conflict management from the competence-based perspective. It highlights the conflict management typologies as well as previous studies conducted using the competence model of conflict. There are scant studies using the competence model to conflict management. Previous studies using this model have used students as their respondents and have a Western biasness.
Highlights
Conflict is a pervasive aspect in both professional and social interactions
The second feature to the competence-based approach to conflict focuses on two behavioral criteria that are linked to communication quality namely; appropriateness and effectiveness
If the conflict management styles are overlaid with the appropriateness and effectiveness, it will look like Fig. 1
Summary
Conflict is a pervasive aspect in both professional and social interactions. It occurs among family members, friends, colleagues and even between superiors and subordinates. Sci., 3 (7): 1905-1909, 2006 styles were based on two dimensions in relation to the attitudes of the manager; concern for production and concern for people. These styles were later relabeled by Thomas[22] as avoiding, accommodating, competing, compromising and collaborating based on two intentions of an individual; cooperativeness and assertiveness. Using the conceptualization by Blake and Mouton[20] as well as Thomas[22], Rahim and Bonoma[23] categorized conflict management styles into avoiding, obliging, dominating, compromising and integrating.
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