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In universities, faculty members experience task related and relationship based conflicts which need to be settled amicably. They need to learn effective strategies for the management of interpersonal conflicts for smooth functioning of academic departments(Cetin and Hacifazlioglu, 2004). When they manage the conflicts effectively and timely, it leads to greater productivity, less turnover, and accomplishment of organizational goals which maybe in the form of better teaching at higher education level, effective research projects and approval of research grants which further strengthens institutional commitment(Beersma and De Dreu, 2005).
The use of effective conflict management styles also leads to many useful outcomes by promoting the creative potential of employees, the capability to sharpen learning, psychological well-being, commitment with organization, and strengthening of teamwork(Schulz-Hardt, Mojzisch, and Vogelgesang, 2008). Contrary to this, when conflicts are not managed properly, workers experience stress, poor decision making and judgment(Pruitt, and Kugler, 2014).
The current study employed the theoretical framework of dual concern to explain conflict management. This descriptive theory postulated that people choose various conflict management strategies consciously keeping in view self-concerns and concern for others. Concern for others was perceived as positive as it reflects co-operation and prosocial orientation whereas concern for self was perceived as negative as it reflects pro-self-motivation(Caputo, Marzi, Maley, and Silic, 2019). Dual concern model narrated five styles to manage conflicts which include integrating, obliging, compromising, dominating, and avoiding. Among these, three conflict handling styles namely integrating, obliging and compromising styles were perceived as peaceful styles(Robinson, 2010). Integrating style was considered as important because it focusses on solving one's own problems as well as the problems of others.
Parties making use of this style present their perspective, give arguments to support it and listen to the constructive criticism made by the other party(Behfar, Mannix, Peterson, and Trochim, 2011). This process is facilitated through valuable discussion and open communication to unfold the underlying reasons for conflict. It is also made possible by involving knowledgeable and experienced people to seek their expert opinion and skillful then consensus is tried to achieve its solution(Ayub, AlQurashi, Al-Yafi, and Jehn, 2017). Obliging style was also perceived as a significant conflict handling strategy as it emphasized the fulfilment of concerns of others. Obliging a person accommodates others but sacrifices one's own needs and...