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The models, each presented in an individual chapter and followed by worksheets, direct the conflict manager to various diagnostic and strategic directions that are important to the conflict resolutions. I have touched briefly on some of the topics you will find in the author’s models. There is, of course, much more for the reader to discover in the presentation of the models in the book itself. Clearly, negotiators as well as conflict managers will find the models invaluable parts of the work.

The eight models are:

The Circle of Conflict Model
Examines the roles of values, relationships, external factors, data disparities, structures and interests in causing and resolving conflicts.
The Triangle of Satisfaction Model
Explores three types of interests: substantive; process and psychological.
The Boundary Model
Examines the impact of the acceptance or rejection of social boundaries: standards of behavior, views of legitimacy, and conflicts over the enforcement of “norms.”
The Interests/Rights/Power Model
Focuses on the process of dealing with conflicts: interest-based processes; rights-based processes and power-based processes.
The Dynamics of Trust Model
Examines the role of trust, the breaking of trust and strategies for the rebuilding of trust
The Dimensions Model
Explores the roles of cognitive, emotional and behavioral factors in conflicts.
The Social Style Model
Focuses on the differences and importance of understanding four major behavioral types: analytical, amiable, driver; and expressive personalities.
The Moving Beyond Model
Examines the three essential stages and strategies for moving beyond conflicts: denial, anger and acceptance.

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September 2005