21 5月 英国本科几年：调解
在竞争风格的情况下，卷入冲突的人会自信到赢的程度，也会有人输。有时，这种管理风格在紧急情况下的组织上下文中是必需的。在这里，冲突各方的利弊不能在很长一段时间内进行研究，最自信的一方将能够赢得局势。第五种，也是最后一种风格，会有一些妥协。在妥协的情况下，双方最终会失去或得到他们真正想要的。在任何组织环境中，相关各方都可以在某种情况下合作而不是妥协。冲突解决治疗模型是由Michael White和David Epston首先提出的。治疗模型最初是为家庭治疗情况而开发的，并且具有同样适用于组织上下文的元素。治疗模式的主要元素是采用叙事的方式进行调解和讲故事。
In the case of the competing style, the person involved in the conflict would be assertive to the point of winning and there would be someone who would lose. Sometimes this management style is required in organizational context of an emergency. Here pros and cons of conflicted parties cannot be studied at an extended period of time and the one who is most assertive will be able to win the situation. The fifth and the final style is one in which there would be some amount of compromising. In the compromising scenario, the two parties end up losing or getting what they really want.In any organizational context, instead of compromising on a situation, the parties involved can instead end up collaborating on a situation. The Therapeutic model of conflict resolution was first proposed by Michael White and David Epston. The therapeutic model was originally developed for family therapy situations and has elements that are applicable in an organizational context also. The main elements of the therapeutic model are that of the narrative approach to mediation and the storytelling.
In the narrative approach to mediation style, the mediator will be used as a third party who will help the conflicted parties to find some resolution by attempting to engage them in narratives. The narratives will help both the parties enter into a trusted communication space. When they narrate the conflict story the mediator will be able to bring about cooperation and collaboration between the parties. The mediator will be able to guide both the parties to come to some form of alternative trust connection. The storytelling employed in the narrative context is one in which there will be focus on personal stories of the individuals who are involved in the conflict. A conflict in an organization can happen because of a variety of actors. When the conflicted individuals come together to have a close personal look on who the other made certain choices that opposed their own, they might be able to understand each other’s assertions better. There would be pros and cons in each other’s assertions and it would be possible for the individual to assess this and resolve the conflict in a much better way. A larger understanding of the conflict is hence created and the conflict is hence managed.