Khun and Poole’s model is one involving two sub models under it. The two sub models are that of the distributive and integrative model. In the Distributive model, wins and losses will exist between the conflicted parties. The goal of this form of conflict management is to ensure that there are benefits to either conflicted parties. Some of the parties might win and others might lose. However, one party would not be allowed to win a conflict all the time, similarly one party might not be allowed to lose all the time. Individuals in this allocation model would be more confident as they would believe in the fairness of the system. However, in an organizational context a person who wins a conflict all the time because their assertions are better cannot be allowed to lose as this will impact on the overall productivity of the company. Hence it is advisable to follow the second sub model which is the integrative model. In the integrative model, there is compromise. Both the needs of the conflicted parties are brought into context rather than have the needs of any one party met. Most research studies seem to indicate that the integrative sub model would be more beneficial than the distributed sub model.
This is because the integrated model will be applicable for a wide range of organizational situations. The Runde-Flanagan model style is such that it considers the nature of the action being taken towards conflict management. The model is based on the premise that action and inaction will both create issues in conflict management. The strategies or styles considered in this model are based on the standpoint taken by the conflicted entity which is that of active, passive, constructive and destructive. In this form of conflict management, the active and constructive person is who in a conflicted situation would create solutions to handle the conflict. They do not actively seek to deny the conflict or avoid it, instead they want to handle the conflict. They reach out to the opposite party and show an interest to collaborate, cooperate or compromise. On the other hand, the active-destructive nature in conflict management is one in which the conflicted parties are bent on winning at all costs. They would demean, retaliate or even show display of anger or aggressive behaviour in order to win the situation.