代寫essay：Khun和Poole的模型

代寫essay：Khun和Poole的模型
Khun和Poole的模型是一個包含兩個子模型的模型。這兩個子模型分別是分佈模型和綜合模型。在分配模型中，利益衝突方之間存在著輸贏關係。這種衝突管理形式的目標是確保衝突雙方都能從中受益。有些政黨可能會贏，有些政黨可能會輸。然而，不允許任何一方總是贏得一場衝突，同樣，也不允許任何一方總是失敗。這種分配模型中的個人會更有信心，因為他們相信系統的公平性。然而，在組織上下文中，如果一個人總是因為他們的主張更好而贏得衝突，就不能允許他失敗，因為這會影響公司的整體生產力。因此，建議遵循第二個子模型，即綜合模型。在綜合模型中，存在妥協。衝突各方的兩項需要都得到考慮，而不是滿足任何一方的需要。大多數研究似乎表明，綜合子模型比分佈式子模型更有益。
這是因為集成模型將適用於廣泛的組織情況。 Runde-Flanagan模型風格考慮的是針對沖突管理所採取的行動的性質。該模型的前提是，行動和不行動都會在衝突管理中產生問題。該模型所考慮的策略或風格是基於衝突主體的立場，即主動、被動、建設性和破壞性的立場。在這種衝突管理的形式中，積極和建設性的人是那些在衝突的情況下會創造解決辦法來處理衝突的人。他們不會主動否認或避免衝突，相反，他們想要處理衝突。他們主動與對方接觸，表現出合作、合作或妥協的興趣。另一方面，衝突管理的積極破壞性本質是衝突各方決心不惜一切代價取得勝利。他們會貶低、報復，甚至表現出憤怒或攻擊性行為，以贏得局面。

代寫essay：Khun和Poole的模型

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.