Discuss the models of conflict process with examples.

There are several models that describe the conflict process, each highlighting different stages and dynamics involved in conflict situations. One widely recognized model is the "Conflict Escalation Model" proposed by Friedrich Glasl, which identifies nine stages of conflict escalation:

1. Hardening: In this stage, individuals or groups begin to form rigid positions and attitudes, becoming increasingly entrenched in their viewpoints.

2. Debates and Polemics: Conflict escalates as parties engage in debates and polemics, trying to prove their points and undermine the opposing side's arguments.

3. Actions, Not Words: Conflict moves beyond verbal exchanges to actions, such as protests, demonstrations, or strikes, as parties become more assertive in expressing their grievances.

4. Coalitions Form: Parties start forming coalitions or alliances with others who share similar interests or grievances, increasing the complexity of the conflict.

5. Loss of Face: Parties may experience a loss of face or credibility, leading to heightened emotions and a desire to restore their reputation or honor.

6. Threats and Ultimatums: Conflict escalates as parties issue threats or ultimatums, attempting to compel the other side to concede or comply with their demands.

7. Limited Destructiveness: Parties resort to limited destructive actions, such as sabotage, vandalism, or minor violence, to exert pressure and gain leverage in the conflict.

8. Fragmentation of the Enemy: Conflict escalates further as parties seek to fragment or weaken the opposing side by targeting its leadership, resources, or support base.

9. Together into the Abyss: Conflict reaches its most extreme stage, where parties engage in all-out confrontation, violence, or warfare, resulting in significant damage, loss, and suffering.

Another model is the "Dual Concern Model" proposed by Dean G. Pruitt and Peter J. Carnevale, which emphasizes the interplay between parties' concern for their own outcomes (assertiveness) and their concern for maintaining relationships (cooperativeness). This model categorizes conflict styles into five approaches: competing, collaborating, compromising, avoiding, and accommodating.

For example, in a workplace conflict scenario where two employees disagree over a project deadline, the conflict may escalate from initial disagreements to verbal arguments (debates and polemics), forming alliances with colleagues who share similar viewpoints (coalitions form), issuing ultimatums (threats and ultimatums), and, ultimately, leading to a breakdown in communication and trust (together into the abyss). Alternatively, the conflict could be managed through collaborative problem-solving (collaborating) or compromising to find a mutually acceptable solution.