ACR Houston Winter Social & Annual Meeting

THE P.E.A.CE.© MODEL OF CONFLICT MANAGEMENT

LaVena Wilkin, Ph.D.

Conflict, like death and taxes, is inevitable, and the workplace is a breeding ground for disruptive conflict. First, consider that organizational culture consists of shared values, beliefs, assumptions, perceptions, and norms. Add to that the fact that organizations are complex coalitions of individuals, departments, and divisions—each competing for scarce resources, such as funding, access to those in power, and time. Stir in a little power imbalance and organizational political posturing. Shake all that together and you have a workplace that is bubbling over with conflicted people and situations. When conflicts are mismanaged or unmanaged, they can be costly to both the individuals and the organizations.

However, constructively managed and mediated conflicts can provide opportunities for innovation and growth. The P.E.A.C.E. © Model of Conflict helps people examine issues, strengthen relationships, and be the impetus for individual and organizational changes. The framework of model is built on the precepts of conflict management and transformation, including perception clarification, empathetic listening, appreciation of diversity, collaborative problem-solving, and emotional intelligence.

ACR Houston members in attendance will elect new directors to the ACRH Board.