Non- rational X, Y and Z models and their role in human relations

The X, Y and Z model  describes conflict in terms of three parameters behavior (X), consequence of the behavior (Y) and a response (Z). This model aims at improving cooperation  so as enable the effective management of conflicts (Deutsch, Coleman, & Marcus, 2006). Conflict has been defined variously by different authorities who inadvertently have contextualized it in their disciplines, but across the board it is unanimously agreed that for conflict to occur there has to be an incompatibility in interests of two or several contending parties (Deustch et.al, 2006). Conflict,  therefore comes in concert with human interactions be it social or business and at all levels from personal to organizational contexts (Deustch et.al, 2006).Conflict offers an opportunity of identifying problems in communication, thus conflict  is not always destructive. When manged well, conflict yields benefits to the parties involved. This makes conflict resolution an integral part of human relations (Deustch et.al, 2006). Five conflict management styles have been described based on allegories borrowed from emotionally charged business-like situations (Deustch et.al, 2006). They are the forcing, avoiding, accommodating , compromising which involves concessions on both sides and collaborating conflict style which assertively seeks to involve the dissenting parties in solving the problem by finding a mutually agreeable solution (Deustch et.al, 2006).It should be of note that no particular conflict management style is apt for all situations. According to the game theory, a mathematically derived model, for conflict to be resolved the conflict behavior of the parties is of importance, cooperation was deemed to be favorable as it was shown to lead to cooperative behavior among the contesting parties (Deustch et.al, 2006). The XYZ model aims at improving cooperation during negotiations. It provides a frame work by which role playing occurs in conflict resolution. Role playing refers to the tripartite of theLaw 2mediator, initiator and responder (Deustch et.al, 2006).The mediator responds to conflict resolution by utilizing the XYZ model to identify and define the problem. The next step, mediation the conflict, begins by asking the parties to present their complaints using the XYZ model. The XYZ model follows the pattern of  “when you do X (behavior), Y (consequences) happen, and I feel Z (response)”, it therefore adopts a one -dimensional view of the variables during the negotiation process (Deustch et.al, 2006). This is because it focuses on the behavior of the parties thus effectively ignoring other variables such as societal influences, changing perceptions of the problem during the negotiation process and language differences, that influence the negotiating parties (Deustch et.al, 2006). In light of this drawback, environmental and contextual variables are actively sought for and attempts are made at understanding the parties by borrowing from various fields such as economics and politics. The contesting parties can also be encouraged to assume responsibility for their own interests while at the same time constantly seeking innovative ideas (Deustch et.al, 2006).Law 3ReferencesDeutsch, M, Coleman, P. T, & Marcus, E. C (2006). The handbook of conflict resolution: theory and practice, New York, NY: John Wiley & Sons.