Circle of Conflict and Triangle of Satisfaction ModelsIntroductionThis article will discuss two different models of conflict and how they can be used to diagnose a particular conflict. Each model will be described in a way that best helps you understand the conflict. Potential privacy issues within the conflict will also be described. Both the Circle of Conflict and the Triangle of Satisfaction models are both effective tools to assist a professional in diagnosing and resolving conflicts. Conflict Circle Model The Conflict Circle model is the simplest method for identifying the root cause of a conflict. The circle implements five possible conflict factors which are values, relationships, externals/moods, structure and data. Each of these drivers contains some of the most common causes of conflict. This makes the Conflict Circle model an efficient reference tool. Values ​​The specific values ​​identified within the conflict were based on work ethic. Lead staff member Carolyn believed that staff member Nick undermined her. Carolyn believed she was weakened because of the work ethic she upheld in the workplace. Carolyn would make sure to follow the code of ethics according to her job unlike Nick where he wants to be liked by the clients so she would not follow the ethical guidelines of the work nor would she follow the advice of the client's therapist. Carolyn had worked with Nick before. She felt that Nick would ask her to be the lead and then, as the shift progressed, he would undermine her decisions and take the lead without discussing his decisions with her or her other colleagues. Reports Before the start of the shift. Nick was the kind of person... in the center of the card... The conflict and satisfaction triangle models are effective tools to assist a professional in diagnosing and resolving conflicts. They allow the professional to break down motivations and interests to understand and explain the conflict. They are essential in the conflict resolution process. Works Cited Furlong, GT (2005). Conflict resolution tools: models and maps for the analysis, diagnosis and resolution of conflicts. Ontario, Canada: John Wiley & Sons.Kevin Gibson. (1999). Mediation in the medical field: is a neutral intervention possible? The Hastings Center Report, 29(5), 6-13. Retrieved July 28, 2011, from Research Library. (Document ID: 46244308).Klaus Reichert. (2004). Confidentiality in international mediation. Dispute Resolution Journal, 59(4), 60-66. Retrieved July 28, 2011 from ABI/INFORM Global. (Document ID: 783980481).