200 Journal of Education and Learning; Vol. 5, No. 2; 2016 ISSN 1927-5250 E-ISSN 1927-5269 Published by Canadian Center of Science and Education Conflicts Management Model in School: A Mixed Design Study Soner Doğan 1 1 Education Faculty, Cumhuriyet University, Sivas, Turkey Correspondence: Soner Doğan, Education Faculty, Cumhuriyet University, Sivas, Turkey. Tel: 90 -3462-19-1010. E-mail: snr312@gmail.com doi:10.5539/jel.v5n2p200 URL: http://dx.doi.org/10.5539/jel.v5n2p200 Abstract The object of this study is to evaluate the reasons for conflicts occurring in school according to perceptions and views of teachers and resolution strategies used for conflicts and to build a model based on the results obtained. In the research, explanatory design including quantitative and qualitative methods has been used. The quantitative part of the research has been designed as the relational quantitative model. Data have been collected from 216 teachers working in the province of Sivas through the Scale of Reasons for Conflicts and the Scale of Resolution Strategies. The qualitative part of the research has been conducted in conformity with the case study design. Data has been gathered from 20 teachers working in the province of Sivas through open-ended questions. According to the research findings, the reasons for conflicts occurring in school has been diversified based on the way of doing things, individual differences and school management. The strategies for conflict solution used by the teachers vary according to school shareholders in which they experience conflict. Furthermore, findings have been obtained regarding that there is not any common management policy in the school. In this context, “Management Model for Conflict in School” for buildi ng conflict management culture in the school has been made. Keywords: conflict, conflict management, conflict resolution strategies, teachers, mixed design 1. Introduction The origin of conflict concept is equivalent to the history of humanity. The occurrence of conflicts in every environment in which human is present appears to us as normal. The subject of the conflict, especially starting from 1970’s has been the center of attraction of organizational life particularly in the USA and the world. Even, one of the results that makes people sad and the other one that causes workforce losses and time loss of the organizations has led to countries to establish organizations and has led the organizations to attend actively to training in order to minimize these problems (Dağlı & Sığrı, 2014). When the word of conflict is heard for the first time, it comes to mind the concepts such as furiousness, fear, tension, anger, disappointment, distrust, hostility, damage, destruction, discussion. This fact shows that the idea of conflict or discussion evokes negative thoughts. Despite this fact, people perceive from conflict positive things such as an opportunity for personal development, intellectual revolt, excitement, encouragement (Stulberg, 1987; Tjosvold, 1991; Seval, 2006). On the other hand, conflict is part of the daily life and it is inevitable. Conflict will continue as long as there are differences in values, beliefs, cultures of people and groups. In this regard, conflict can be defined as divergence naturally occurring in the life (Sarpkaya, 2002; Karip, 2003; Stepsis, 2003; Fritz, Brown, Lunde, & Banset, 1999; Walton, 1987; O’Toole, 1999; Steed, 1985; Laursen & Hafen, 2010; Lıpsky, Seeber, & Fincten, 2003; Özmen & Aküzüm, 2010; Öztaş & Akın, 2009). Conflict is an important part of thinking, watching, performing and managing in an organization (Tjosvold, 1991). In this context, it has been known that conflict is an organizational reality and in there are the people who lead up to the conflict and have different characters, understandings, value judgment, world-view, objectives, attitudes, beliefs, personalities, roles communication skills and interests every organization (Atay, 2001; Parker & Stone, 2003; Seval, 2006; Demir, 2010; Ceylan, Ergün, & Alpkan, 2011). These conflicts and divergences cause various conflicts in the social and organizational life (Akgün, Yıldız, & Çelik, 2009; Zia & Syed, 2013; Quinn, Faerman, Thompson, & Mcgrath, 2003; Yıldızoğlu & Burgaz, 2014). These conflicts increase much when the works intersect, become complex and ambiguous and it is supposed to work for long hours (Sayles, 1993; O’Toole, 1999). Thus, conflict is one the most important and the most urgent subjects that are required to