a model that emphasizes that the roots of conflict lie in the deep psychological motivations that individuals or groups seek to satisfy. In contrast to the structuralist (e.g., Sherif’s) or situational (e.g., situational model) viewpoints, this model is based on the assumption that people are primarily driven by intrinsic motives, and that conflict arises when these motivations conflict or when the environment cannot satisfy them in a balanced way. From a functional point of view, the motivational model explains that conflict can be a positive force if it leads to the restoration of balance and the discovery of new ways of satisfying motivations, but it can become destructive if needs remain unmet. Therefore, in conflict management, this model recommends focusing on identifying the underlying motives behind the stated positions, since satisfying obvious needs without understanding deeper motives often leads to unsuccessful decisions. In short, the motivational model views conflict as a manifestation of unmet human needs or conflicting motives. Good governance requires recognizing these needs and working to address them in a balanced manner that ensures security, dignity and justice for all parties.