Phases of Conflicts
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MUHAMMAD SHERAZ
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- Prelude to Conflict: Variables that make conflict possible between those involved
- Triggering Event: A particular event, such as criticism which creates the conflict
- Initiation Phase: Occurs when at least one person makes it known to the other that a conflict exists
- Differentiation Phase: Parties raise the conflict issues and pursue reasons for the varying positions
- Integration stage / Resolution: Parties acknowledge common grounds and explore possibilities to move towards a solution
Types of Conflicts
Posted by
MUHAMMAD SHERAZ
A conceptual conflict can escalate into a verbal exchange and/or result in fighting. Conflict can exist at a variety of levels of analysis:
- community conflict
- diplomatic conflict
- economic conflict
- emotional conflict
- environmental resources conflict
- external conflict
- group conflict
- ideological conflict
- international conflict
- interpersonal conflict
- intersocietal conflict
- intellectual conflict
- intrastate conflict (for example: civil wars, election campaigns)
- intrapersonal conflict (though this usually just gets delegated out to psychology)
- organizational conflict
- intra-societal conflict
- military conflict
- religious-based conflict (for example: Center For Reduction of Religious-Based Conflict).
- workplace conflict
- data conflict
- relationship conflict
- racial conflict
Conflicts in these levels may appear "nested" in conflicts residing at larger levels of analysis. For example, conflict within a work team may play out the dynamics of a broader conflict in the organization as a whole. (See Marie Dugan's article on Nested Conflict. John Paul Lederach has also written on this.) Theorists have claimed that parties can conceptualize responses to conflict according to a two-dimensional scheme; concern for one's own outcomes and concern for the outcomes of the other party. This scheme leads to the following hypotheses:
- High concern for both one's own and the other party's outcomes leads to attempts to find mutually beneficial solutions.
- High concern for one's own outcomes only leads to attempts to "win" the conflict.
- High concern for the other party's outcomes only leads to allowing the other to "win" the conflict.
- No concern for either side's outcomes leads to attempts to avoid the conflict.
Often a group finds itself in conflict over facts, goals, methods or values. It is critical that it properly identify the type of conflict it is experiencing if it hopes to manage the conflict through to resolution. For example, a group will often treat an assumption as a fact.
The more difficult type of conflict is when values are the root cause. It is more likely that a conflict over facts, or assumptions, will be
- personality conflict
- value differences
- goal differences
- methodological differences
- substandard performance
- lack of cooperation
- differences regarding authority
- differences regarding responsibility
- competition over resources
- non-compliance with rules (LO)
A definition of a conflict can be the subject of legal action has three invariants[1] :
- legal
- technical
- emotional
What is Conflict
Posted by
MUHAMMAD SHERAZ
Conflict is actual or perceived opposition of needs, values and interests. A conflict can be internal (within oneself) to individuals. Conflict as a concept can help explain many aspects of social life such as social disagreement, conflicts of interests, and fights between individuals, groups, or organizations. In political terms, "conflict" can refer to wars, revolutions or other struggles, which may involve the use of force as in the term armed conflict. Without proper social arrangement or resolution, conflicts in social settings can result in stress or tensions among stakeholders. When an interpersonal conflict does occur, its effect is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse, and sometimes even way.
Conflict as taught for graduate and professional work in conflict resolution (which can be win-win, where both parties get what they want, win-lose where one party gets what they want, or lose-lose where both parties don't get what they want) commonly has the definition: "when two or more parties, with perceived incompatible goals, seek to undermine each other's goal-seeking capability".
A clash of interests, values, actions or directions often sparks a conflict. Conflicts refer to the existence of that clash. Psychologically, a conflict exists when the reduction of one motivating stimulus involves an increase in another, so that a new adjustment is demanded. The word is applicable from the instant that the clash occurs. Even when we say that there is a potential conflict we are implying that there is already a conflict of direction even though a clash may not yet have occurred.
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