Scribd
Upload
21 views

Conflict Management

Best Book

Uploaded by

Ayaz Shafiq
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
21 views

Conflict Management

Best Book

Uploaded by

Ayaz Shafiq
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 21

Conflict resolution

Conflict

The term conflict was coined in the early 15 th century it is a Latin word which known as
conflict Which means to strike hard well

This term of conflict was later turned into the Indian ideology and the term conflict really
means meaning simple disagreements between people

Conflict resolution
Conflict resolution is a way for two or more parties to find a peaceful solution to a
disagreement among them. The disagreement may be personal, financial, political, or
emotional
Example
conflict between the U.S. and the Taliban in Afghanistan is an international conflict, as
is the conflict between India and Pakistan.

Types of conflict
Individual conflict

Group conflict

Organizational conflict

Conflict with the self

Conflict with the environment

Causes of conflict
Conflict arises due to various causes, including:

1. Competition for resources:


When individuals or groups compete for limited
resources, such as money, jobs, or power.

2. Differences in values and beliefs:


Conflicting ideologies, religious beliefs, or
moral values can create tension between
groups.
3. Social inequality:
Disparities in wealth, status, or power can
cause feelings of resentment and lead to
conflict.

4. Poor communication:
Misunderstandings or lack of communication
can escalate disagreements into conflicts.
5. Power struggles:
When individuals or groups vie for dominance or
control over a situation or decision-making.

6. Cultural differences:
Conflicts can arise from differences in
traditions, customs, or languages.

7. Emotional and psychological factors:


Jealousy, anger, or past grievances can
contribute to ongoing disputes.

• Addressing conflict
effectively involves
several key steps:

1. Recognize the Conflict:


Acknowledge that there
is a problem and
identify its source. Clear
identification of the
issue is the first step
toward resolving it.

2. Stay Calm and


Composed: Emotions
can escalate conflicts.
It’s important to remain
calm, composed, and
objective while
discussing the issue.
3. Active Listening: Allow
all parties involved to
express their
perspectives without
interruption. Listen
actively and
empathetically to
understand their
viewpoints.

4. Focus on the Issue, Not


the Person:
5. Keep discussions
centred
on the problem rather
than personal attacks or
character judgments.

6. Explore Possible
Solutions:
Collaborate to generate
options that satisfy all
parties. Brainstorm
solutions, keeping the
dialogue open and
respectful.
7. Agree on a Solution:
Reach a consensus on a
course of action that
works for everyone
involved. Be willing to
compromise.
8. Implement and Follow
Up: Once a solution is
agreed upon, implement it.
Follow up to ensure the
resolution is effective and
that no further conflicts
arise.

Conflict resolution requires


patience, mutual respect,
and a willingness to
understand different
perspectives.

• Barriers to resolved
conflict:
There are several barriers
to resolving conflict
effectively, including:
1. Poor Communication:
Misunderstandings, lack
of clarity, or ineffective
listening can escalate
conflicts rather than
resolve them. When
people don’t express
themselves clearly or fail
to understand others, the
conflict lingers.
2. Emotional Reactions:
Anger, frustration, or
other strong emotions
can cloud judgment,
leading to irrational
decisions and making
resolution harder.

3. Lack of Trust: When


parties do not trust each
other, they may be
unwilling to engage in
constructive dialogue or
compromise.

4. Ego and Pride: If


individuals are unwilling
to admit mistakes, accept
responsibility, or back
down, conflicts can
persist. A “win at all
costs” mentality prevents
resolution.
5. Avoidance: Avoiding
conflict, either by
withdrawing or ignoring
the problem, can lead to
further misunderstanding
and intensification of the
issue.

6. Power Imbalances: In
situations where one
party has more power or
authority, the weaker
party may feel unable to
express themselves
freely, leading to
unresolved conflicts.

7. Cultural Differences:
Different cultural
backgrounds may lead to
differing values,
communication styles,
and conflict resolution
approaches, which can
complicate the process.
8. Lack of Cooperation: If
parties are unwilling to
cooperate or
compromise, finding a
mutually acceptable
solution becomes
difficult.

9. Fixed Positions: When


individuals hold rigid,
non-negotiable positions,
rather than focusing on
the underlying needs or
interests, conflict
resolution stalls.

10. External Influences:


Outside pressures, such
as societal norms, peer
opinions, or
organizational policies,
can hinder conflict
resolution by reinforcing
existing divides.
Theory of conflict
The Thomas-Kilmann Conflict
Mode Instrument (TKI) helps
people understand how they
deal with conflicts. It
identifies five main styles
based on two factors: how
assertive (trying to meet
your own needs) and how
cooperative (trying to meet
others’ needs)

1. Competing: You focus


on winning, putting
your needs first. This is
good when you need
to make a quick
decision.

2. Accommodating: You
put others’ needs
before your own. This
can help keep peace,
especially if the other
person’s needs are
more important.
3. Avoiding: You stay
away from the conflict
altogether. This might
be okay for small
issues or when things
are too emotional to
deal with.

4. Collaborating: You
work with others to
find a solution that
satisfies everyone. This
is best for complex
problems where both
sides need to feel
heard.
5. Compromising: You
and the other person
find a middle ground,
where both give up
something to reach an
agreement. This is
practical for situations
where you can’t fully
meet either side’s
needs.

You might also like