DAVAO CENTRAL COLLEGE

College of Education and Liberal Arts

Toril, Davao City, Philippines
Tel. No. (082) 291-1882 / Fax No. (082) 291-2053
With Accredited Programs by
ACSCU-ACI
 Email Address: [email protected]  Website: www.davaocentralcollege.com

Week 17

Unit 1: A Whole School Approach as Organizing Framework

Topic: Resolving and Transforming Conflicts

Learning Outcomes:

1. Discuss the key strategies and approaches to conflict resolution,

including negotiation, mediation, arbitration, and collaboration, and
how they contribute to resolving disputes.
2. Explain the concept of conflict transformation and its focus on
addressing underlying causes of conflict, changing relationship
dynamics, and promoting long-term peace.
3. Express an understanding of the challenges in conflict resolution and
transformation, such as power imbalances, deep-rooted prejudices,
and resistance to change, and the importance of overcoming these
obstacles.
4. Explain the role of structural and cultural change in conflict
transformation, emphasizing the need to address systemic issues and
promote inclusivity for sustainable peace.

1. Introduction to Conflict

 Definition: Conflict is a disagreement or clash between ideas,

principles, or people. It can arise in any setting where there are
differences in goals, values, or beliefs.
 Types of Conflict:
o Intrapersonal: Conflict within an individual.
o Interpersonal: Conflict between individuals.
o Intragroup: Conflict within a group.
o Intergroup: Conflict between different groups.

2. Conflict Resolution

 Definition: The process of resolving a dispute or conflict by meeting at

least some of each side’s needs and addressing their interests.
 Key Strategies:
o Negotiation: A dialogue between parties aimed at reaching a
mutual agreement.
o Mediation: A neutral third party helps the conflicting parties to
reach a consensus

o Arbitration: A neutral third party makes a binding decision to

resolve the conflict.
o Collaboration: Working together to find a win-win solution that
satisfies all parties.
 DAVAO CENTRAL COLLEGE
College of Education and Liberal Arts
Toril, Davao City, Philippines
Tel. No. (082) 291-1882 / Fax No. (082) 291-2053
With Accredited Programs by
ACSCU-ACI
3. Conflict
 Email Address: Transformation
[email protected]  Website: www.davaocentralcollege.com

 Definition: A deeper approach that goes beyond resolving the

immediate issue to address the underlying causes of conflict and
change the relationship dynamics.
 Key Aspects:
o Changing Relationships: Focuses on altering the relationships
between conflicting parties to build long-term peace.
o Addressing Structural Issues: Seeks to change the underlying
social, political, or economic structures that contribute to
conflict.
o Cultural Change: Promotes changes in cultural norms and
practices that perpetuate conflict.

4. Tools and Techniques

 Active Listening: Ensuring that each party feels heard and

understood.
 Empathy: Understanding and sharing the feelings of others to build
trust.
 Communication Skills: Using clear, non-confrontational language to
express needs and concerns.
 Problem-Solving: Identifying the root causes of conflict and
collaboratively finding solutions.

Conflict is an inherent aspect of human interaction, arising from the natural

diversity in goals, values, beliefs, and interests that people hold. Whether in
personal relationships, workplaces, communities, or at the international
level, conflicts can manifest in various forms. These conflicts can be broadly
categorized into intrapersonal, interpersonal, intragroup, and intergroup
conflicts.

Intrapersonal conflict occurs within an individual, where they experience

internal struggles between different desires or moral dilemmas.
Interpersonal conflict takes place between two or more individuals who
have opposing views or interests. Intragroup conflict happens within a
single group, often arising from differences in opinions or objectives among
group members. Lastly, intergroup conflict occurs between different
groups, such as ethnic, religious, or political factions, often driven by
competition for resources, power, or recognition.

Given the ubiquitous nature of conflict, finding effective ways to

manage and resolve it is crucial for maintaining harmony and cooperation in
any setting. Conflict resolution is the process of addressing and resolving
disputes in a manner that satisfies the needs and interests of all parties
involved. The primary goal is to reach an agreement that all sides can
accept, thus preventing the conflict from escalating or recurring.

There are several key strategies in conflict resolution. Negotiation is one of

the most common methods, where the conflicting parties engage in direct
dialogue to discuss their differences and seek a mutually acceptable
solution. Negotiation is often a preferred approach because it allows the
parties to maintain control over the outcome and fosters a sense of
ownership in the resolution process.
 DAVAO CENTRAL COLLEGE
College of Education and Liberal Arts
Toril, Davao City, Philippines
Tel. No. (082) 291-1882 / Fax No. (082) 291-2053
With Accredited Programs by
ACSCU-ACI
 Email Address: [email protected]  Website: www.davaocentralcollege.com

Mediation involves the assistance of a neutral third party who facilitates the
discussion and helps the conflicting parties find common ground. Unlike
negotiation, where the parties engage directly, mediation provides a
structured environment where the mediator guides the conversation,
encourages open communication, and helps clarify misunderstandings. The
mediator does not impose a solution but rather supports the parties in
reaching their own agreement.

Arbitration is another method of conflict resolution, wherein a neutral third

party, known as the arbitrator, listens to the arguments from both sides and
makes a binding decision to resolve the conflict. Arbitration is often used in
situations where the parties prefer a decisive outcome but wish to avoid the
formalities and potential public exposure of a court trial.

Collaboration is a more integrative approach, where all parties involved

work together to find a win-win solution that meets the needs and interests
of everyone. This strategy is particularly effective when the parties have
ongoing relationships that they wish to preserve, as it emphasizes
cooperation and mutual benefit rather than competition or compromise.

While conflict resolution focuses on addressing the immediate issues at

hand, conflict transformation goes a step further by seeking to change
the underlying causes and dynamics that give rise to conflict. Conflict
transformation is a more holistic approach that aims not only to resolve the
current dispute but also to prevent future conflicts by fostering positive
changes in relationships, structures, and cultural norms.

One of the key aspects of conflict transformation is changing relationships

between the conflicting parties. This involves moving beyond simply
addressing the surface-level issues to build trust, understanding, and
cooperation between the parties. By changing the way the parties relate to
each other, conflict transformation seeks to create a foundation for long-
term peace and collaboration.

Addressing structural issues is another crucial component of conflict

transformation. Often, conflicts are rooted in deeper social, economic, or
political inequalities that perpetuate tension and division. By addressing
these structural issues—such as unequal access to resources, discrimination,
or systemic injustice—conflict transformation aims to remove the conditions
that contribute to conflict and create a more just and equitable society.

Cultural change is also an essential element of conflict transformation. In

many cases, conflicts are sustained by cultural norms and practices that
encourage competition, exclusion, or hostility. By promoting cultural change,
conflict transformation seeks to shift these norms towards values of
inclusivity, cooperation, and respect for diversity.

Several tools and techniques are essential for effectively resolving and
transforming conflict. Active listening is a critical skill that ensures each
party feels heard and understood. This involves not only hearing the words
spoken but also
 DAVAO CENTRAL COLLEGE
College of Education and Liberal Arts
Toril, Davao City, Philippines
Tel. No. (082) 291-1882 / Fax No. (082) 291-2053
With Accredited Programs by
ACSCU-ACI
 Email Address: [email protected]  Website: www.davaocentralcollege.com

paying attention to the emotions and intentions behind them. Active

listening helps to build empathy and reduce misunderstandings, which are
often at the root of conflict.

Empathy—the ability to understand and share the feelings of others—is

another vital tool in conflict resolution and transformation. By putting
themselves in the shoes of the other party, individuals can better appreciate
their perspective and concerns, which can lead to more compassionate and
constructive dialogue.

Communication skills are also crucial in resolving and transforming

conflict. Effective communication involves using clear, non-confrontational
language to express needs and concerns without escalating tensions. It also
includes being open to feedback and willing to adjust one’s approach based
on the responses of others.

Problem-solving is a technique that involves identifying the root causes of

conflict and collaboratively finding solutions. This approach requires
creativity, flexibility, and a willingness to explore alternative options that
may satisfy the needs of all parties.

Real-world examples illustrate how these strategies can be applied in

practice. The Northern Ireland Peace Process is a notable case of
successful conflict transformation. For decades, Northern Ireland was
plagued by political and sectarian violence between Unionists (mostly
Protestant) who wanted to remain part of the United Kingdom, and
Nationalists (mostly Catholic) who sought to join the Republic of Ireland. The
peace process, which culminated in the Good Friday Agreement of 1998,
involved a combination of negotiation, mediation, and structural changes
that addressed the underlying causes of conflict and helped to transform the
relationships between the conflicting parties.

Another example is South Africa’s Truth and Reconciliation

Commission (TRC), established after the end of apartheid. The TRC focused
on healing and rebuilding relationships by providing a platform for victims of
human rights abuses to share their experiences and for perpetrators to
acknowledge their actions and seek forgiveness. This process of truth-telling
and reconciliation was a critical step in transforming the deep-seated
divisions and injustices that had fueled the conflict in South Africa.

Despite the effectiveness of these strategies, there are significant challenges

in conflict resolution and transformation. Power imbalances can hinder fair
conflict resolution, as the party with more power may dominate the process
and impose solutions that do not adequately address the needs of the
weaker party. Deep-rooted prejudices and stereotypes can also be
difficult to overcome, as they perpetuate mistrust and hostility between the
parties. Resistance to change is another challenge, as individuals and
groups may be reluctant to alter established practices or relinquish
privileges, even when doing so is necessary for long-term peace.

To overcome these challenges, certain best practices are essential. Building

trust is crucial, as trust is the foundation of any successful conflict resolution
 DAVAO CENTRAL COLLEGE
College of Education and Liberal Arts
Toril, Davao City, Philippines
Tel. No. (082) 291-1882 / Fax No. (082) 291-2053
With Accredited Programs by
ACSCU-ACI
or transformation
 Email Address: process. This can
be achieved
[email protected] through
 Website: transparency,
www.davaocentralcollege.com
consistency, and demonstrating integrity in all interactions. Encouraging
dialogue is also vital,

as open and honest communication allows parties to express their concerns,

clarify misunderstandings, and explore potential solutions.

Focusing on underlying interests rather than stated positions is another

best practice. While positions are the specific demands or solutions that
parties propose, interests are the underlying needs and concerns that
motivate those positions. By addressing interests rather than positions,
conflict resolution and transformation efforts can uncover common ground
and create more sustainable solutions.

Finally, promoting inclusivity is essential to ensure that all stakeholders are

involved in the process. Inclusivity helps to prevent the marginalization of
certain groups and ensures that the solutions reached are more
comprehensive and widely accepted.

In conclusion, resolving and transforming conflict is essential for fostering

peace, cooperation, and positive relationships in any setting. While conflict
resolution addresses immediate issues, conflict transformation seeks to
change the underlying causes and dynamics, leading to sustainable peace.
By employing a combination of negotiation, mediation, collaboration, and
addressing structural and cultural issues, conflicts can be effectively
managed and transformed, paving the way for a more harmonious and just
society.

References:

 Lederach, J. P. (2003). The Little Book of Conflict

Transformation. Good Books.
 Fisher, R., Ury, W., & Patton, B. (2011). Getting to Yes:
Negotiating Agreement Without Giving In. Penguin Books.
 Galtung, J. (1996). Peace by Peaceful Means: Peace and
Conflict, Development and Civilization. Sage Publications.
 Burton, J. (1990). Conflict: Resolution and Prevention. St.
Martin’s Press.
 Hocker, J. L., & Wilmot, W. W. (2017). Interpersonal Conflict.
McGraw-Hill Education.