As a part of the human condition, conflict is something that
everyone will encounter eventually.
However, there is good news; managing conflict can be attained once
there is an understanding of the underlying causes and by approaching them in a
safe, supportive, organized manner. In
most instances conflict takes place because of the differences in how people
view, think, feel, or believe about an issue, thus creating hostilities but
sometimes conflict can be a positive influence.
By analyzing Collaborative
Approaches to Resolving Conflict by Isenhart and Spangle (2000), as
reviewed by Lydia Brown (2002), one can see how the different elements of
conflict resolution and peacemaking attribute to overcoming conflict
hostilities.
Understanding Conflict
Brown (2002) reiterates the complexities of conflict that
Isenhart and Spangle identify as “power struggles, [conflicting] decision-making
processes, unresolved problems from past interactions, and/or the way people
talk to each other” (p. 2). However,
because of these complexities it can be difficult to identify the underlying
factors that are responsible for creating the conflict. Most people view difficulties from his or her
own perspective, thus projecting their own ideas unto others. This type of projection includes self-serving
bias’, which then create blame, intent, selfishness, and stability. Conflict is also a product of distributive
justice; when someone believes an injustice is perceived (i.e., inequity) distress,
frustration, and anger make conflict difficult to resolve. Many people believe that conflict is
developed in stages, although according to Brown (2002) no one has identified
exactly how many stages, or the sequence of the behaviors that perpetuate
disagreement. In addition to this,
self-interests also create conflict; thinking only of oneself instead of the
whole, thus resorting to destructive tactics such as pleas, threats, insults,
or tears as a tradeoff.
The Four C’s of
Peacemaking
Contact, cooperation, communication, and conciliation are
the four strategies that social psychologists use to turn conflict into
collaboration (Meyers, 2010). Repeated
contact with someone naturally will create familiarity and eventually liking
follows. Increased contact and positive
attitudes has been a topic for many studies, it was also the drive behind
desegregation in the late 1050s and 1960s.
As stated in an article entitled School
Desegregation and Equal Educational Opportunity put out by Civil Rights 101 (2001), “such change was
meant to alter attitudes and socialization [patterns] of children”, thus
creating friendship (para. 3).
Cooperation is people working together to find solutions that are of
benefit to all parties. For that to take
place open communication is necessary.
When each party feels as though there is concern for all, “trusting and
friendly attitudes prevail… [but] approaching conflict from this perspective
depends on ‘implicit trust’…” (Brown, 2002, p. 5). Although this type of trust can create
exploitation, de-escalating tensions may need GRIT (graduated and reciprocated
initiative in tension reduction).
Whereby, one party initiates a statement of conciliatory intent in an
effort to reduce tensions. Peacemaking
is possible with easing tensions that result in continued contact, cooperation,
and communication.
Conflict Management
Designing a program that will encourage collaborative
processes over escalating conflict can be accomplished once an understanding of
system concepts is learned. First it is
essential to understand the underlying issues of past conflict that may
influence the current processes associated with a conflict. Furthermore, according to Brown (2002),
Isenhart and Spangle’s (2000) work suggests “an emphasis on interest-based
negotiations… as the foundation of [any] systems design (p. 8). Thus collaborative style approaches (e.g.,
cooperation, mediation, or arbitration) to resolving conflict attempt to inform
and advise; either from an expert or a facilitator in an effort to prevent
escalation. But one thing is certain,
“workers of tomorrow need the skills to break mental sets, think creatively,
and find innovative approaches to problem resolution” (Brown, 2000, p. 8).
Conflict is
inevitable; however, in an effort to reduce the negative effects that it can
have an attempt to find collaborative methods in which to resolve it can
in-fact have a positive influence on those involved. Identifying the underlying factors and
history of conflict initiate communication and help to understand others
perspectives. Conflict is complex,
taking into consideration the bias’ that each person carries and projects upon
others, it is difficult to find the actual root of many issues; thus perceived inequity,
projection, and self-interests play a part in conflict. However, turning conflict into collaboration
takes contact, cooperation, communication, and conciliation. Through these strategies a trust is built, in
effect, easing tensions and allows for collaborative approaches to resolving and
managing conflict. Therefore, when
conflict is effectively resolved each participant feels benefited from the
exchange and establishes a mutual respect between the parties.
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