Conflict and Peace

Strategies explained to Resolve Conflict

Introduction

Conflict can occur in many different forms, among many different relationships.

When conflict occurs in an educational environment, it is important to remain professional and resolve the conflict in a timely manner.

There are many strategies that can be used to effectively resolve any conflict in an educational environment.

Conflict is divided into two different kinds:

• Internal Conflict: is a struggle within a person's mind over a problem or question. That's why it is called internal. Eg. questioning God after the death of a loved one.

• External Conflict: is defined in contrast to the internal conflict mentioned above in which a struggle is between a character and themselves, Society, Nature. Eg. The conflict between a parent and child.

The main difference between Internal and External conflict is that internal place takes inside the body of a person and external therefore takes place outside the body. 

Below there are some stages and different levels of conflict.

There are five stages of conflict:

1. Latent Conflict: The first stage of conflict is latent conflict in which the factors that could become a cause of potential conflict exist. Eg. dry for autonomy, the divergence of goals, role conflict, and the competition for scarce resources.
2. Perceived Conflict: Sometimes conflict arises even if no latent conflict is present. Eg. one party perceived the others to be likely to thwart or frustrate his or her goals. The case, in which conflict is perceived when no latent conflict arises, is used to result from the parties misunderstanding each other’s true position. Such conflict can be resolved by improving communication between the groups.
3. Felt Conflict: Felt conflict is the stage when the conflict is not only perceived but actually felt and recognized. Eg. A person may be aware that he is in a serious argument with B over some policy.
4. Manifest Conflict: Manifest conflict is the stage when the two parties engage in behavior which evokes a response from each other. Eg. open aggression, apathy, sabotage, withdrawal, and perfect obedience to rules.
5. Conflict Aftermath: The aftermath of conflict may have positive or negative repercussions for the organization depending upon how conflict is resolved. Eg. If the conflict is genuinely resolved to the satisfaction of all participants, the basis for a more cooperative relationship may be laid or the participants in their drive for a more ordered relationship may focus on latent conflicts not previously perceived and dealt with.

The "levels of conflict" are four types of disagreements that affect an individual or group of individuals. Each level comes with its own unique challenges and solutions.

The four levels of conflict are explained below:

1. Intrapersonal: This level refers to an internal dispute and involves only one individual. This conflict arises out of your own thoughts, emotions, ideas, values, and predispositions. It can occur when you are struggling between what you “want to do” and what you “should do.”
2. Interpersonal: Interpersonal(not to be confused with intrapersonal) occurs between two or more people in a larger organization. It can result from different personalities or differing perspectives on how to accomplish goals. Interpersonal conflict may even occur without one party realizing there was ever conflict.
3. Intragroup: This level of conflict occurs between members of a single group when there are multiple people with varying opinions, backgrounds, and experiences working toward a common goal. Even though they may all want to achieve the same goal, they may disagree about how to reach it. Intragroup conflict can also occur when team members have differences in communication styles and personalities.
4. Intergroup: Intergroup(not to be confused with intragroup) occurs between different groups within a larger organization or those who do not have the same overarching goals.

Strategies Explained

As there are ways to start conflict there are also steps to resolve conflict and maintain peace.

Conflict can be constructive in the workplace because it opens employees to new ideas and perspectives and creates opportunities to look for new and unique solutions to problems.

Here are some steps to resolving each level of conflict in the workplace:

1. Managing Intrapersonal conflict:

• Follow your values: To determine how the conflicts can affect your core values and what matters to your productivity in the workplace. Consider the solutions that range with your beliefs and stimulus.

• Check your company policy: If applicable, you need to review your company policies that associated the conflict

• Write the conflict down: You need to review the pros and cons associated with your conflict and foresee the outcomes of the optional decisions. Consider selecting the resolution that has the most pros and the outcomes.

• Be conscious of time: Keep in mind how much time you have to reach a solution

    2. Managing Interpersonal Conflict:

• Define the conflict: Start by identifying exactly what the conflict is about, including what event started it and how each person reacted. Look at the conflict from each of those people's perspective to determine what each party wanted and the needs from this resolution.

• Put the conflict into context:  Discuss the conflict’s impacts on each party, the project, and the workplace. This step can help each party understand the importance of resolving the conflict and motivate them to collaborate on finding a solution.

• Create options:  Let each party come up with one idea to resolve the conflict, allowing each party to take turns. This step allows each party to identify how the conflict can be resolved amicably. Parties can also brainstorm as a group to create solutions that benefit each party.

• Agree on a solution: As a group, determine a solution that positively impacts each party. Consider including goal setting as part of this stage to evaluate and measure a resolution’s progress.

    3. Managing Intragroup Conflict:

• Discuss the conflict as a team: Openly discuss what caused the conflict and how each party feels about it. This step ensures everyone is involved in coming up with a solution and can talk through the issue honestly. Have each team member clarify why they hold their position and discuss what information is the basis of these beliefs.

• Collaborate in small groups: Break the team into smaller groups consisting of different viewpoints. Analyze the conflict and brainstorm the pros and cons of different solutions. Convene as a team and have groups share ideas they had. Smaller groups can provide more thorough discussions, as there are fewer people trying to discuss their side at once.

• Reach a decision: As a full team, decide what course of action to take or determine if further brainstorming needs to happen. Make sure everyone is satisfied with the decision and committed to the proposed strategy.

    4. Managing Intergroup Conflict: 

• Discuss the issue with all relevant parties: You may engage in conversation with large groups, such as in an open forum. This situation may work for issues that affect a large group of people and can be used to hear a variety of perspectives, ideas, and concerns with a smaller group of stakeholders.

• Have a closed meeting with necessary stakeholders: Sometimes, address an intergroup conflict with only a few necessary people, such as team leaders or department heads. This step can come after holding an open forum or be the main resolution tactic.

• Gather a variety of possible solutions: Encourage each side to hold meetings to discuss issues as they arise. If possible, you might move team members from one team to another so they can better see an issue from the other team’s perspective. Then, have groups brainstorm solutions that provide the most positive impact. To come to a solution, consider holding a vote to gauge each side’s interest in the proposed solutions.

Conflict can take place anywhere, anytime, anyplace, or any country.

There can be conflicts between families, friends, work colleagues, within a country, or between countries.

Conflicts can be solved. Some may be short-term and some long-term.

The probability of conflict resolution in a large group discussion is higher than just a few members to discuss. Some strategies do not need a brief explanation to solve conflicts such as conflicts between siblings, conflicts between classmates, and adults.

Conflicts can range from minor to major, and national to international.

This video may provide you with a brief explanation of Conflict and Peace:

Peace is not absence of conflict, it is the ability to handle conflict by peaceful means

Thanks for reading! Stay Safe stay healthy!!