Conflict & Conflict Resolution

a. Concept of Conflict
b. Theories and Types of
Conflict
c. Concept of Conflict
Resolution Strategies
At the end of the session, students are
expected to:
üexplain the basic concept of
conflict; and
üdemonstrate the practices,
strategies, theories, and types of
conflict resolution.
a. Concept of
Conflict
Conflict
Ø is a struggle between people. The struggle may be
physical, or between conflicting ideas. The word comes
from Latin “conflingere” means to come together for a
battle. Conflicts can either be within one person, or they
can involve several people or groups
Ø is a natural disagreement arising between two or more
people. It exists when they have incompatible goals
and one or more believe that the behavior of the other
prevents them from their own goal achievement
 b. Theories
and Types of
Conflict
Conflict theories
Ø are perspect ives in sociology and social
p s ych ol og y t ha t em p ha s i z e a m a t e r i a l i s t
interpretation of history, dialectical method of
analysis, a critical stance toward existing social
arrangements, and political program of
revolution or, at least, reform. Conflict theories
draw attention to power differentials, such as
class conflict, and generally contrast historically
dominant ideologies. It is therefore a macro-
level analysis of society.
Karl Marx
Ø is the father of the social conflict theory, which
is a component of the four major paradigms of
sociology. Certain conflict theories set out to
highlight the ideological aspects inherent in
traditional thought. While many of t hese
perspectives hold parallels, conflict theory
does not refer to a unified school of thought,
and should not be confused with, for instance,
peace and conflict studies, or any other
specific theory of social conflict.
 TYPES OF CONFLICT
Conflict theory is most commonly associated
with Marxism but as a reaction to functionalism
and the positivist method, it may also be
associated with a number of other perspectives
including:
a) Critical theory
b) Feminist Theory – an approach that
recognizes, women’s political, social and
economic equality to men.
c) P o s t m o d e r n t h e o r y – a n
approach that is critical of
modernism, with a mistrust of
grand theories and
ideologies.
d) Post-structural theory
e)Postcolonial theory
f) Queer theory – a growing body of
research findings that challenges the
heterosexual bias in western society.
g) Word Systems theory
h) Race-Conflict approach – a point of
view that focuses on inequality and
conflict between people of different
racial and ethnic categories
 MODERN APPROACH ON CONFLICT
Ø Charles Wright Mills (1916-1962) an American
sociologist, and a professor of sociology at
Columbia University from 1946 until his death in
1962. Mills was published widely in popular and
intellectual journals, and is remembered for
several books such as The Power Elite, which
introduced that term and describes the
relationships and class alliances among the US
political, military, and economic elites;
Ø White Collar: The American Middle
Classes, on the American middle class;
and The Sociological Imagination,
which presents a model of analysis for
the interdependence of subjective
experiences within a person's
biography, the general social structure,
and historical development.
Ø Societies are defined by inequality that produces
conflict, rather than which produces order and
consensus. This conflict based on inequality can
only be overcome through a fundamental
transformation of the existing relations in the society
and is productive of new social relations.
Ø The disadvantaged have structural interests that run
counter to the status quo, which, once they are
assumed, will lead to social change. Thus, they are
viewed as agents of change rather than objects
one should feel sympathy for.
Ø Human potential (e.g., capacity for
creativity) is suppressed by conditions of
exploitation and oppression, which are
necessary in any society with an unequal
division of labor. These and other qualities do
not necessarily have to be stunted due to the
requirements of the so-called "civilizing
process," or "functional necessity": creativity
is actually an engine for economic
development and change.
 c. Concept of
Conflict Resolution
Strategies
Concept of Conflict Resolution Strategies
ØConflict resolution is conceptualized as the
methods and processes involved in
facilitating the peaceful ending of conflict
and retribution. The term conflict resolution
may also be used interchangeably with
dispute resolution, where arbitration and
litigation processes are critically involved.
Ø The concept of conflict
resolution can be thought to
encompass the use of nonviolent
resistance measures by
conflicted parties in an attempt
to promote effective resolution.
ØCommitted group members attempt to resolve
group conflicts by actively communicating
information about their conflicting motives or
ideologies to the rest of group (e.g., intentions;
reasons for holding certain beliefs) and by
engaging in collective negotiation. Dimensions of
resolution typically parallel the dimensions of
conflict in the way the conflict is processed.
Ø Cognitive resolution is the way disputants understand
and view the conflict, with beliefs, perspectives,
understandings and attitudes.
Ø Emotional resolution is in the way disputants feel
about a conflict, the emotional energy. Behavioral
resolution is reflective of how the disputants act, their
behavior.
Ø Ultimately a wide range of methods and procedures
for addressing conflict exist, including negotiation,
mediation, mediation-arbitration, diplomacy, and
creative peacebuilding.
ØKenneth Thomas and Ralph Kilmann developed
five conflict resolution strategies that people use
to handle conflict, including avoiding, defeating,
compromising, accommodating, and
collaborating.
ØT h i s a s s u m e s t h a t p e o p l e c h o o s e h o w
cooperative and how assertive to be in a conflict.
It suggests that everyone has preferred ways of
responding to conflict, but most of us use all
methods under various circumstances.
 CONFLICT
RESOLUTION
STRATEGIES
1. Avoiding
Øit is when people just ignore or withdraw from the
conflict. They choose this method when the
discomfort of confrontation exceeds the potential
reward of resolution of the conflict. While this
might seem easy to accommodate for the
facilitator, people aren’t really contributing
anything of value to the conversation and may
be withholding worthwhile ideas. When conflict is
avoided, nothing is resolved.
2. Competing
Ø it is used by people who go into a conflict
planning to win. They’re assertive and not
cooperative. This method is characterized by the
assumption that one side wins and everyone else
loses. It doesn’t allow room for diverse
perspectives into a well-informed total picture.
Competing might work in sports or war, but it’s
rarely a good strategy for group problem solving.
3. Accommodating
Ø it is a strategy where one party gives in to the wishes or
demands of another. They’re being cooperative but not
assertive. This may appear to be a gracious way to give in
when one figures out s/he has been wrong about an
argument. It’s less helpful when one party accommodates
another merely to preserve harmony or to avoid disruption.
Like avoidance, it can result in unresolved issues. Too much
accommodation can result in groups where the most
assertive parties commandeer the process and take control
of most conversations.
4. Collaboradating
Ø Collaborating is the method used when
people are both assertive and cooperative.
A group may learn to allow each
participant to make a contribution with the
possibility of co-creating a shared solution
that everyone can support.
Ø A great way to collaborate and overcome
conflict is to reach out and touch them.
5. Compromising
Ø it is where participants are partially assertive and
cooperative. The concept is that everyone gives
up a little bit of what they want, and no one gets
everything they want. The perception of the best
outcome when working by compromise is that
which “splits the difference.” Compromise is
p er cei v ed a s b ei ng f a i r , ev en i f n o o n e i s
particularly happy with the final outcome.
THANK YOU