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Conflict management models
Theory of conflict management
Theories And Process In Conflict Management
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As a concept, Conflict management has been conventionally associated with conflict containment. According to Hugh Miall, conflict management theorists “see violent conflicts as an ineradicable consequence of differences of values and interests within and between communities.” These theorists regard “Resolving such conflicts as unrealistic: the best that can be done is to manage and contain them, and occasionally to reach a historic compromise in which violence may be laid aside and normal politics resumed.” This definition assumes that conflicts are irresolvable and that handling is limited to containing them and ending the violence. However, other theorists believe that it is possible to eliminate conflicts. Therefore, they see conflict …conflict resolution is more ambitious, as it expects the parties to face jointly their incompatibility and find a way to live with or dissolve it. It could be concluded, therefore, that the main trend in conflict studies is to define conflict management as being on the same level as conflict settlement or containment. In other words, the general view of conflict management is that it is less advanced or that it covers a narrower range of treatment of conflict in comparison with other, more ambitious or advanced methods of dealing with this problem. Fisher et al. states that while they make “no claim” that there are a “universally accepted” typology for the methods used in addressing conflict, there are “consistent” terms, seen as “steps in a process" and "each step taken includes the previous one.” The authors classify these steps as conflict prevention, conflict settlement, conflict management, conflict resolution and conflict transformation. In their view, the definition of conflict management is that it “aims to limit and avoid future violence by promoting positive behavioural changes in the parties There is need, therefore, to understand how such conflicts are generated, developed and methods of managing it. Natural resource based conflicts are a branch of environmental conflict, a specialized form of environment conflict. It is important to look at conflict from a broader sense. To do this one needs to borrow from the framework of international environment conflict because the two are linked especially when the goals of users of these resources become incompatible. The study will use several tools like the escalation model developed by Jon Martin Trolldalen who defines international environmental conflict as; “conflicts that arise from the utilization of natural resources in one country which has negative environmental consequences for another country or groups of countries. Natural resource based conflicts specifically relate to access, control and unsustainable use of natural
Straus, M. A. (1987). The Conflict Tactics Scales and its critics: an evaluation and new data on validity and reliability.
...to be achieved, years, decades, lifetimes, conflict is intended to fulfill this need. Ultimately, conflict theory is about the struggles, ideologies, representations, and power that the haves possess and the have-nots want to exert. These concepts come into play causing conflict between the groups which ends in social change.
Chapter two elaborate on style of conflict, worldview of conflict, negative view, positive of conflict, lens model of conflict, and description of conflict. Chapter encourage me to think about conflict in my life, and the chapter introduce lend model of conflict. The lens model of conflict has benefits in perspective and analysis the conflict. The perspective within conflict would help to understand both side of the conflict. Analysis the conflict would help come to resolution, compromise, or agreement. Also, conflict was seen different with everyone. Even culture has influence on conflict. Overall, I believe that patience would be most helpful in managing conflict.
The way someone manages a difference can make conflict turn into a sphere of harm or a sphere of value. The sphere of harm is when differences are managed in destructive and damaging ways. Littlejohn states (2014) states, “Conflicts are managed so badly that damage is done to people, relationships, and, indeed, entire social worlds” (p. 188). If a party were to react to an indifference by using physical or verbal violence the conflict would move into the sphere of harm. On the other hand, the sphere of value is when differences are significant, but not controversial. Instead, parties value the difference, appreciate it and view it as a positive asset. The goal of conflict is to move from the sphere of harm to the sphere of
Pruitt, Dean G, and Sung Hee Kim. Social Conflict: Escalation, Stalemate, and Settlement. 3rd ed. 2004. New York: McGraw-Hill Higher Education, 2004.
Conflicts arise when people’s interest, values, actions, views or expectation come into contact and there is a difference of opinion and thus a disagreement (Conerly, 2004). The way people view the conflict will determine whether the resolution will negative or positive consequences.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Due to the presence of natural resources a country may be subjected to Geopolitical fights and
DuNann Winter, D., & Leighton, D. C. (2001 ). Structural Violence . Peace, conflict, and violence: Peace psychology in the 21st. New York : Prentice-Hall.
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Political ecology also involves conflicts between people and institutions over resources, in both developed world and developing world contexts. The use of natural resources and the creation of a sustainable environment is a critical issue that must be observed from different perspectives. Does it permit sustainable resources? Is it a threat to local security? How is income distributed through societies, both gender and location wise? Who decides how these are to be classified? These are key problems in political ecology.
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
According to McShane and Von Glinow, conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party” (328). The Conflict Process Model begins with the different sources of conflict; these sources lead one or more parties to perceive that a conflict exists. These perceptions interact with emotions and manifest themselves in the behavior towards other parties. The arrows in the figure illustrate the series of conflict episodes that cycle into conflict escalation (McShane and Von Glinow 331-332).