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| − | <div class="teaser-text">The positive or negative influence of the conflict situation mostly depend on the trainer's appropriate and neutral intervention. The conflict resolution is very important because conflict influences the quality of collaboration and cooperation in the group. With conflict management we improve the quality and efficiency of communication in our group and equip our participants with conflict management skills.</div> | + | <div class="teaser-text">Conflict is an important issue in education: Conflicts are part of social life and of a group, with which the group must learn to live - different views, values, needs. And in a more genral way: One feature of a democratic culture is constructive handling of social conflicts - taking sides, transforming conflict situations that endanger democracy, creating solidarity across social differences, or even changing power.</div> |
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| | <div class=methodpage-content> | | <div class=methodpage-content> |
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| | <div class=left-box> | | <div class=left-box> |
| | ===Definition=== | | ===Definition=== |
| − | * Conflict occurs when a person has a need and that need is not met. | + | * Conflict occurs when a party in that conflict has a need and that need is not met. |
| | * In conflicts at least two parties are involved (individuals, groups, states, etc.). | | * In conflicts at least two parties are involved (individuals, groups, states, etc.). |
| | * It seems that meeting the need of one party is incompatible to meeting the need of the other party. | | * It seems that meeting the need of one party is incompatible to meeting the need of the other party. |
| | </div> | | </div> |
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| − | In our society, in everyday life there is a competition over different interests, goals, identities, values or norms that often seem incompatible, causing conflicts. Conflicts are an inevitable part of our daily life and a part of our development. With the increasing complexity of a conflict the requirements for possible solving capacity are increasing.
| + | Since competition about scarce goods, different interests, demands, goals, identities, values or norms are part of modern societies, conflicts are an everyday part of our life. |
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| | + | Conflict has its positive and negative sides, depending on various factors. Of course, conflicts are often uncomfortable and one is sometimes well advised not to let them get bigger or even to avoid them. However, dealing constructively with conflict can imply, not always trying to even them but also to perceive them as a potential resource, to work with them. Sometimes conflicts help us to understand needs of other persons better, to create fairness and peace, or to support people who advocate for conflicting causes or who are drawn into conflict. |
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| | + | In this sense, despite work with conflicts can in different ways contribute to positive relations. <ref name=zartmann>W. Zartmann: Conflict Resolution and Negotiation, in: Bercovitch, Jacob et al.2009: Los Angeles; T. Bonacker, P. Imbusch: Begriffe der Friedens- und Konfliktforschung: Konflikt, Gewalt, Krieg, Frieden, in: Peter Imbusch/Ralf Zoll (eds.): Friedens- und Konfliktforschung. Eine Einführung mit Quellen, Wiesbaden (5th edition) </ref> Facilitators use conflict management to improve the quality and efficiency of communication in a group, to maintain a democratic learning culture where rights and needs of all are equally respected, and to help learners expand conflict management skills. |
| | <hr class=boldline> | | <hr class=boldline> |
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| − | ==Whether a Positive Nor a Negative Relation== | + | ==Personal Constellations== |
| − | Every conflict has its positive and negative sides, depending on various factors. However, there is an opinion that conflict is a bad phenomenon full of disturbances, but if we consider the conflict (whether intrapersonal or interpersonal) we can see it contributes to bringing out our tension and negative emotions, thus it brings us to the mental state of relaxation.
| + | <div class=left-box > |
| | + | ===Interpersonal conflict=== |
| | + | The conflict between two individuals. People are different from one another. We all have different personalities which usually results to incompatible wishes, interests and choices. |
| | + | </div> |
| | + | <div class=left-box > |
| | + | ===Intrapersonal conflict=== |
| | + | A psychological conflict concerning thoughts, values, principles and feelings of the individual. Perhaps inner discord, perhaps the conflict stems from the individual's relationship with his environment. |
| | + | </div> |
| | + | <div class=left-box > |
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| − | Conflicts contribute to the creation of positive relations and to the improvement of bad relations because very often we can establish good working relationships just through talks, discussions and debates. <ref name=zartmann>W. Zartmann: Conflict Resolution and Negotiation, in: Bercovitch, Jacob et al.2009: Los Angeles; T. Bonacker, P. Imbusch: Begriffe der Friedens- und Konfliktforschung: Konflikt, Gewalt, Krieg, Frieden, in: Peter Imbusch/Ralf Zoll (eds.): Friedens- und Konfliktforschung. Eine Einführung mit Quellen, Wiesbaden (5th edition) </ref> Facilitators improve with conflict management the quality and efficieny of communication in a group and equip participants with conflict management skills.
| + | ===Intragroup conflict=== |
| | + | Occurs among individuals within a group. It can arise from different personalties, views, working styles. |
| | + | </div> |
| | + | <div class=left-box > |
| | | | |
| | + | ===Intergroup conflict=== |
| | + | A conflict among different groups. <ref name=toc>Types of Conflict: [http://www.typesofconflict.org/types-of-conflict/ Four Classifications], last download on 11.11.2015</ref> |
| | + | </div> |
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| | <hr class=boldline> | | <hr class=boldline> |
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| − | ==Classification of Conflicts== | + | ==Conflicts and their Sources== |
| − | <table> | + | Moore <ref name=moore>Moore, Christopher W.: The Mediation Process. Practical Strategies for Resolving Conflict, San Francisco 1996</ref> suggests five general causes. These often overlap. |
| − | <tr> | + | |
| − | <td> | + | <div class=left-box > |
| − | '''Interpersonal conflict'''
| + | ===Conflicts within a relationship=== |
| − | </td><td> | + | * Affecting the position and interaction of the involved parties to each other |
| − | The conflict between two individuals. People are different from one another. We all have different personalities which usually results to incompatible wishes, interests and choices.
| + | </div> |
| − | </td></tr> | + | <div class=left-box > |
| − | <tr> | + | ===Informational conflicts=== |
| − | <td>
| + | * Characterized by varying interpretations or different access to information. |
| − | '''Intrapersonal conflict'''
| + | </div> |
| − | </td>
| + | <div class=left-box > |
| − | <td>
| + | ===Interest conflicts=== |
| − | A conflict within an individual. It is a type of conflict that is psychological involving the individual’s thoughts, values, principles and emotions. It brings to depression. In such occasions, the best way to get rid of the anxiety is the communication with other people. Eventually, when you find yourself out of the situation, you can become more empowered as a person. Thus, the experience causes a positive change and will help you in your own personal development.
| + | Occurs when one party has to or wants to represent different, conflicting interests. |
| − | </td></tr> | + | </div> |
| − | <tr> | + | <div class=left-box > |
| − | <td>
| + | |
| − | '''Intragroup conflict'''
| + | ===Structural conflicts=== |
| − | </td><td>
| + | Refer to structures in our environment and society that act on the conflicting parties. In example, unequal distribution of power or resources, permanent obstacles like geographical distance or unequal access to information or public resources. They can be solved on societal level. |
| − | It occurs among individuals within a team. It arises from interpersonal disagreements (e.g. team members have varied personalities which may create tension) or differences in views and ideas. Within a team, conflict can be helpful for coming up with decisions which will eventually allow them to reach their objectives as a team.
| + | </div> |
| − | </td></tr> | + | <div class=left-box > |
| − | <tr> | + | |
| − | <td>
| + | ===Value conflicts=== |
| − | '''Intergroup conflict'''
| + | Differing attitudes and values of the conflicting parties lead to different understanding of how ethical or desirable indivdiual and collective actions and thinking or social conditions and statuses are. |
| − | </td><td>
| + | </div> |
| − | A conflict among different groups by cause of disagreement. This is due to the different sets of goals and interests of these varied groups.
| |
| − | </td></tr> | |
| − | </table>
| |
| − | <ref name=toc>Types of Conflict: [http://www.typesofconflict.org/types-of-conflict/ Four Classifications], last download on 11.11.2015</ref>
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| | <hr class=boldline> | | <hr class=boldline> |
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| | ==Latent and Manifest Conflicts== | | ==Latent and Manifest Conflicts== |
| − | It is important to mention that conflicts between partner organizations, participants and trainers may be obvious ''manifest'' and hidden ''latent'' conflicts.
| + | Conflicts between partner organizations, participants and trainers may be obvious ''manifest'' and hidden ''latent'' conflicts. |
| − | * Latent is the conflict when there is the conflict but is not clear who has the conflict or over what conflict occurred.
| |
| − | * In the case of manifest conflict it is obvious there is a conflict. It is clear who has the conflict.
| |
| | | | |
| | + | <div class=left-box > |
| | + | ===Latent=== |
| | + | When there is the conflict but is not clear who has the conflict with whom or what is the concrete conflict source. |
| | + | </div> |
| | + | <div class=left-box > |
| | + | |
| | + | ===Manifest=== |
| | + | It is obvious there is a conflict. It is clear who is 8n conflict with whom. |
| | + | </div> |
| | + | |
| | + | <hr class=boldline> |
| | + | |
| | + | ==Acting in a Conflict - between Fight and Avoidance== |
| | + | There a different options how to behave in a conflict between escape and fighting for the own position<ref name=CRN>Conflict Resolution Network CRN: CR Trainers Manual - 12 Skills; 1. The Win/Win Approach; available on http://www.crnhq.org/</ref>. The most opportunities for conflict management unfold in between the two, in the spectre which we call here "Flow". It spans up between negotiation, civilized but lively controversy, result-open collaboration... |
| | + | |
| | + | <div class=left-box > |
| | + | ===Fight=== |
| | + | *One has to win, one to loose. |
| | + | * Or: I win - you loose. |
| | + | |
| | + | </div> |
| | + | <div class=left-box > |
| | + | ===Escape=== |
| | + | * One party leaves, the other party gets what they want. |
| | + | * Or: You win. |
| | + | </div> |
| | + | <div class=left-box > |
| | + | ===Flow=== |
| | + | * Between win-win and sharing losses. |
| | + | * Or: We solve the issue together. |
| | + | </div> |
| | <hr class=boldline> | | <hr class=boldline> |
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| | ==Inspiring Handbooks and Sources from the Community== | | ==Inspiring Handbooks and Sources from the Community== |
| − | <noinclude>{{:Conflict and Conflict Resolution}}</noinclude> | + | <noinclude>{{:Resources - Conflict and Conflict Resolution}}</noinclude> |
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| | <hr class=boldline> | | <hr class=boldline> |
| | + | |
| | ==References== | | ==References== |
| | <references></references> | | <references></references> |
| | + | |
| | </div> | | </div> |
| | <div class="methodpage-infos"> | | <div class="methodpage-infos"> |
| − | <hr class=simpleline>
| |
| − | [[File:Created-by.png | 20px | Created By ]] V. Mynasian
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| | <hr class=simpleline> | | <hr class=simpleline> |
| | ===Related:=== | | ===Related:=== |
| | *[[Group-related and Interpersonal Aspects]] | | *[[Group-related and Interpersonal Aspects]] |
| − | <hr class=simpleline>
| |
| − | ===Also interesting:===
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| − | *[[Conflict sources]]
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| | <hr class=simpleline> | | <hr class=simpleline> |
| | </div> | | </div> |
