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| | <div class="teaser-text">How do we manage a conflict depends on us, the situation, the actors, the core and the temperature of the conflict. There is no "the one wonder method" for a solution. Therefore before we (re)act in the conflict, we need to devote some time to look closely at it and analyze it. | | <div class="teaser-text">How do we manage a conflict depends on us, the situation, the actors, the core and the temperature of the conflict. There is no "the one wonder method" for a solution. Therefore before we (re)act in the conflict, we need to devote some time to look closely at it and analyze it. |
| | </div> | | </div> |
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| | + | <div class=methodpage-content> |
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| − | ==What would be an appropriate solution?== | + | ==First Step: Analysis== |
| − | Necessary for dealing with conflicts in a dialogue way is the double-sided interest, the preferemces of the involved parties or the realistic feasability to satisfy both parties. On what ground we might decide about the appropriate conflict management strategy? These criteria might help us to decide about the right solution strategy:
| + | Since parties invoved in conflicts have different perspectives on [[Conflicts: An Introduction | the conflict sources, reasons or acceptable solutions]], analysis helps all involved and affected to gain more information and a more rich perspective. It is a practical process of exploring and understanding. On this basis strategies for conflict management can be created. |
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| + | <div class=left-box> |
| | + | ===Why do we need Analysis?=== |
| | + | *Gaining overview over the background and history as well as current events |
| | + | *Identifying all the relevant groups involved, not just the main or obvious ones |
| | + | *Understanding the perspectives of all these parties and their relations |
| | + | *Identifying factors and trends that underpin conflicts |
| | + | *Assessing appropriate options for conflict management |
| | + | *Assessing the scope for possible solutions |
| | + | </div> |
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| − | !
| + | <hr class=boldline> |
| − | Sustainability
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| − | How sustainable might be the solution?
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| − | Prevention
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| − | Does it feasably prevent further, new conflicts?
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| − | Limitation
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| − | Might it hedge the conflict?
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| − | Efficiency
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| − | Might the solution be effective in terms of balancing time effort,<br> personal involvement and quality of the solution?
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| − | Fairness
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| − | Might the outcome be fair?
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| − | Acceptance
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| − | To what extent might the involved people be satisfied with the result?
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| − | ==A first step into a solution: conflict analysis== | + | ==Hot vs. Cold Conflict== |
| − | People have different perspective on life and its problems. We each have our own uniqueness and character, each of us has our own values, which guide our thinking and our behavior and motivate us to take certain actions or reject others. Therefore when we meet and work with others, we find that they often have a different perspective on things. So that can be a very beginning of any conflict between us and certain person or group of people.
| + | Depending on the temperature of the conflict there are different strategies for prevention and curation. |
| − | We heard often from people that conflict is a very bad condition and some people just want to skip it, but there is also other opinion that conflict is a good chance to develop the relations or any situation. And if you are keen on the second opinion you should know for solve the conflict first you should do is conflict analysis with the conflicting sides.
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| − | ===What is conflict analysis?=== | + | <div class=left-box> |
| − | For many of those who are engaged in practical work on conflict, the concept of conflict analysis can seem quite remote from their own experience. It is sometimes seen as requiring objectivity and neutrality rather than personal experience and strong emotion. This is not our understanding of the concept. We see conflict analysis as a practical process of examining and understanding the reality of the conflict from a variety of perspectives. This understanding then forms the basis on which strategies can be developed and actions planned.
| + | ===Hot conflict=== |
| − | Conflict analysis can be done with the help of a number of simple, practical and adaptable tools and techniques. Some of the tools are presented here.
| + | The conflict stands in the foreground and affects all parties consciously on cognitive, emotional and behavioral level. |
| | + | </div> |
| | + | <div class=left-box> |
| | | | |
| | + | ===Cold conflict=== |
| | + | Although affecting the parties, they are not necessarily aware of the conflict or they avoid it. |
| | + | </div> |
| | | | |
| − | ===Why do we need to analyze conflicts?=== | + | <hr class=boldline> |
| − | *to understand the background and history of the situation as well as current events
| + | <div class=Left-box> |
| − | *to identify all the relevant groups involved, not just the main or obvious ones
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| − | *to understand the perspectives of all these groups and to know more about how they relate to each other
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| − | *to identify factors and trends that underpin conflicts
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| − | *to learn from failures as well as successes
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| − | Conflict analysis is not a one-time exercise. It must be ongoing process as the situation is developing, so that you can adapt your actions to changing factors, dynamics and circumstances.
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| − | | |
| − | ==The Temperature: Hot vs. Cold Conflict==
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| − | Depending on the temperature of the conflict there are different strategies for prevention and curation. '''Hot conflict''' is when it stands in the foreground and affects all parties consciously on the cognitive, emotional and behavioral level. '''Cold conflict''' is also affecting parties but they are not aware of it or sometimes try to suppress it in the deep background of their awareness.
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| − | {| border="1" class="wikitable"
| + | ==Prevention and Curation== |
| − | | + | <div class=left-box> |
| − | !
| + | ===Conflict Prevention=== |
| − | ! Deescalation of hot conflicts
| + | Measures that help '''prevent conflict from arising or growing'''. Such and similar measures could help to avoid conflicts arising from interaction in the group: |
| − | ! Escalation of cold conflicts
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| − | ! Prevention
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| | * Agreement about common communication rules | | * Agreement about common communication rules |
| | * Training of [[Constructive Feedback | Mindful communication]] | | * Training of [[Constructive Feedback | Mindful communication]] |
| | * Applying rules for [[Constructive Feedback | constructive feedback]] | | * Applying rules for [[Constructive Feedback | constructive feedback]] |
| | * [[Powerful Listening]] | | * [[Powerful Listening]] |
| − | |
| + | </div> |
| − | * Addressing concrete problems
| + | |
| − | * Confrontation meetings - to prevent, that a hot conflict becomes too fast cold
| + | <div class=left-box> |
| − | |-
| + | |
| − | ! Curation
| + | ===Conflict Curation=== |
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| + | A framework (rules, space and facilitation), in which all involved parties can work out or manage the conflict. Conflict curation involves often third parties (mediator, moderator, supporter...) |
| − | * Reconstruction and clarification of the conflict genesis | + | |
| − | * Parties explain and rationalize their different behaviors and perceptions | + | |
| − | * Mediation | + | ====Deescalation of Hot Conflicts==== |
| − | * Separated talks with each party | + | * When a conflict threatens to go beyond the setting in which it can be resolved. |
| | + | * In example by: rationalizing conflict history and the source of conflict. Ensuring that basic needs of all involved parties are covered. Rules, mediation, separate talks with each party... |
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| | + | |
| | + | ====Escalation of Cold Conflicts==== |
| | + | * When avoiding a conflict disturbs more or creates more damage than tackling it. |
| | + | * When one party is under attack. |
| | + | * In example, by openly addressing problems, organising a confrontation meeting, openlybbacking the party under attack. |
| | + | </div> |
| | + | |
| | + | <hr class=boldline> |
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| − | |
| + | ==Action Strategy== |
| − | * Dramatizing existing cold conflicts through simulations | + | Conflict Management includes the choice of the appropriate action strategy between fight and avoidance. All of these actions have advantages and disadvantages and each of them makes a certain type of solution feasable. Floyd (2019) proposes: |
| − | * Encouraging a client to fight more intensive for his or her point of view | + | |
| − | |-
| + | <div class=left-box> |
| | + | ===Fight or Competitive=== |
| | + | * Thanks to strength and power one person wins the conflict. |
| | + | </div> |
| | + | <div class=left-box> |
| | + | |
| | + | ===Collaboration=== |
| | + | * A win/win situation for all is searched for. |
| | + | </div> |
| | + | <div class=left-box> |
| | + | |
| | + | ===Compromise=== |
| | + | *Something between one party wins and win-win is searched for. |
| | + | </div> |
| | + | <div class=left-box> |
| | + | |
| | + | ===Avoidance=== |
| | + | * All try to bypass the conflict between them: |
| | + | </div> |
| | + | <div class=left-box> |
| | + | |
| | + | ===Accommodative=== |
| | + | * On the surface harmony, conflict underneath. |
| | + | </div> |
| | + | |
| | + | <hr class=boldline> |
| | + | |
| | + | ==Assessment Criteria for Solutions== |
| | + | A double-sided interest in a dialogical solution is precondition for compromise or collaboration. Already this limitation makes clear, that compromise or cooperation would not always be the best choice and a conflict party has to choose among more action strategies. |
| | + | |
| | + | One way to choose might be an assessment of the most feasable solution to which a type of action will lead. By fighting one could win, but also loose all - and the loosing party will find this solution not very sustainable or fair. Compromise, however, involves sharing . But for this you need something that the other party is interested in and what you are willing to give... |
| | + | |
| | + | Criteria for solutions might help us: |
| | + | * To choose the appropriate conflict strategy by answering: What do I or we potentially win with a concrete action type |
| | + | * To assess the quality of a compromise or a mutual agreement |
| | + | |
| | + | <div class=left-box> |
| | + | ===Sustainability=== |
| | + | * How sustainable might be the solution? |
| | + | </div> |
| | + | <div class=left-box> |
| | + | ===Prevention=== |
| | + | * Does it feasably prevent further, new conflicts? |
| | + | </div> |
| | + | <div class=left-box> |
| | + | ===Limitation=== |
| | + | * Might it hedge the conflict? |
| | + | </div> |
| | + | <div class=left-box> |
| | + | ===Efficiency=== |
| | + | * Might the solution be effective in terms of balancing time effort, personal involvement and quality of the solution? |
| | + | </div> |
| | + | <div class=left-box> |
| | + | |
| | + | ===Fairness=== |
| | + | * Might the outcome be fair? |
| | + | </div> |
| | + | <div class=left-box> |
| | + | ===Acceptance=== |
| | + | *To what extent might the involved people be satisfied with the result? |
| | + | </div> |
| | + | |
| | + | <hr class=boldline> |
| | | | |
| − | |}
| |
| | ==Source== | | ==Source== |
| | * [http://www.theodor-heuss-kolleg.de/flipbooks/bildungsziel_buerger.html Bildungsziel: Bürger] - Theodor-Heuss-Kolleg | | * [http://www.theodor-heuss-kolleg.de/flipbooks/bildungsziel_buerger.html Bildungsziel: Bürger] - Theodor-Heuss-Kolleg |
| | * Konflikte in interkulturellen Gruppen by Andreas Foitzik, Theodor-Heuss-Kolleg | | * Konflikte in interkulturellen Gruppen by Andreas Foitzik, Theodor-Heuss-Kolleg |
| | *Working with Conflict: Skills and Strategies for Action by S.Fisher, D.Ibrahim Abdi, J.Ludin, R.Smith, S.Williams, S.Williams, Zed books, London, 2000 | | *Working with Conflict: Skills and Strategies for Action by S.Fisher, D.Ibrahim Abdi, J.Ludin, R.Smith, S.Williams, S.Williams, Zed books, London, 2000 |
| | + | * Kory Floyd; Interpersonal Communication: The whole story, 2019 |
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| | </div> | | </div> |
| − | <div class="right-column-contentinner"> | + | </div> |
| − | ===Navigation: === | + | <div class="methodpage-infos"> |
| − | [[File:back.gif | back to the main section]] [[Understanding]]
| + | <hr class=simpleline> |
| | + | ===Related:=== |
| | *[[Group-related and Interpersonal Aspects]] | | *[[Group-related and Interpersonal Aspects]] |
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| | <hr class=simpleline> | | <hr class=simpleline> |
| − | | + | ===Also interesting:=== |
| − | | + | *[[Behavior in conflict situations]] |
| | + | <hr class=simpleline> |
| | </div> | | </div> |
