Life Skills Development/Module Three/Unit 3: Conflict Management/Elements of conflict

Types of Conflicts
Before we can explore the best ways to resolve a conflict, it is necessary to identify what type of conflict it is, thereby enabling us to utilise the best option to resolve the conflict.

1. DATA CONFLICT

Caused by:
 * A lack of information
 * Misinformation
 * Differing views on what is relevant
 * Different interpretations of data
 * Different assessment procedures

2. RELATIONSHIP CONFLICT

Caused by:
 * Strong emotions
 * Misperceptions or Stereotypes
 * Poor communication
 * Miscommunication
 * Repetitive negative behaviour

3. VALUE CONFLICT

Caused by:


 * Different criteria for evaluating ideas or behaviour.
 * Different valued goals.
 * Different ways of life, ideology and religion.

4. STRUCTURAL CONFLICT

Caused by
 * Destructive patterns of behaviour or interaction.
 * Unequal power, control, ownership, distribution of resources.
 * Geographical, physical or environmental factors that hinder cooperation.
 * Time constraints.

5. INTEREST CONFLICT

Caused by:
 * A lack of information
 * Misinformation
 * Differing views on what is relevant
 * Different interpretations of data
 * Different assessment procedures

Conflict Resolution Styles
How do you deal with conflict? What style / pattern do you use when you are faced with differences in goals, needs or opinions that affect you and your relationship with others? Do you side-step the conflict or face the problem head-on, making your demands known? Or do you collaborate with the "other side," seeking to find appropriate solutions from which to choose. Here are five possible ways in which we respond when faced with conflict


 * Avoidance - Person withdraws and wishes conflict would disappear or go away on it's own.
 * Collaboration - Person seeks a solution through negotiation, resulting in a win-win situation.
 * Accomodation - Person is anxious to please and places others' needs and expectations before his or her own.
 * Compromise - Person is willing to give up something in order to arrive at a solution.
 * Force - Person is only interested in satisfying his or her own needs and goals and seeks to dominate the discussion.

Process in a Conflict
Understanding the stages in the development of a conflict can be helpful to the learner as he / she seeks to manage disagreements before they escalate into major conflicts. This is especially true when we are seeking to improve our interpersonal relationships.

The first stage of a conflict revolves around differences which may result in a disagreement. The expressed disagreement then results in active conflict or a dispute. The reaction or efforts to manage or resolve the conflict (see section to follow) describes the third stage, while the follow-up or monitoring stage allows "participants" to check on each other, ensuring that the appropriate solution has been chosen.

Problem Solving approach to conflict resolution
Like most problem-solving processes, the conflict management process can be broken down into steps.:

Stage 1 – Define the Problem: Clearly state the nature of the conflict and all the issues that contribute to the problem.

Stage 2 – Clarify the Needs: Clearly identify the needs of everyone involved. Since you are trying to reach solutions that will benefit all the parties involved, it is necessary to take everyone's perspectives into account in order to reach amicable solutions.

Stage 3 – Describe the feelings: Emotions tend to hinder the ability to communicate in a rational manner. Clearly stating one's feelings at the beginning will help to eliminate this hurdle and allow the conversation to begin.

Stage 4 – Generate Possible Options: Brainstorm and come up with a list of possible ways to deal with the situation. Examine the consequences for each idea given.

Stage 5 – Choose an Option and Develop an Action Plan:

Decide on the most effective solution. Before implementing the plan, the specific manner in which it will be carried out must be stipulated - what will be said, the setting in which it will take place, when it will be done, what are some likely reactions.

Some Further Tips for Effective Conflict Resolution

 * Where possible use face to face interaction to resolve conflicts, emails, answering machines and notes can lead to futher mis-interpretation.


 * Select an appropriate time and place to confront the other party/ies. For example a crowded dance floor may not be appropriate to speak to your partner about his refusal to use a condom but at the same time you would not select a dark lonely beach to confront your partner about his physical abuse.  You may also need to consider the time in terms of when persons are most responsive - not at the end of a frustrating day, in the middle of an arguement.


 * Prepare an opening statement to increase your comfort in starting the process.


 * Use "I" statements, take responsiblity, e.g. I feel that you take me for granted, I feel hurt when you


 * Focus on the problem. Don’t get sidetracked by fault-finding, digging up the past or adding additional complaints to the discussion


 * Allow the other person to express himself without reacting judgementally. Listen with an open mind. Do not judge, accuse or use put-downs. Be willing to admit you may be wrong.


 * Be attentive a nod of head, make eye contact - with out being challenging.


 * Ask questions to verify and summarise the information in your own words to make sure you have a clear understanding of the issue.  It also assures the other person that you are listening and contributes to the effectiveness of the process.


 * Show genuine interested in the other person’s need or problems.


 * Accept the other’s perception and treat the other person’s feelings with respect..