Conflict resolution
[2] Ultimately a wide range of methods and procedures for addressing conflict exist, including negotiation, mediation, mediation-arbitration,[3] diplomacy, and creative peacebuilding.
[9] The curve explains why nonviolent struggles ultimately toppled repressive regimes and sometimes forced leaders to change the nature of governance.
The intersection of these two dimensions ultimately leads individuals towards exhibiting different styles of conflict resolution.
[11] The dual model identifies five conflict resolution styles or strategies that individuals may use depending on their dispositions toward pro-self or pro-social goals.
In "A Reorientation of Game Theory", Schelling discusses ways in which one can redirect the focus of a conflict in order to gain advantage over an opponent.
The durability of ceasefires can depend on the continued existence of a mutually enticing opportunity (MEO) and resolution of substantive grievances.
[28] Changes in the perceived cost-benefit analysis can result in resolution of intractable or decade-long conflicts, such as The Troubles.
[39] Many major international non-governmental organizations have seen a growing need to hire practitioners trained in conflict analysis and resolution.
Furthermore, this expansion has resulted in the need for conflict resolution practitioners to work in a variety of settings such as in businesses, court systems, government agencies, nonprofit organizations, and educational institutions throughout the world.
[40] According to the Cambridge dictionary, a basic definition of conflict is: "an active disagreement between people with opposing opinions or principles.
The type of conflict and its severity may vary both in content and degree of seriousness; however, it is impossible to completely avoid it.
When handled constructively it can help people to stand up for themselves and others, to evolve and learn how to work together to achieve a mutually satisfactory solution.
If it is impossible to completely avoid conflict as it was said, the possibilities to experience it are usually higher particularly in complex social contexts in which important diversities are at stake.
Conflict resolution is the process by which two or more parties engaged in a disagreement, dispute or debate reach an agreement resolving it.
However, there are some general actions and personal skills that may be very useful when facing a conflict to solve (independently of its nature), e.g. an open minded orientation able to analyze the different point of views and perspectives involved, as well as an ability to empathize, carefully listen and clearly communicate with all the parts involved.
Sources of conflict may be so many, depending on the particular situation and the specific context, but some of the most common include: Personal differences such as values, ethics, personalities, age, education, gender, socioeconomic status, cultural background, temperament, health, religion, political beliefs, etc.
This may involve pushing one viewpoint at the expense of another or maintaining firm resistance to the counterpart's actions; it is also commonly known as "competing".
It may be also considered a suitable option when a quick resolution is required and using force is justified (e.g. in a life-threatening situation, to stop an aggression), and as a very last resort to resolve a long-lasting conflict.
However, forcing may also negatively affect the relationship with the opponent in the long run; may intensified the conflict if the opponent decides to react in the same way (even if it was not the original intention); it does not allow to take advantage in a productive way of the other side's position and, last but not least, taking this approach may require a lot of energy and be exhausting to some individuals.
It may be useful when reaching temporary settlement on complex issues and as a first step when the involved parties do not know each other well or have not yet developed a high level of mutual trust.
Moreover, it does not contribute to building trust in the long run and it may require a closer monitoring of the kind of partially satisfactory compromises acquired.
However, not acting may be interpreted as an agreement and therefore it may lead to weakening or losing a previously gained position with one or more parties involved.
Relationships between organizations, such as strategic alliances, buyer-supplier partnerships, organizational networks, or joint ventures are prone to conflict.
Those ways include such diverse phenomena as gossip, ridicule, lynching, terrorism, warfare, feuding, genocide, law, mediation, and avoidance.
[53] Sometimes simply being able to express one's feelings to a concerned and understanding listener is enough to relieve frustration and make it possible for an individual to advance to a problem-solving frame of mind.
However, the great strength of the nondirective approach[nb 2] lies in its simplicity, its effectiveness, and that it deliberately avoids the manager-counselor's diagnosing and interpreting emotional problems, which would call for special psychological training.
In Western cultural contexts, such as Canada and the United States, successful conflict resolution usually involves fostering communication among disputants, problem solving, and drafting agreements that meet underlying needs.
[57] Conflict resolution has also been studied in non-humans, including dogs, cats, monkeys, snakes, elephants, and primates.
Resolving conflicts that threaten the interaction between individuals in a group is necessary for survival, giving it a strong evolutionary value.
Although peaceful post-conflict behavior had been documented going back to the 1960s, it was not until 1993 that Rowell made the first explicit mention of reconciliation in feral sheep.
