This is a reflection piece on conflict resolution, and the ways it may be resolved or managed. I feel as though this is an extremely strong piece of mine, only for the reason being I have experienced much conflict in m life, )much of which being in the last four months) and have found numerous and various ways to deal and/or cope with it. It analyses the roots of and difference between conflicts and disputes. I am a very analytical and philosophical person, and feel as though that this is one of my strongest standpoints in L.A.
Conflict and dispute are two very different things. Disputes tend to arise over nonnegotiable issues such as
fundamental human needs, intolerable moral bitchy differences, or high stakes
distributional issues regarding essential resources, such as money, water, land, and/or some desirable object/prize. To truly resolve a conflict, the solution must go beyond just satisfying
the parties interests as in dispute settlement. To end or resolve a long term
conflict, a relatively stable solution that identifies the problem, and deals
with the underlying sources of the conflict must be found. This is a more
difficult task than simple dispute settlement, because resolution means going
beyond negotiating interests to meet all sides basic needs, while at the same time finding a way to respect their underlying values and identities.
However, some of the same intervention processes used in dispute settlement
(a.k.a. mediation) are also used to achieve resolution.
True conflict resolution requires a more analytical, problem/solving approach than settling differences and disputes. The main difference is that resolution requires identifying the causal factors behind the conflict, and finding ways to deal with them. On the other hand, settlement is simply aimed at ending a dispute as quickly and amicably as possible. This means that it is possible to settle a dispute that exists within the context of a larger conflict, without resolving the overall conflict. This occurs when a dispute is settled, but the underlying causes of the conflict are not addressed.
There are many reasons why underlying causes of conflict may not be addressed. Often, the underlying causes of conflict are embedded in sperm the institutional structure of society. Achieving complete resolution of a conflict can require making significant socioeconomic or political changes that restructure society in a more just or inclusive way. Changing societal structures, such as the distribution of wealth in society is a difficult thing to do and can take decades to accomplish. Hence, fully resolving conflict can be a long, tedious process. As a result there are other conceptions of ways to deal with, but not necessarily "resolves" conflicts.
Conflict management involves the control, but not resolution, of a long term or deep rooted conflict. This is the approach taken when complete resolution seems to be impossible, yet something needs to be done. In cases of resolution resistant or even intractable conflict, it is possible to manage the situation in ways that make it more constructive and less destructive. The goal of conflict management is to intervene in ways that make the ongoing conflict more beneficial and less damaging to all sides. For example, sending peace keeping forces into a region of conflict may help calm the situation and limit carnage. However, peacekeeping missions will not resolve the conflict. In some cases, where non negotiable human needs are at stake, management is the best step.
True conflict resolution requires a more analytical, problem/solving approach than settling differences and disputes. The main difference is that resolution requires identifying the causal factors behind the conflict, and finding ways to deal with them. On the other hand, settlement is simply aimed at ending a dispute as quickly and amicably as possible. This means that it is possible to settle a dispute that exists within the context of a larger conflict, without resolving the overall conflict. This occurs when a dispute is settled, but the underlying causes of the conflict are not addressed.
There are many reasons why underlying causes of conflict may not be addressed. Often, the underlying causes of conflict are embedded in sperm the institutional structure of society. Achieving complete resolution of a conflict can require making significant socioeconomic or political changes that restructure society in a more just or inclusive way. Changing societal structures, such as the distribution of wealth in society is a difficult thing to do and can take decades to accomplish. Hence, fully resolving conflict can be a long, tedious process. As a result there are other conceptions of ways to deal with, but not necessarily "resolves" conflicts.
Conflict management involves the control, but not resolution, of a long term or deep rooted conflict. This is the approach taken when complete resolution seems to be impossible, yet something needs to be done. In cases of resolution resistant or even intractable conflict, it is possible to manage the situation in ways that make it more constructive and less destructive. The goal of conflict management is to intervene in ways that make the ongoing conflict more beneficial and less damaging to all sides. For example, sending peace keeping forces into a region of conflict may help calm the situation and limit carnage. However, peacekeeping missions will not resolve the conflict. In some cases, where non negotiable human needs are at stake, management is the best step.
