Social Conflicts and Resolutions

Conflict is a characteristic of human existence. It is part of the dynamic of life that drives us into the future. But it needs to be managed constructively. When associated with violence, destruction and killing, it is no longer a healthy part of living. Violent conflict solves few problems, creates many, and breeds more unhealthy conflicts to come. Social conflicts involves at least two parties using physical force to resolve competing claims or interests. Conflicts may occur among individuals or groups not affiliated with a government, but the term is most commonly applied as a synonym for war.

The concept of Conflict was a social phenomenon, where there was a disagreement between two groups or individuals who had different opinion, views, beliefs and assumptions, conflict was a state of opposition between persons, ideas, or interests. It is the expression of disagreement over something important to both ( or all ) side of dispute. The first important thing to grasp is that it is entirely dependent on the people involved. It depends on their having a particular point of view, which may not have independent facts and evidence to support it, and on how they behave when they encounter an opposing point of view.

Everybody cannot be on the same side based on difference in beliefs or opinions, but the major problem is that we find it difficult to respect our respective beliefs and opinions, failure to give room for diverse in opinions, views, or beliefs frequently leads to conflict or disagreement between two or more groups or individuals. We all have our perspective to any situation, the way we view things may be different from how others we view it, people should not be coerced to submit to your opinions or views.

A point of view with independent facts and evidence is what we should have anytime there is discussion about things concerning two or more groups or individuals. Anytime we encounter an opposing point of view, the first thing is to respect diverse point of view and listen to what the person is communicating, if the opposing point of view does not sit well with you or not convincing enough, what should be done is not to badmouth others point of view, but to present a point of view with independent facts and evidence to support it, this will help on how will behave anytime we encounter an opposing point of view.

Conflict can also be described as a disagreement among groups or individuals characterized by antagonism and hostility. This is usually fuelled by the opposition of one party to another, in an attempt to reach an objective different from that of the other party. The elements involved in the conflict have varied sets of principles and values, thus allowing such conflict to arise. Issues or Causes of conflict include:

1. Lack of Information: Conflict can arise when one party feels it lacks important information. When employees are continually experiencing changes that they were not informed about, or if there are decisions being made that the staff feels it should be involved in, thus can bring about conflict between employees and managers.

2. Competition For Supremacy: This occur when one person seeks to outdo or out- shine another person. You might see it when two nations or more compete for a position, power, authority, resources in order to be on top of other nations of the world.

3. Individual or Cultural Differences: Culture is the way of life of a group. It differs from society to society. The culture of one group differs from the culture of other groups. The cultural differences among the group, sometimes cause tension and lead to conflict. Men are not alike in their nature, attitudes, ideal, interest, and aspirations. Failures to accommodate these differences may lead to conflict among them.

4. Clashes of Interests: The clash of interest of different people, communities, societies, and nations makes conflict inevitable. Interests sometimes do clash as a result of difference in opinions, view, interests, beliefs, values and so on. Sometimes it might look difficult to avoid, but the best thing to do is to respect each other interests, and weigh the best interests which might be majorly beneficial to all parties. The interests of the workers can clash with that of the employers as a result of misunderstanding which can lead to conflict.

Managing and Resolving Conflicts

Conflict is inevitable in any interpersonal relationship and can be a very positive experience, if managed properly. Conflict does not have to lead to failure, defeat or separation or termination of individual relationships. The ability to manage and resolve conflict is probably one of the most important social skills an individual can possess.

1. Identity The Issue: Analyze the conflict to help clarify the key issue or issues. Some conflicts can seem very complicated and can be visualized as a web of different issues with lots of twists and turns.

2. Identity The Key Players: It is also important to make sure you know who main individuals involved in the conflict are. Ask yourself who you are angry and/or frustrated with. Knowing who to address is as important, if not more so, than knowing what to address in order to effectively manage conflict.

3. Work Together To Resolve: Cooperation as a means of resolution requires that each person stop placing blame on the other and that both take ownership of the problem. Make a commitment to work together to effectively resolve the conflict at hand.

4. Articulate Your Concerns: Let the other person know how you feel, what the specific problem is and what impact it is having on you. This will help keep the conversation on your needs and emotions, rather than an attack on the other person and his or her behaviour

5. Be An Active Listener: Active listening is one of the most powerful tools you can master. It is appropriate for everyday life, and it promotes positive, open and non-threatening communication with others. The only goal of active listening is to ensure your understanding.