Archive for the ‘conflict’ Category

Conflict

November 30, 2009


Conflict- it goes without saying we need to understand it in order to help others engage and possible resolve it. It is important to know that people respond to conflict based on their experiences and their knowledge of conflict. Their knowledge includes how they were taught how to deal with conflict.

It is important also to know however that people approach conflict based on their personalities, culture and their particular role in the dispute. Bernie Mayer, in The Dynamics of Conflict Resolution, explains how he approaches this by detailing four significant factors: values and beliefs about conflict, approaches to avoiding and engaging in conflict, styles of conflict, and the roles people are draw to play in conflict (page 26).
I Values and Beliefs: three important questions to as yourself: Is conflict acceptable; how should people behave in conflict; and is conflict solvable?
II Avoiding and Engaging in Conflict.
How people avoid conflict:
Aggressive Avoidance “Don’t start with me or you’ll regret it.”
Passive Avoidance “I refuse to tango.”
Passive Aggressive Avoidance “”If you are angry at me, that’s your problem.”
Avoidance Through Hopelessness “What the use?”
Avoidance Through Surrogates “Let’s you and them fight.”
Avoidance Through Denial “If I close my eyes, it will go away.”
Avoidance Through Premature Problem Solving “There’s no conflict; I have fixed everything.”
Avoidance By Folding “OK, we’ll do it your way; now can we talk about something else”

How People Engage Conflict
Power Based Approaches– does not always have to be violent. Includes protests, boycotts, strikes, etc.
Rights Based Approaches- done by asserting their privilege or referring to existing laws and rules.
Interest Based Approaches- what lies behind the positions? Go ahead, expand that pie!
Principle-Based Approaches (Appeals to Fairness)-
Manipulative-Based Approaches (Indirection)- can be destructive (lie, cheat, mislead, untrustworthy behavior) or constructive. Bernie adds, exploited and unempowered people often have no alternative for addressing their needs in a conflict except to use indirection or manipulation (page39).
III Styles of Conflict
Cognitive Variables
Analytical Versus Intuitive
Linear Versus Holistic
Integrative Versus Distributive
Outcome Versus Process Focused
Proactive Versus Reactive
Emotional Variable
Enthusiastic Versus Reluctant
Emotional Versus Rational
Volatile Versus Unprovocable
Behavioral Variables
Direct Versus Indirect
Submissive Versus Dominant
Threatening Versus Conciliatory
IV Roles People Play in Conflict
Advocate
Decision Maker (Arbitrator)
Facilitator (Mediator)
Information Provider (Expert)
Observer (Witness, Audience)
The blog posting contains heaps of information and terms new to the ADR practitioner and terms common to the pro. Regardless of which one you are, or somewhere in between, further reading on these topics will help you as a the ADR professional help the parties you are working with regardless of your role as a neutral (mediator) or not (consultant). The book is available at many sites, including [here] at Amazon.
Enjoy!
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New Multimedia Resource for Peacemakers

April 24, 2009

Craig Zelizer over at International Peace & Conflict (btw, a must visit site at least once a week) blogged the following:

This is an initiative that several colleagues and I have been working on over the past year. Please distribute this to your networks.
THE PEACE MEDIA CLEARINGHOUSE – A NEW Resource for Peacemakershttp://peacemedia.usip.org/

– Find documentaries, films, shows, podcasts, songs, video games, and other multimedia about peace and conflict management.

– Use them in your work as educators, trainers, practitioners, policy makers, or students.

– Explore a wide range of topics, such as conflict prevention, nonviolence, post

-conflict reconstruction, refugees, child soldiers, rule of law, religion, climate change, terrorism, and much more.

– Search for multimedia by region, country, media type, and issue area.

If you have any questions, feedback, or comments please do not hesitate to contact us at: avarghese1(at)usip.org. We look forward to your feedback!