Conflict Resolution Research
Topics to Examine:
Defining conflict as a “struggle between interdependent parties over goals which they perceive as incompatible or resources which they perceive to be insufficient.”
Defining resolution as “a way for two or more parties to find a peaceful solution to a disagreement among them. The disagreement may be personal, financial, political, or emotional.”
Why should we resolve conflict?
When does resolution really occur?/When can we say a conflict is truly resolved?
How should you go about resolution?
How does resolution tie into overall group success?
Reflection and understanding in conflict resolution
Interest vs. Outcome
Resources/Quotations/Citations:
“Diffusion strategies are delaying actions in an attempt to cool the situation, at least temporarily. Examples include: resolving minor points while delaying discussion of the major problem, postponing a confrontation until a more appropriate time, and avoiding clarification of the issues underlying the conflict. Similar to avoidance strategies, these tactics typically result in feelings of dissatisfaction, anxiety about the future, and concerns about oneself.”
Managing conflict in groups – Kansas State University. (n.d.). Retrieved March 16, 2022, from https://www.shawnee.k-state.edu/community/ManagingConflictinGroupsBLS8.pdf
“Hocker and Wilmot (2001) defined conflict as an expressed struggle between interdependent parties over goals which they perceive as incompatible or resources which they perceive to be insufficient. Let’s examine the ingredients in their definition.
First of all, conflict must be expressed. If two members of a group dislike each other or disagree with each other’s viewpoints but never show those sentiments, there’s no conflict.
Second, conflict takes place between or among parties who are interdependent—that is, who need each other to accomplish something. If they can get what they want without each other, they may differ in how they do so, but they won’t come into conflict.
Finally, conflict involves clashes over what people want or over the means for them to achieve it. Party A wants X, whereas party B wants Y. If they either can’t both have what they want at all, or they can’t each have what they want to the degree that they would prefer to, conflict will arise.”
Jasmine Linabary, P. D. (n.d.). Navigating group conflict. Go to the cover page of Small Group Communication. Retrieved March 16, 2022, from https://smallgroup.pressbooks.com/chapter/conflict/
“After smaller groups have been allowed to freely discuss issues from every angle, viewpoints change, solving the initial conflict. Sometimes team members simply need to have his or her hesitations heard and discussed by the rest of the team. By analyzing the argument together, the team can move forward in agreement or at least a mutual understanding.”
Mattson, D. (2019, September 24). Ways to deal with Team Conflict effectively. Sandler Training. Retrieved March 16, 2022, from https://www.sandler.com/blog/professional-development-blog/ways-to-deal-with-team-conflict-effectively/
“In other words, if one has systematic knowledge of the effects of cooperative and competitive processes, one will have systematic knowledge of the conditions that typically give rise to such processes and, by extension, to the conditions that affect whether a conflict will take a constructive or destructive course.”
Deutsch, M. (1983). Conflict Resolution: Theory and Practice. Political Psychology, 4(3), 431–453. https://doi.org/10.2307/3790868
S.O.R.T.E.D.: A model to move from complexity to clarity in conflict discussions. Mediate.com – Find Mediators – World’s Leading Mediation Information Site. (2022, March). Retrieved March 16, 2022, from https://www.mediate.com/articles/knippenberg-faircloth-SORTED.cfm
“Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. The disagreement may be personal, financial, political, or emotional.”
“treat your opponent’s position as a real possibility. Ask lots of questions. Listen to their logic. Understand what their interests are, and what it is that they really want. Learn what their criticisms of your idea are. The more you know about where they’re coming from, the better a resolution you can create.”
Section 6. training for conflict resolution. Chapter 20. Providing Information and Enhancing Skills | Section 6. Training for Conflict Resolution | Main Section | Community Tool Box. (n.d.). Retrieved March 16, 2022, from https://ctb.ku.edu/en/table-of-contents/implement/provide-information-enhance-skills/conflict-resolution/main#:~:text=Conflictresolutionisaway,negotiationtoresolvethed
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