Conflict Resolution, by Marwah Ayache

Many people try to avoid conflict in their daily lives. Regardless of how hard people try to avoid participating in conflict, it is an unavoidable and unescapable part of life. However, the main goal is to successfully resolve conflicts in a peaceful matter so the situation does not escalate to violence. In fact, engaging in conflict allows people to develop skills to resolve conflicts without violence. This course, along with the research project, introduced a variety of conflict resolution methods, the specific conflict resolution methods used at each conflict level, and the different attitudes towards conflict.

A variety of methods can be used to resolve a conflict peacefully. First, negotiation, or bargaining, is often used in conflict resolution. This method allows the parties involved to participate in a dialogue to bring them to a voluntary agreement. While people negotiate with each other every day, more formal negotiations can require specialists (Frey, 2011; Some Methods of Conflict Resolution, n.d.).

Another method is coercion. This forces the parties that are in a conflict to come to an agreement. To solve a conflict, physical force, or the threat of force, can sometimes solve a conflict temporarily. Successful use of coercion depends on the authority and the legitimacy of who or what is exerting the force (Some Methods of Conflict Resolution, n.d.).

Also, mediation is a form of alternative dispute resolution. This process involves a third party, who is known as the mediator, to help the conflicting parties negotiate and agree on a mutually satisfactory settlement. Mediation is a form of assisted negotiation that is voluntary on both sides. The two groups involved in the conflict take full responsibility for the outcome, not the mediator (Fray, 2011; Some Methods of Conflict Resolution, n.d.).

Next, adjudication, or litigation, is a method used to resolve a dispute. This technique involves bringing a civil action to the state’s legal system to deliver a firm conclusion. This is typically an expensive and lengthy way to end a dispute, and it is often used with coercion and negotiation (Fray, 2011; Some Methods of Conflict Resolution, n.d.).

Then, arbitration is a legal technique for resolving disputes outside of the courtroom. This procedure involves asking one or more neutral third parties (also known as arbitrators), through a prior common consensus, to decide the problems in a conflict. All the parties involved in a conflict must follow the third party’s firm, final decision (Fray, 2011; Some Methods of Conflict Resolution, n.d.).

Finally, online dispute resolution is a newer approach to conflict resolution. It uses computer technology, along with various online forms of communication, to resolve conflicts. This approach may use arbitrators and mediators, along with direct negotiation, between the parties involved (Fray, 2011). These methods can be used during informal interactions, but they are mostly used in formal settings like law, business, or labor negotiations and require both sides to participate in the resolution process. They provide a scale to analyze, assess, and approach the different aspects of conflict.

Which method to use depends on the nature of the conflict and the disputants’ attitudes (Some Methods of Conflict Resolution, n.d.). There are many different methods to solve a conflict.

At each level of conflict, different methods are used to resolve the conflict. The first conflict level is known as interpersonal conflict, which is a dispute between different individuals. A variety of non-violent methods is used to resolve this level of conflict, which includes listening/talking, compromise, negotiating/bargaining, mediation, assertion, discussion, conventional strategies, compromise, and arbitration (Conflict Resolution Framework, n.d.; Joshi, 2011).

The second level of conflict is called intergroup conflict. This type of conflict involves disputes among various groups of individuals. One study examined conflict among groups of summer campers. Over time, it was found that categorization-based approaches helped resolve conflicts. These approaches include de-categorization, re-categorization, and mutual intergroup differentiation processes (Gaertner et al., 2000).

Finally, the last level of conflict is known as international conflict. The main concern is to diffuse tensions among nations. The most commonly used conflict resolution methods on the international level are mediation/negotiation and arbitration (International Conflict Resolution, 1968). Mediation is especially “valued by state because of its informal, non-stylized nature, treating each case as unique, and because it affords means if catharsis and of frank exchange through the mediator” (International Conflict Resolution, 1968, p. 510). While arbitration is still used in international conflict, it has one drawback. The weakness is that parties involved in the dispute have more control than they should over the arbitral process. To mitigate this weakness, a specific group could be designated to act as the arbiter in every situation, which has received little support (International Conflict Resolution, 1986, p. 510).

There are different attitudes towards conflict resolution. The first conflict attitude is known as competition. This attitude’s two most common traits are assertiveness and uncooperativeness. Individuals with this type of attitude pursue their own concerns at the expense of others. Since competing individuals can be very power-oriented, they will use any type of power that is fitting to win their position, whether it is one’s ability to argue, one’s rank, or economic sanctions. Competing individuals might defend a certain position, defend certain rights, or just try to win.

Accommodation is the second conflict attitude, which is the opposite of competition. Accommodating individuals are unassertive and cooperative. Often, people with this attitude neglect their own concerns to address the other person’s concerns and have an element of self-sacrifice. This attitude can take the form of generosity or charity, obeying other people’s orders (even if one does not want to), or simply yielding to another person’s point of view.

Avoidance is another conflict attitude. Common traits for this attitude include being unassertive and uncooperative. These individuals do not directly pursue their concerns or the other person’s concerns and do not address the conflict right away. Avoiding could mean cautiously side-stepping an issue, setting aside an issue for a better time, or even removing oneself from an aggressive situation.

Collaboration is a type of conflict attitude. This attitude is the opposite of avoidance, and the common traits include assertiveness and cooperation. This attitude involves an attempt to work with another person to come up with a solution that satisfies the concerns of both people involved. Often, it means identifying the fundamental concerns of the individuals to find an alternative that meets all the concerns involved.

Finally, compromise is the last conflict attitude. The goal of this attitude is to find a practical, mutually acceptable solution that will partially please both parties. Thus, it falls on the middle ground between competition and accommodation since it gives up more than competition, but less than accommodation. Compromise tackles disputes more directly than avoidance, but does not investigate the dispute in as much depth as collaboration does. This attitude can include splitting the difference, exchanging concessions, or finding a middle-ground position quickly.

While conflict is something that most people try to avoid, it is an unavoidable part of life. The most important part of conflict is how to successfully resolve the matter peacefully. This can be a great learning experience since individuals will learn conflict resolution skills. This course, along with my research, taught me different conflict resolution methods, what conflict resolution methods are used at each conflict level, and the various attitudes towards conflict. Conflict resolution methods include coercion, adjudication, and online dispute resolution. Also, some of these conflict resolution methods are used at the three conflict levels, which are interpersonal, intergroup, and international.