Introduction
The basis for conflict management, or for successful conflict resolution and the minimization of its negative consequences, is a deep understanding of the essence of this phenomenon. According to the considered textbook, the leading causes of conflict are: expressed struggle, interdependence, mutual interest, perceived incompatible goals, perceived scarce resources, and interference (p. 7). In addition, the conflict stems from profound human differences arising from cultural, mental, and worldview differences; in essence, it is always a “product of culture” (Jandt, 2020, p. 13). Understanding the essence of conflict and conflict management strategies enables me to effectively apply the knowledge gained in everyday life and prevent disagreements from escalating into extensive confrontation.
Conflict Causes
First, to understand the concept of conflict, it is necessary to consider its causes. The open opposition considered in the chapter, in my opinion, is more a consequence than an initial explanation. Interdependence and mutual interest seem to me the most accurate descriptions of the causes of conflict (p. 13). When one person is dependent on or interested in another person, their words and actions can be perceived more painfully than when there is no connection between them (p. 13). In my opinion, it is precisely such relationships that usually lead to the most difficult-to-resolve conflict situations.
Other reasons considered, including incompatible goals, perceived scarce resources, and interference, can be viewed through a similar lens (p. 13). In both cases of goals and resources, and particularly when there is a close relationship, conflict is often a consequence of a person’s fear of being misunderstood. Another fear may stem from the worry of not achieving their goals because of interference from another person. Thus, the leading cause of a conflict may be fear.
Conflict Types
Another essential concept in the book is the types of conflict and their characteristics. One of the positive aspects of this distinguishing approach is the presence of constructive conflict, which can lead to motivation and change (p. 8). However, in my life experience, there were practically no constructive conflicts.
I think the point is that people who are initially open to dialogue, even during heated debates, rarely find themselves in confrontation. This may be another explanation for why conflicts occur. Individuals with specific characteristics may be more likely to escalate conflict to a particular stage. However, if a constructive conflict arises, it is necessary to try to extract the maximum benefit for the group from it (p. 8). Despite the rarity of this phenomenon, this approach will allow people to minimize the fear of openly expressing disagreement.
Reducing Conflicts
Given the nature of conflict, the reading suggests stages for minimizing it. First of all, I consider it essential to state that there are always ways to resolve conflicts (p. 8). In fact, it may not apply to all situations, such as when the victim and the perpetrator clash, but in everyday life, this affirmation can be beneficial.
One of the main components of conflict resolution is the perception of auditory sensory receptors (p. 14). Then there are decoding and memorization stages, which are characteristic aspects of how the human brain works (p. 14). The last two stages, which involve critical thinking and feedback, are the most important (p. 15). At these moments, a conflict can be effectively prevented by using a meaningful approach.
One of these approaches is active listening, which, in my opinion, is the most effective technique for conflict prevention (p. 15). In my daily life, I apply this strategy by accepting the interlocutor, listening carefully, maintaining contact, and focusing on the context. In this way, I become a party that can prevent conflict, trying to understand the interlocutor and their problems.
Conflict Resolution Methods
Science has long been studying ways to resolve conflicts and improve communication. The book discusses two methods: Wehr’s conflict map and Hocker-Wilmot approach, which are generally close in nature. Wehr’s methodology involves examining the history of conflict and developing solutions based on it (pp. 55-56). The Hocker-Wilmot approach also suggests starting with the nature of conflict, but also focuses on the most critical aspects of emotion and forgiveness (pp. 55-56).
I am sure that resolving the conflict requires understanding the emotions underlying the contradictions. It may be fear, as explained above, but this feeling can also be accompanied by aggression and disappointment due to unfulfilled expectations. In addition, the stage of forgiveness is one of the most crucial, because it allows one to let the situation go, learn from it, but keep moving forward. In my life, I consider forgiveness one of the primary stages in conflict situations, because when I forgive, I understand the conflict is completely resolved.
Cultural Dimension of Conflicts
Ultimately, to comprehend the nature of conflicts and effective methods for resolving them, it is crucial to recognize that conflicts are a product of a culture that fosters differences in human perception. The understanding of conflict differs between individual and collectivist cultures (p. 75). In the first case, the conflict is accepted as inevitable, and in the second, as something to be avoided (p. 75). As a person living in an individualistic culture, I believe that accepting conflict as inevitable is beneficial. If people understand that conflict is inevitable, they will put more effort into transparent communication. It will also minimize fear and smooth out the negative emotional consequences.
Additionally, it is crucial to consider whether the conflict arises in a high- or low-context culture (pp. 80-81). In my opinion, conflicts are more frequent and painful in high-context cultures because much of the interaction is left unsaid. In low-context cultures, by contrast, speakers tend to include more qualifiers to minimize conflict. This aspect provides insight into the understanding that the more open and honest the communication, the clearer the message, and the easier and less likely it is to cause conflict.
Conclusion
In conclusion, studying the nature of conflicts is the first stage in finding effective ways to resolve them. Conflicts are influenced by the type of relationships people have, emotions, such as fear and frustration, and the culture in which a person lives. Conflict resolution is facilitated by the fundamental principles of open and transparent communication, the acquisition of active listening skills, and an understanding of the psychological causes of the conflict. By developing these sensitive skills, I can become an effective mediator in conflict management and successfully minimize the number of conflicts in my life.
Reference
Jandt, F. E. (2020). Conflict and communication. New York, NY: Cognella.