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Conflict Resolution and Mediation in Schools

Categories: Conflict Resolution Mediation

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Published: Mar 25, 2024

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Introduction, importance of conflict resolution and mediation in schools, benefits of implementing conflict resolution and mediation in schools, challenges in implementing conflict resolution and mediation in schools, recommendations for successful integration.

Improved relationships: Conflict resolution and mediation promote understanding, empathy, and communication skills, enabling students to build healthier relationships with their peers and teachers. By teaching them to resolve conflicts constructively, schools can create a positive social climate that encourages collaboration and teamwork.
Enhanced academic performance: When students are preoccupied with conflicts, their focus on academic tasks diminishes. By addressing conflicts through mediation, schools can help students regain their concentration and improve their academic performance. Moreover, conflict resolution skills contribute to critical thinking and problem-solving abilities, which are essential for success in the classroom.
Reduced disciplinary issues: Conflict resolution and mediation can reduce disciplinary issues by addressing the root causes of conflicts rather than merely punishing the surface behaviors. By encouraging dialogue and understanding, schools can prevent recurring conflicts, promote self-discipline, and reduce the need for disciplinary interventions.
Resistance to change: Resistance from school administrators, teachers, or parents who are unfamiliar with or skeptical about conflict resolution and mediation can hinder the integration of these practices. Overcoming resistance requires comprehensive training, awareness campaigns, and evidence-based research showcasing the positive outcomes of such approaches.
Limited resources: Schools often face resource constraints, including time, personnel, and funding, which can impede the implementation of conflict resolution and mediation programs. To address this challenge, schools should seek external partnerships, collaborate with community organizations, and prioritize conflict resolution as an essential component of the curriculum.
Lack of training: Conflict resolution and mediation skills are not innate; they need to be taught and continuously reinforced. However, many educators may lack the necessary training to effectively mediate conflicts. Integrating conflict resolution training into teacher education programs and providing ongoing professional development opportunities can help address this challenge.
Comprehensive training: All school stakeholders, including teachers, administrators, support staff, and students, should receive comprehensive training on conflict resolution and mediation techniques. This training should focus on active listening, problem-solving, communication, and negotiation skills.
Clear policies and procedures: Schools should establish clear policies and procedures for conflict resolution and mediation processes. These policies should outline the steps involved, roles and responsibilities of involved parties, confidentiality guidelines, and measures for evaluating the effectiveness of interventions.
Integration into the curriculum: Conflict resolution and mediation should be integrated into the school curriculum across grade levels. By teaching conflict resolution skills explicitly, schools can promote a culture of peace, empathy, and understanding.
Supportive school climate: School leaders should foster a supportive climate that values open communication, empathy, and collaboration. Encouraging the involvement of students, parents, and community members in conflict resolution initiatives can enhance their effectiveness.

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10.8 Conclusion

Conflict can run the gamut from minor annoyances to physically violent situations. At the same time, conflict can increase creativity and innovation, or it can bring organizations to a grinding halt. There are many different types of conflict, including interpersonal, intrapersonal, and intergroup. Within organizations, there are many common situations that can spur conflict. Certain organizational structures, such as a matrix structure, can cause any given employee to have multiple bosses and conflicting or overwhelming demands. A scarcity of resources for employees to complete tasks is another common cause of organizational conflict, particularly if groups within the organization compete over those resources. Of course, simple personality clashes can create intrapersonal conflict in any situation. Communication problems are also a very common source of conflict even when no actual problem would exist otherwise. When conflict arises, it can be handled by any number of methods, each with varying degrees of cooperation and competitiveness. Different situations require different conflict handling methods, and no one method is best.

Negotiations occur during many important processes, and possessing astute negation skills can be an incredible tool. A key component to negotiations involves having a BATNA, or “best alternative to a negotiated agreement.” Negotiations typically move through five phases, including investigation, determining your BATNA, presentation, bargaining, and closure. During a negotiation, it is important not to make any number of common mistakes. These mistakes can include accepting the first offer, letting ego get in the way, having unrealistic expectations of the outcome of the negotiation, becoming too emotional during the process, or being weighed down by previous failures and letting the past repeat itself. It is important to keep in mind that many cultures have preferential methods for handling conflict and negotiation. Individuals should understand the cultural background of others to better navigate what could otherwise become a messy situation.

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Article contents

Conflict analysis and resolution as a field: core concepts and issues.

Louis Kriesberg Louis Kriesberg Maxwell School of Citizenship and Public Affairs, Syracuse University
and Joyce Neu Joyce Neu Facilitating Peace
https://doi.org/10.1093/acrefore/9780190846626.013.512
Published online: 20 November 2018

Core concepts of the interdisciplinary social science field of conflict analysis and resolution (CAR) are discussed. Work in the field is based on numerous generally accepted ideas about the nature of conflict and constructive approaches to conflict. These ideas include ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. Other important core concepts relate to stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace. Finally, current and future issues regarding CAR conceptualizations and their applications are examined.

conflict management
constructive conflicts
de-escalation
future work
interaction
interconnected conflict
nonviolent struggle
normative concerns
stages of conflict

Introduction *

This article addresses core concepts of the interdisciplinary social science field of conflict analysis and resolution (CAR), primarily in terms of ideas, as expressed in the literature, about the ways in which conflicts can be done constructively. In focusing on the ideas that constitute the field, it looks at relevant theory and research, treating CAR as an interdisciplinary social science field, particularly as it relates to international relations. Additionally, it considers some relatively prescriptive writing when it derives from a degree of empirical evidence. Significantly, peace studies is one of the sources for the field, and it now overlaps with and contributes to the field (Kriesberg, 1991 ). Peace studies work helps to foster normative concerns about the goals sought in waging conflicts and the strategies for reaching them.

The contemporary CAR approach builds on academic research and theorizing, as well as on traditional and innovative practices. Scholars of the approach share a number of generally accepted ideas about the nature of conflicts and constructive approaches to resolving them. These ideas provide the foundation for analyzing conflicts, finding ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. The CAR approach tends to rely minimally, if at all, on the use of violence in waging and settling conflicts. It also tends to emphasize the role of external intermediaries in the ending of conflicts and in conflict processes that generate solutions yielding some mutual gains for the opposing sides. Another important foundational concept is stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace.

As CAR evolves, workers in the field debate the salience of various ideas and even the meaning of basic concepts in the field. This engagement has led to increased contributions to the CAR literature by scholar-practitioners. These contributions offer a view based on experiencing the realities of various conflicts. This section discusses these ideas and realities, noting some contemporary variations in their interpretation (Bercovitch, Kremenyuk, & Zartman, 2009 ; Coleman, Deutsch, & Marcus, 2014 ; Sandole, Byrne, Sandole-Staroste, & Senehi, 2009 ; see also the companion article by Neu and Kriesberg, “Conflict Analysis and Resolution: Development of the Field of Scholarship (forthcoming),” in this encyclopedia.)

This article has three main sections. The first, “ Constructive Approaches to Conflict ,” explores the generally accepted ideas about the nature of conflict and about constructive approaches to conflict and how they play out in the scholarship on analyzing conflicts, finding ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. The second, “Conflict Stages,” addresses stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace. The third, “Current and Future Issues,” discusses concepts that are likely to become more controversial as the social-political context becomes less supportive of the CAR approach.

Constructive Approaches to Conflict

There is general consensus within the conflict analysis and resolution (CAR) community on some core ideas about social conflicts. First, social conflicts are universal and potentially beneficial, providing opportunities to achieve desired change. Second, social conflicts are waged with different degrees of destructiveness, and the parties in conflict determine how constructively or destructively they will conduct the conflict. Third, social conflicts entail contested social constructions; each party has its own view of what the fighting is about and who its opponents are. Fourth, social conflicts can be transformed; no matter how entrenched the conflict, outside actors or the parties themselves can take positive steps to move toward peaceful transformation. Fifth, social conflicts are dynamic and tend to move through stages; these stages reflect the constantly changing nature of the conflict and therefore may not always be linear (Kriesberg & Dayton, 2017 ).

Social constructions . Each party interprets its own and its adversaries’ identities, as well as which issues are at stake, from its own vantage point. Differences between parties’ interpretations, therefore, often are contentious.

Heterogeneity of adversaries . Within each party, there are different interests and goals—notably, among and between its leaders and their constituencies others. As relationships within the party change, a shift in the direction of the conflict may be feasible.

Variety of inducements in waging conflict . These include coercive sanctions to force change, positive inducements to reward constructive change, and the use of persuasion to appeal to the other’s best interests and values.

Interconnectedness . Conflicts are interrelated and overlap in time and social space. A conflict is not a closed system and so may be amenable to the intervention of external intermediaries who can help transform the conflict.

Consideration of others . Establishing long-term legitimate relations among adversaries by considering the opponents’ concerns and interests as well as the long-term interests of their own people may be the most difficult challenge for everyone, but it often brings mutual benefits (Kriesberg, 2015 ).

Mediation . Third-party intervention to assist de-escalation and negotiations among adversaries can help to transform and settle conflicts.

Dynamism . Conflicts move through stages during which parties can act with greater or lesser constructiveness to advance positive conflict transformation.

Analyzing Conflicts

There is long-standing general agreement that the initial step in engaging in or studying a conflict is to analyze it (Schirch, 2013 ; U.S. Department of State, 2008 ; Wehr 1979 ). This includes identifying the parties in the conflict and the issues in contention, as the parties perceive them. In any large-scale conflict, each party is highly differentiated, and there will be some variation among different groups within each entity, even regarding what is in contention. Moreover, many other parties have an indirect interest in the conflict and are affected by its course, and they therefore may become directly engaged in the conflict or withdraw from engagement in the future. Thus, the parties and intermediaries in a conflict are likely to be affected by both the possible and the actual interventions of external actors. All parties ought to reflectively analyze a conflict before acting in it.

The perspectives of the analysts influence their analyses. Generally, people who are engaged in a conflict, whether as partisans or as interveners, tend to focus on the explicit positions of the parties in the conflict and how they are acting in the conflict. Those who are less directly engaged tend to place more emphasis on the structure of the relationship among the adversaries and the social context of the conflict. The former kinds of analyses tend to emphasize factors that are amenable to change in the short term; the latter kinds of analyses tend to emphasize structural factors that are less malleable in the short term.

The methods of engagement that people employ influence their analyses. Those who rely heavily on military methods often tend to see conflict as framed by military force; whereas CAR practitioners, who engage in training, workshops, and dialogue work, may emphasize the role of opposing narratives and misunderstandings when analyzing conflicts. Theoretical and ideological inclinations also influence analyses. Greater recognition of these different circumstances may help foster more comprehensive analyses and better synthesizing and sequencing of strategies.

Asymmetry between adversaries in a conflict greatly affects the course the conflict and how it is waged and ended. Members of the CAR field stress the multidimensional character of asymmetry and its fluidity, since they vary with different issues (Mitchell, 1995 ). Reducing certain asymmetries, then, is not necessarily conducive to transforming a conflict and settling it constructively. That depends in good measure on the direction in which a particular asymmetry is reduced. Thus, if one side has greater solidarity and cohesion than the other, asymmetry that is reduced by increasing the other side’s ability to effectively change policies would be conducive to mutual conflict transformation. By the same token, if one side has greater commitment to the issue in contention, asymmetry that is reduced by that side softening its unyielding position would be conducive to bringing about a mutually acceptable conflict transformation.

The changing character of power differences and other kinds of asymmetry are crucial in choosing the appropriate interventions. For example, if equitable accommodations are sought, certain kinds of mediation may not be advisable when the asymmetry in resources between the adversaries is very great.

Recognizing the complexity of this kind of conflict analysis, CAR scholars have produced a broad array of frameworks for conflict analysis (Fund for Peace, 2014 ; Goodhand, Vaux, & Walker, 2002 ; Mason & Rychard, 2005 ; Samarasinghe, Donaldson, & McGinn, 2001 ; U.S. Department of State, 2008 ), together with more in-depth examinations of conflict analyses (Levinger, 2013 ; Schirch, 2013 ).

Methods of Waging Conflicts

A cardinal tenet of CAR is that social conflicts are inevitable and often necessary to improve peoples’ rights. The critical matter in this regard is the way the conflict is conducted and the methods each adversary applies. Conflicts are commonly defined as struggles in which each side tries to hurt the other to advance toward its goals. A basic CAR insight, however, is that efforts to achieve a contested goal are not only coercive, involving only negative sanctions (Boulding, 1989 ; Kriesberg, & Dayton, 2017 ). Positive sanctions can be a second powerful kind of inducement to obtain desired goals. A third kind of inducement is to use persuasive appeals and arguments, relying on shared values and identities. These three kinds of inducements are combined in many ways to constitute a particular strategy at a given time.

Interestingly, this idea has been articulated by leading public figures who are not identified as practitioners in the CAR field. Joseph S. Nye ( 2004 ), for example, has influentially written about the importance of “soft power” in world politics, referring to the many noncoercive inducements that the United States can and does effectively deploy in foreign affairs. Armitage and Nye ( 2007 ) further elaborated on combining “soft power” and “hard power,” particularly military power, which would constitute “smart power.” Hillary Clinton, at her January 2009 confirmation hearings for secretary of state, spoke clearly about the importance of using smart power and not relying solely on military power.

As the field has expanded to address how adversaries may be brought to the negotiating table, more thought has been given to noncoercive inducements and also to applying coercive force that tends to avoid destructive escalation. One strategic method that has been increasingly examined and employed is nonviolent action (Chenoweth & Stephan, 2011 ; Schock, 2005 ; Sharp, 2005 ). Imposing nonviolent sanctions can avoid dehumanizing the enemy and holds out the promise of future mutual benefits.

Interconnectedness of Conflicts

One important reason for conflict fluidity is that each conflict is interconnected with many others (Dahrendorf, 1959 ). Many conflicts are nested in larger conflicts and also encompass smaller ones. Conflicts are generally also linked sequentially, each arising from a previous one. And each party in a large-scale conflict experiences numerous internal conflicts that arise among different factions, ranks, and identity groups (Colaresi, 2005 ). Furthermore, each party is simultaneously engaged in numerous conflicts with a variety of adversaries.

As the salience of one conflict increases, it tends to reduce the salience of the other conflicts. Enemy number one may slip to being enemy number two, making de-escalation in that secondary conflict easier and likelier. Partisans and intermediaries may choose strategies that are intended to alter the salience of a conflict and speed its peaceful resolution.

Multiplicity of Actors

Workers in the CAR field are sensitive to the reality that conflicts are rarely between two homogeneous, unitary entities. Rather, many parties are involved directly or indirectly in every conflict (Crocker, Hampson, & Aall, 1999 ; Touval & Zartman, 2001 ). Even when there appear to be only two sides, in actuality, each side has some characteristics of a coalition. Divisions among the members of each party in a conflict, particularly among leaders and other groups, significantly affect the course of a conflict. External conflict can strengthen internal solidarity, but not always and not forever (Wilkenfeld, 1973 ).

As a conflict de-escalates and moves toward resolution, some factions or allied groups may resist the movement or even reject a signed agreement. They are spoilers, unsatisfied with the terms of the accommodation with the adversary or with their portion in that accommodation (Goren & Elman, 2012 ; Stedman, Rothchild, & Cousens, 2002 ). The parties making the agreement then may try to placate and co-opt the rejectionists or to isolate, marginalize, and overwhelm them. If the parties have not dealt with their spoilers by the time the peace talks begin, then it falls to the third party to decide the best course of action for the talks—either talking to the spoilers or sidelining them. In varying degrees, spoilers are a widespread phenomenon. Attention to them is often critical in undertaking de-escalation and in constructing and sustaining an equitable accommodation.

Actors who are not directly engaged in a conflict can also affect its course (Ury, 2000 ). They are potential or actual intermediaries, allies, and antagonists. The actions of those who are directly engaged in a conflict are affected by concerns about the potential interventions of external actors. In the CAR field, the possible effects of a mediator in facilitating and hastening a negotiated end to a conflict is a major topic of study.

The demand for official Track I mediation to resolve armed conflict has increased and with it, the number of organizations and individuals interested in meeting this demand. There are multiple mediators in peace processes, who may have different skill levels, understandings of the conflict and parties, and conflicting interests. This may allow the parties to play one mediator off the other to the detriment of the process. One idea to minimize competition between potential mediating organizations was suggested by the African Union: to have the most local of the intergovernmental organizations take the lead mediation role (de Coning, 2015 ; Nathan, 2016b ). But considering the meager organizational resources of many regional and subregional organizations, this is not a plausible solution. Nathan ( 2016b ) has suggested that partnerships at the decision-making level of intergovernmental organizations would be more powerful in securing cooperation and coordination in peace processes. Recognizing the problem of multiple mediators, the United Nations issued guidelines emphasizing the critical need for “coherence, coordination and complementarity of mediation efforts” (United Nations, 2012 ).

Other international actors take part in peace processes as “friends of” the mediation or as interested states. They may not be directly involved in the talks, but they can have a positive influence if they support the goals of the peace process (Whitfield, 2010 ). Finally, representatives of civil society, women, and youth from the conflict areas will be present as participants in the talks, observers, or advisers to the parties or the mediation team or both.

Conflict Stages

A central tenet of the CAR approach is that conflicts are not immutable and that even highly intractable conflicts decline in intractability as policies and circumstances change. This happens as conditions change within the adversaries, in their relationships, and in their social contexts. This understanding is manifested in the recognition that conflicts move through a series of general stages. There is little consensus about the names for the stages, but they may be identified by terms such as emergence , escalation , de-escalation , termination , and recovery (Kriesberg, 1982 ; Pruitt & Rubin, 1986 ). In 1992 , the UN secretary-general, Boutros-Ghali, issued his “Agenda for Peace,” bringing attention to the different phases of peacemaking and peacebuilding (Boutros-Ghali, 1992 ). The stages are not clearly bounded or always linear; past stages may recur. Furthermore, groups engaged in the conflict may not participate at the same pace in all the stages. Nevertheless, it is analytically useful to distinguish between the different stages to highlight the relevant CAR factors and processes at each stage.

The field of CAR initially focused on negotiating the end of conflicts, sometimes using mediation. Soon, concern about the prior and later stages of the conflict increased. Greater attention was directed at getting adversaries to the negotiating table and on the quality and sustainability of agreements that are reached. With the increase in outside intervention in internal societal wars and attention to nonstate actors, the field expanded to include giving greater attention to preventing the outbreak of warfare and to recovering from past violent outbreaks. The field presently incorporates the full range of conflict stages, and practitioners often specialize in particular stages of conflict. The ideas and practices that are particularly important at each stage are discussed next.

Conflict Emergence

Conflict emergence draws attention to the underlying conditions that precede an overt conflict. Thus the conditions of structural violence, of unsatisfied human needs, and of exploitation are often pointed to as crucial in characterizing a latent conflict preceding the outbreak of a manifest conflict (Burton, 1990 ; Dahrendorf, 1959 ). In actuality, conflicts often break out not because of the actions of the most oppressed, but because of the actions of the more powerful. The oppressed may have reason to fight, but they often do not believe that some particular group is responsible for their poor circumstances or that they can change those others in a way that will improve their conditions. The more powerful, however, have reason to believe that they can readily get more of what they want from the weaker party. Acting on this belief, they may provoke resistance and a violent conflict.

Adversaries’ beliefs about collective identities, the perceived capabilities of each side, judgments about what is fair and just, and the chance of achieving sought-for goals determine if and when a conflict becomes manifested in deeds. This is why the ideologies that are constructed and adopted by members of a collectivity are critical in conflict emergence. Political, religious, military, and intellectual leaders can utilize a suitable ideology to arouse and mobilize supporters against an enemy and influence the means to be used in the struggle against that enemy. This also is highly relevant for conflicts that stress ethnic differences or differences in religious or political systems of thought.

Conflict Escalation

How a conflict emerges influences how quickly and destructively it escalates. Often, a burst of violence at the initial manifestation of a conflict results in a rapid and sustained escalation, which can entrap the adversaries, who will want to keep fighting in order to justify the losses they have already experienced (Brockner & Rubin, 1985 ). A careful, proportional, tit-for-tat series of exchanges, however, can often contain the scale of the escalation and result in cooperation (Axelrod, 1984 ). The way adversaries interact is the basic determinant of the duration and destructiveness of a conflict’s escalation (Dayton & Kriesberg, 2009 ). Attention to the growing role of nonviolent action and to transforming feelings and thought via social media has increased attention about constructive escalation (Kriesberg & Dayton, 2017 ).

External interventions, often in the form of mediation and consultation by, for example, representatives of the Organization for Security and Co-operation in Europe and other international governmental organizations, helped prevent destructive escalation in Eastern Europe after the dissolution of the Soviet Union (McMahon, 2007 ; Möller, 2006 ). External actions or the threat of them can also help to contain a conflict, inhibiting wide-ranging violent attacks. They can also help channel the means of the struggle to electoral politics or nonviolent actions. Unofficial Track Two conflict resolution training and the facilitation of workshops can contribute to such channeling.

Conflict De-escalation and Settlement

Before the emergence of the CAR approach, research and theorizing about de-escalation were relatively neglected topics. Now there is considerable work on the factors and processes that contribute to de-escalation, conflict settlement, and, particularly, negotiating agreements.

Processes and factors that are internal to each adversary, pertain to their relationships, and are components of the external context can contribute to turning an escalating conflict around. Internally, some groups come to believe that the burdens of continuing to fight to achieve some contested goals are costlier than those goals are worth. The relationship between adversaries may change as conciliatory gestures by one side are convincingly made (Mitchell, 2000 ). Changes in the global system’s power relations or salient norms can help shift a conflict toward de-escalation.

The transition from confrontation to de-escalation is a matter of great interest in the field. The idea that a turning point is reached when the adversaries are locked in a hurting stalemate is an influential one (Touval & Zartman, 1985 ). Indeed, members of the opposing sides often come to believe that neither side can impose the settlement it would like, and they begin to search for a settlement they can accept. The discovery or construction of a new option may then appear highly attractive. An interplay between the conflict conditions at a given time and the possible new options marks the suitable time for a particular solution to be proposed and accepted.

Sustaining Peace

There has been a growing literature since the 1990s about the content of peace agreements, recovering from violent societal conflicts, reconciliation, building legitimate institutions of governance, and other matters pertinent to fashioning an enduring and equitable peace (Bar-Siman-Tov, 2003 ; Pouligny, Chesterman, & Schnabel, 2007 ). Peace agreements are difficult to obtain and to sustain. Of 121 armed conflicts between 1990 and 2005 , only one third were concluded by peace agreements (Harbom, Hogbladh, & Wallensteen, 2006 ). Yet since the 1990s, negotiated settlements have become the preferred way to end wars (DeRouen et al., 2010 ).

Walter ( 2002 ) defines the success of a peace agreement in terms of duration: if there is no violence for at least five years after the agreement is signed and the parties make efforts to implement the terms of the agreement, then it is successful. Hampson ( 1996 ) suggests that a “partial success” would be when the parties observe the terms of the agreement they have signed. A more complete success would entail putting in place structures and institutions that discourage the parties from going back to war. Westendorf ( 2015 ) posits that a minimalist view of success would be physical security and the absence of war—that is, a negative peace. A maximalist view would be establishing a positive peace—which would require a deeper and longer term commitment to making the changes needed to establish conditions that are popularly viewed as equitable and legitimate institutions that can address potential conflicts.

Durable peace agreements are characterized by (a) adequate state capacity to implement the agreement (DeRouen et al., 2010 ), (b) third-party intervention during the peace process and post-agreement implementation (DeRouen et al., 2010 ; Hampson 1996 ; Walter 2002 ), (c) inclusion of a mechanism that foresees and addresses problems that may arise during implementation; and (d) participation of civil society and women in the peace process and in post-agreement implementation (Nilsson, 2012 ; O’Reilly, Ó Súilleabháin, & Paffenholz, 2015 ; Wanis-St. John & Kew, 2008 ).

Some of the reasons given for the fragility of peace are that civil society is not always in a position to provide the space and resources for peacemaking, that ongoing violence is socially and politically destabilizing, and that most peace processes have a narrow focus on governance reform (Brewer, 2010 , p. 30).

Current and Future Issues

Given the diversity of CAR’s sources, the changing topics of inquiry, and the increasing domains of work, it is to be expected that many contentious issues are currently matters of disagreement and dialogue. Consideration of seven such matters follows.

Universal or Cultural

An enduring controversy relates to the universality of particular ideas in the CAR approach. As in the case of conflict emergence, some in the field emphasize a particular set of universal human needs, which, when unsatisfied, result in conflicts. Others stress that ways of negotiating, forms of mediation, styles of confrontation, and many other aspects of conducting and settling conflicts vary among different national cultures, religious traditions, social classes, gender, and many other social groupings (Abu-Nimer, 2003 ; Cohen, 1997 ; Faure, 2005 ). Moreover, within each of these groups are subgroupings and personal variations. The differences between groups are matters of central tendencies, and there is a great overlapping of similarities. More needs to be known about the effects of situational as well as cultural effects and about the ease with which people learn new ways of contending and settling fights. The UN declarations and conventions on human rights offer CAR analysts and practitioners standards that can guide CAR practice and yield equitable and enduring settlements (Hayner, 2009 ).

Discipline or General Approach

A major internal issue in the CAR field concerns the extent to which CAR is and should be a focused discipline, a collection of loosely related arenas of research and practice, or a shared broad general approach. In the 1950s, the vision of many workers in the field was of a new comprehensive, interdisciplinary, research-grounded theory, but that was not realized.

Considerable agreement does exist about particular conflict processes and empirical generalizations. Without a comprehensive theory, however, inconsistencies among various generalizations and propositions are not reconciled. Moreover, without a comprehensive theory or theories of the middle range, it is difficult to know under what conditions a particular social process or empirical generalization is or is not operative, and to apply such knowledge to practice. On the other hand, the more general and necessarily abstract perspective about social conflicts lacks the precision needed to make reliable applications. Despite these considerations, empirical generalizations and knowledge of relevant conflict processes can be useful guides to effective actions that minimize the destructiveness of conflicts if used in conjunction with good information about a particular conflict.

Complicating the CAR approach are the differing places occupied by theory and practice. Each has varied in prominence within the field, and both are, in principle, regarded as important. In actuality, however, theory and practice have not always been well integrated. Theory has rarely sought to specify or assess major theoretical premises or propositions. Often, it is largely descriptive of patterns of actions. And though more research on assessing practice is being done, it has been focused on particular interventions, executed and assessed within a short time frame. Although in some spheres, there is a strong interplay between theory and practice, notably regarding negotiation, mediation, nonviolent action, and problem-solving workshops, additional work is needed to integrate other realms.

Nonviolence or Limited Violence

Another contentious issue relates to the use of violence in waging conflicts. There is widespread agreement among CAR analysts and practitioners that violence is wrong, particularly when it is used to serve internal needs rather than for its effects on an adversary. The presumed internal needs may be psychological, status- or power-based, or economic in nature and situated within individuals, organizations, or larger collectivities. Adherents of CAR generally agree that violence is morally and practically wrong when violence is used in a broad, imprecise manner and when it is not used in conjunction with other means to achieve constructive goals. The increasing use of “smart bombs” and missiles from drones pose moral and practical problems about what is good policy regarding the recourse to such allegedly targeted killing. From its origins, some workers in the CAR field have opposed resorting to the use of violence in any conflict, whereas others have believed that limited violence is necessary and effective in some circumstances, as, for example, is articulated in just war theory.

These differences in values and beliefs are becoming more important with the increased use of military intervention to stop destructive and escalating domestic and international conflicts and gross violations of human rights. The challenges are made greater by the increased cooperation of CAR adherents with governments. Much more analysis is needed about how specific violent and nonviolent policies are combined and with what consequences for the various parties under particular conditions. More specificity is needed beyond the generalization that great reliance on naked violence often fails. When violence is undertaken, in desperation, against a mightier antagonist, it most likely fails.

Neutral Process or Good Result

A long-standing issue in the CAR field is whether the emphasis should be on the process by which a conflict is settled or on the justice and consequences of the settlement. If the process is emphasized, the value of the neutrality of the intermediary is stressed and less attention is directed at the nature of the conflict to be settled. This matter is particularly acute in considering when and how mediation is best undertaken (Laue, 1982 ). Some practitioners in the field stress mediator neutrality and the mediator’s focus on the process to reach an agreement. Others argue that a mediator either should avoid mediating when the parties are so unequal that equity is unlikely to be achieved or should act in ways that will help the parties reach a balanced and just outcome (Nader, 1991 ).

Internal Affairs

As is no doubt the case in any field, research findings and best practices have not always been applied internally within the CAR field. Gender bias, for example, remains a challenge. There is notable progress, in many CAR programs in universities, women now appear to be in the majority. According to the ISA’s Committee on the Status of Women in the Profession, women earned 58% of doctoral degrees in the social sciences, and 42% of those in political science. Yet the committee found that women constituted only 12.3% of full professors compared to 23.5% for men (Hancock, Baum, & Breuning, 2013 ). With the rise of contingent workers at universities, women faculty members are disproportionately employed in part-time positions (Curtis, 2013 ). Women and men faculty express the same preference for research and share the opinion that service is an imposition, yet women spend significantly more time teaching, mentoring, and providing service to the university than do their male counterparts (Chenoweth et al., 2016 ; Misra, Lundquist, Holmes, & Agiomavritis, 2011 ).

Gender bias extends to whose research gets taught and whose work is cited. Consistent with numbers in the top international relations journals, 82% of the assigned reading in international relations proseminars was written by male authors. Work by women and mixed-gender teams made up the remaining 18% (Colgan, 2015 ). Other research shows that international relations articles written by women were cited less than those by men and that even when a research article by a woman is published in a top journal, it receives significantly fewer citations than had that article been written by a man (Maliniak, Powers, & Walter, 2013 ).

External Relations

The way CAR relates to other fields and to its social context raises several issues. As the number and variety of would-be intermediaries in large-scale conflicts increase, the relations among CAR-associated organizations and other kinds of governmental and nongovernmental actors becomes more problematic. The engagement of many organizations allows for specialized and complementary programs but also produces problems of competition, redundancy, and confusion. Adversaries may try to co-opt intermediary organizations or exploit differences among them. For example, human rights organizations and conflict resolution organizations can complement each other; but they may also interfere with each other’s work (Babbitt & Lutz, 2009 ).

To enhance the possible benefits and minimize the difficulties of relations among many intervening organizations, coordination of some sort can be helpful. Research indicates that a variety of measures may be undertaken, ranging from informal ad hoc exchanges of information to regular meetings among organizations in the field and having one organization be the “lead” agency (Kriesberg, 1996 ; Nan, 2008 ). The Applied Conflict Resolution Organizations Network (ACRON) was founded in the late 1990s to promote collaboration among conflict resolution organizations to become “a true force for peace” (Applied Conflict Resolution Organizations Network, 2000 ). ACRON went through a name change in 2003 , finally becoming, in 2006 , the Alliance for Peacebuilding (AfP). The AfP brings together 125 organizations and 1,000 individuals engaged in peacemaking and peacebuilding work. Although coordination will always remain a work in progress, the AfP has succeeded in providing global linkages that have strengthened peacebuilding efforts.

The funding for CAR work usually comes from external sources, which raises another set of issues. The Hewlett Foundation ended its 20-year program of support for conflict resolution programs in 2004 , and no comparable source for sustaining programs of theory, research, and applications has since appeared. Tuition charges help support education and training; service fees help sustain nongovernmental organizations doing applied work; and government agencies and various foundations provide funds for research and service projects. All this keeps the work relevant for immediate use. However, the small scale and short duration of this kind of funding hamper the making of long-term and large-scale research assessments and the theory building that are needed for creative new growth and appropriate applications.

Autonomy or Dependence

Finally, issues relating to autonomy and professional independence deserve attention. CAR analysts and practitioners may tailor their work to the preferences, as they perceive them, of their funders and clients. This diminishes the goals that in their best judgment they might otherwise advance. These risks are enhanced when tasks are contracted out by autocratic or highly ideological entities. Furthermore, as more nongovernmentals are financially dependent on funding by national governments and international organizations, issues regarding autonomy and co-optation grow.

On the other hand, CAR ideas are increasingly picked up by people who do not consider themselves as being in the CAR field. For example, the evidence that countries with democratic political systems do not fight wars with each other has been used as a reason to try to make countries democratic, even by warfare. Obviously, officials and other actors who do not accept the CAR approach as a whole may selectively use elements of it. Such usage sometimes appears to be misusing the approach and making it ineffective. Nevertheless, as people who do not think of themselves as being in the CAR field adopt particular methods and ideas of the field, those methods and ideas are diffusing into society and gaining + credibility.

On the Future

Undoubtedly, the sociopolitical context in the United States and in many other countries in the 21st century has become less conducive to the rise and acceptance of the CAR approach. As discussed in Neu and Kriesberg, “Conflict Analysis and Resolution: Development of the Field of Scholarship (forthcoming),” the sociopolitical context in earlier decades supported the emergence and institutionalization of the CAR approach. Several recent developments have contributed to the deterioration of this support. Notably, in the United States, political parties have become highly polarized with a high level of mutual hostility (Dionne, Ornstein, & Mann, 2017 ). Growing economic inequality, stagnating wages for many, and increasing wealth for a few generated grievances among the nonrich. Some of the rich used their resources to further enrich themselves—by denying inconvenient scientific facts, disregarding democratic civility, weakening trade unions, and denigrating opponents of these actions. Republican Party leaders often joined in promoting such practices. Moreover, Democratic Party leaders failed to deal with the growing public dissatisfaction with these developments (Frank, 2016 ).

Many other broad, external changes contributed to the foregoing changes. These include technological changes relating to the evolving social media that reduced previously widely shared views of reality. Conversely, technological developments have also contributed to the growing integration of the world, with accompanying economic effects. Following the U.S.-led invasion of Iraq in 2003 , a surge of wars prompted waves of refugees entering Europe. Terrorist attacks added fears, gave rise to anti-Muslim feelings, aroused ethnonationalist sentiments, and contributed to authoritarian tendencies in many countries around the world. In the United States, the election of Donald J. Trump to the presidency of the United States is a symptom of and promotes views and behaviors that are antithetical to the CAR approach. This is illustrated by his bullying style, lack of empathy, and discounting of empirical evidence.

Many aspects of the reaction to these developments in the United States and elsewhere, however, are consistent with and lend support to the CAR approach. A reliance on many aspects of nonviolent action has been evident in massive demonstrations and acts of solidarity with people threatened by the policies of the Trump administration. Resistance has taken many forms, including forming broad coalitions and creating new social organizations, notably in the national Indivisible movement (Dionne, Ornstein, & Mann, 2017 ). Moreover, many of the persuasive efforts convey empathy for and propose alternative policies to alleviate the grievances that drove some people to vote for Trump. Generally, the persuasive efforts foster mutual regard for all people and attention to evidence-based understandings of reality.

The new circumstances should be met with new adaptations among workers in the CAR field. Broadly, this would include giving more attention to enhancing human rights and satisfying human needs in the ways conflicts are waged and transformed. Attention to such matters would extend to sustainable peacebuilding. This could include work on the ways governmental officials and nongovernmental organizations work together constructively (Gerard & Kriesberg, 2018 ). Humans, over many thousands of years, have gradually come to live together with declining rates of violence (Pinker, 2011 ). Work in the CAR field can contribute to continuing that progress, despite setbacks.

Links to Digital Materials

Note : The following list is not intended to be comprehensive; it is, however, illustrative of the diversity of CAR resources. Many of the descriptions are from the organizations’ websites.

ACCORD: The African Centre for the Constructive Resolution of Disputes (Durban, South Africa). ACCORD is a South Africa–based civil society organization working throughout Africa to bring creative African solutions to the challenges posed by conflict on the continent. ACCORD publishes the African Journal on Conflict Resolution , Conflict Trends , and Policy and Practice Brief .

Alliance for Peacebuilding (Washington, DC). The Alliance for Peacebuilding (AfP) leads a community of more than 100 organizations building peaceful and just societies around the world. In this integrated field, the AfP amplifies the strengths of its members through collaboration, tackling a spectrum of issues too large for any one organization to address alone.

Berghof Foundation (Berlin, Germany). The Berghof Foundation is an independent nongovernmental organization that supports efforts to prevent political and social violence and to achieve sustainable peace through conflict transformation. The foundation publishes the Berghof Handbook for Conflict Transformation .

Beyond Intractability (Boulder, CO). Created by a team of more than 400 distinguished scholars and practitioners from around the world, the Beyond Intractability/CRInfo Knowledge Base is built around an online “encyclopedia” with easy-to-understand essays on almost 400 topics. The essays explain the many dynamics that determine the course of conflict along with the available options for promoting more constructive approaches.

The Carter Center (Atlanta, GA). The Carter Center, a nonprofit organization in partnership with Emory University, is guided by a fundamental commitment to human rights and the alleviation of human suffering. It seeks to prevent and resolve conflicts, enhance freedom and democracy, and improve health.

Centre for Conflict Resolution (Cape Town, South Africa). The center aims to contribute to a just and sustainable peace in Africa by promoting constructive, creative, and cooperative approaches to the resolution of conflict through training, policy development, research, and capacity building. The center produces a wide range of publications including seminar reports , policy briefs , books , and occasional reports .

HD: The Centre for Humanitarian Dialogue (Geneva, Switzerland). The Centre for Humanitarian Dialogue (HD) is a Swiss-based private diplomacy organization founded on the principles of humanity, impartiality, and independence. Its mission is to help prevent, mitigate, and resolve armed conflict through dialogue and mediation. The center publishes reports on the conflicts and issues in which it is involved.

Centre for Mediation in Africa (Hatfield, South Africa). The center strives to make mediation efforts throughout Africa more effective by offering academic and practical courses in mediation, researching new and current best practices, and supporting organizations such as the United Nations, the African Union, and those African governments involved in the mediation process. The center produces research on mediation best practices.

Conflict Management Initiative (CMI) (Helsinki, Finland). The Conflict Management Initiative (CMI) works closely with all conflicting parties in some of the world’s most intractable conflicts to forge lasting peace through informal dialogue and mediation. CMI was founded in 2000 by Nobel Peace laureate and former president of Finland Martti Ahtisaari.

Conflict Resolution Information (Boulder, CO). A free online clearinghouse, indexing peace- and conflict-resolution-related webpages, books, articles, audiovisual materials, organizational profiles, events, and current news articles.

Conciliation Resources (London, UK). The mission of Conciliation Resources is to provide practical support to help people affected by violent conflict achieve lasting peace. It draws on shared experiences to improve peacebuilding policies and practice worldwide. Conciliation Resources publishes the Accord series.

Crisis Group (Brussels, Belgium). An independent, nonprofit nongovernmental organization committed to preventing and resolving deadly conflict, Crisis Group conducts analyses of major current conflicts based on fieldwork and makes policy suggestions. It publishes alerts, reports, and briefings on the various conflicts it works on.

European Institute of Peace (Brussels, Belgium). The European Institute of Peace (EIP), launched in May 2014, is an independent partner to the European Union and Europe, augmenting its global peace agenda through mediation and informal dialogue. The EIP pursues multitrack diplomacy and acts as a flexible external tool in support of EU mediation efforts where the EU has limited freedom to act. It also serves as an operational hub, connecting existing expertise and sharing knowledge and lessons on European mediation.

Institute for Peace and Security Studies (Addis Ababa, Ethiopia). The Institute for Peace and Security Studies (IPSS) at the Addis Ababa University is the premiere institute for education, research, and policy dialogues on peace and security in Africa. The IPSS produces two types of policy periodicals, the IPSS Policy Analysis and the IPSS Policy Brief to provide comprehensive policy options in the areas of peace, security, and governance.

INCORE: International Conflict Research Institute (Ulster, UK). INCORE is a joint project of the United Nations University and the University of Ulster. It provides a Conflict Data Service and a comprehensive database and resource guide to conflict-prone regions and countries.

Kofi Annan International Peacekeeping Training Centre (Accra, South Africa). The Kofi Annan International Peacekeeping Training Centre (KAIPTC) is one of three institutions designated by the Economic Community of West African States (ECOWAS) as a regional Centre of Excellence for the delivery of training and research in the areas of conflict prevention, management, and peacebuilding.

Nairobi Peace Initiative–Africa (Nairobi, Kenya). The Nairobi Peace Initiative–Africa (NPI-Africa) is a continental peace resource organization, engaged in a broad range of peacebuilding and conflict transformation initiatives in Africa.

Peace and Collaborative Development Network (Washington, DC). Created by Dr. Craig Zelizer in 2007, the Peace and Collaborative Development Network (PCDN) is the go-to hub for the global change-making community. The PCDN is a rapidly growing social enterprise that gathers over 35,500 professionals, organizations, and students engaged in social change, peacebuilding, social entrepreneurship, development, and related fields.

Peace Research Institute of Oslo (Oslo, Norway). Peace Research Institute of Oslo (PRIO) conducts research on the conditions for peaceful relations between states, groups, and people. It publishes the journal Security Dialogue and the Journal of Peace Research .

Stockholm International Peace and Research Institute (Stockholm, Sweden). The Stockholm International Peace and Research Institute (SIPRI) is an independent international institute dedicated to research into conflict, armaments, arms control, and disarmament. SIPRI provides data, analyses, and recommendations based on open sources to policymakers, researchers, media, and the interested public. SIPRI produces the annual SIPRI Yearbook .

United States Institute of Peace (Washington, DC). An independent, nonpartisan institution established and funded by the U.S. Congress. Its goals are to help prevent and resolve violent international conflicts; promote postconflict stability and development; and increase conflict-management capacity, tools, and intellectual capital worldwide. The USIP offers online and on-site courses, and the United States Institute of Peace Press has been publishing books on CAR since 1991.

UN Peacemaker (New York, NY). UN Peacemaker is the online mediation support tool developed by the United Nations Department of Political Affairs. Intended for peacemaking professionals, it includes an extensive database of peace agreements, guidance material, and information on United Nations mediation support services. UN Peacemaker is part of the United Nation’s overall efforts to support UN and non-UN mediation initiatives.

West Africa Network for Peacebuilding (Accra, South Africa). The West Africa Network for Peacebuilding (WANEP) is a leading regional peacebuilding organization founded in 1998 in response to civil wars that plagued West Africa in the 1990s. Over the years, WANEP has succeeded in establishing strong national networks in every member state of the Economic Community of West African States (ECOWAS) and has over 500 member organizations across West Africa.

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* This article and Conflict Analysis and Resolution: Development of the Field update and expand Conflict Analysis and Resolution as a Field .

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Conflict Resolution Essay

Author Kimberly Ball
Category General Essays

Disclaimer: This paper has been submitted by a student. This is not a sample of the work written by professional academic writers.

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In the present world, there are all sorts of conflict, starting from our homes to the workplace. The fundamental thing is how we deal with the issue having in mind that no party involved in the dispute would want to be seen as inferior to the other person. At work is where much of the problem is, especially when dealing with customers directly, and according to the rule of business, one should always leave the customer happy and satisfied so that they can come back again. As a director for food and beverage at Canyon Shadows Resort, there are adverse situations that I have to deal with in most cases involving clients that are not satisfied with the service received.

When considering the case of Vince and Beth, they selected the resort for their high-end wedding reception. They asked for meals and booked a ballroom with patio overlooking golf course so that their esteemed guests could enjoy the view and the play, which I, being the director promised to deliver and make sure that they are all satisfied.

According to the present weather condition, it is impossible to provide patio because it is windy which means there will be no people playing golf. At the same time, the light sprinkles make it hard for both the golf players and the guests to be outside because they will be wet. In that case, there is a conflict likely to emerge. Even though the weather is an external factor that has chipped in to hinder our services, we as the resort are responsible for not delivering what we promised (Furlong, 2005). The deal was that I, being the director of the resort make sure that everything goes as planned and the guests are entertained to the fullest. According to the plans and present conditions, all the other processes involved in the reception will go on smoothly thus leaving the issue of patio and golf as the only hindrance.

On choosing the method to resolve this conflict, I adopt the A.B.C.D. strategy. The first letter is standing for apologising early and often. In this scenario, even though factors affecting the event are external, we owe the couple and the guests an apology. The best way that I can resolve this conflict is reporting the matter early enough so that they can psychologically prepare and understand that they will not get all they needed. The best way to communicate this message is in person so that I can sincerely show how apologetic I am, instead of just making a phone call, which many people take not serious (Tidwell, 2001). When looking the reception, they came in person; therefore it would be polite of e just to make a visit early in the morning and inform the couples of the problem we are experiencing at the moment. Apologizing first also gives room for the couples to look for an alternative source of entertainment for their guests so that their event could be memorable as they planned. When I go and apologise in person, I will be able to advise on the best alternatives ways of entertainment that we can offer.

The second letter B stands for being present and attentive when listening to the other party. This conflict involves the hotel and the couple, Vince and Beth, where the resort is not able to deliver the services we promised. When trying to resolve this issue, being present and accepting the company’s mistake is the first step. Secondly, listening carefully to the complaints raised and the discomfort caused will help create a good picture for the couple that we are apologising and we regret what happened (Lamber, 1999). At the same time, I will have time to explain the causes of the conflict, and how I as the as a director for food and beverage at Canyon Shadows Resort will make sure that we remedy the issue to avoid future inconveniences.

The third letter C stands or closing the loop. Every business aims to ensure that the customers are always satisfied with the services received. In this case, Beth, Vince and their guests will not be satisfied without the patio and watching the golf play which they desired. The resort decided to return a section of the money to the couples that were paid for the entertainment services (Avruch, 1998). There are recovery actions taken to ensure that one ask up for what the customer lost. In this case, I will have to make a follow-up and see whether the couple and their guests are delighted with the recovery actions or not, and what ore they desire.

The last letter D stands for doing ore that the client expects. When trying to solve this conflict, the board of the resort and I decided to organise a movie theatre or the couple and their guests. We refunded the entertainment money, but a movie will be used as an apology gift. We as the hotel expects frowning from the couple because we could not meet their expectations, but the best way to change that into a smile is giving them an apology gist so that they can smile and come back next time.

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Conflict Resolution, Essay Example

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Conflict resolution in any work place is a challenge to employees and employers. There are many causes of conflicts that include poor communication which leads to misunderstandings and differing personalities.

According to the Make Talk Work Bookmarks, there are a number of ways that conflicts can be managed and avoided in any work place. For example, in the first concept ‘To Keep an Open Mind’, one is required to listen to other people without interrupting them, to consider their ideas and ask questions in order to understand them better. The ‘try brainstorming’ concepts talks of individuals in an organization listing all ideas in any exercise they are engaged in, avoiding criticizing other people in the same entity, considering all sides(pros and cons) and formulating solutions that can solve the problem at hand. Finally individuals are required to accept personal differences, to acknowledge the feelings of their workmates and to put themselves in the same state as their workmates under the ‘try to understand others’ concept.

As a conflict resolution consultant, I will have to use the concepts presented in the bookmarks to teach the employees conflict management skills. The main objective of the workshop is to create an understanding of each other in order to avoid conflicts in the work place. The objective includes listening to each other’s ideas, eliminating criticism and accepting individual differences. In order to foster these skills, the above mentioned bookmarks will be used in a group within the work environment.

The trainees will have to work in groups that will help them understand each other’s weaknesses. The groups will also help them appreciate the different abilities and individual differences that exist in a work environment. Assignments will be handed out on a weekly basis which requires employees to work in groups and present their findings on the last day of the week. The exercise will run for three weeks. Every week poses a new challenge for employees to tackle. They will be required to research together and come up with a final draft or model of their findings. The findings have to be presented at the end of the week and every member of the group must participate in the presentation. By the end of the three weeks, the employees could have learnt to tolerate each other which reduces criticism that is a source of conflict among them. They would also have learnt to accept the different personalities and abilities that exist in any workplace. They would have understood each other well, which goes along way into improving the way they communicate to each other and will eventually have a positive impact on the productivity levels of the organization.

In order for the employees to fulfill the objectives of the exercise and to learn the intended conflict resolution skills, as the training manager I will have to put them through a number of self driven conflict resolution practices. They will practice on their own the skills imparted through the training exercise. For example, I will have them work on more challenging exercises without my supervision. In order to complete the self driven assignments and to find out whether they met the objectives of the workshop, they will have to work with other people they have not met before within the same work environment. At this stage, as the training manager, I will only observe to see if the employees understood the concepts of the workshop and if they would be able to follow and apply them without any supervision. If they manage to work harmoniously with the new colleagues and manage to accomplish the set tasks within the given time without any misunderstandings or delays related to conflicts, then it will be concluded that the workshop was a success. If they have conflicts and are unable to resolve them and as a result lead to delays in completing the set task, then it will be concluded that the workshop was not a success. They must be able to avoid conflicts, or to resolve any conflict that arises in their midst and still be able to work harmoniously to deliver as required by their employer.

Make Talk Work. Try Brainstorming.

Make Talk Work. Try To Understand Others.

Make Talk Work. To Keep an Open Mind

Masters, M. F., & Albright, R. R. (2002). The complete guide to conflict resolution in the workplace. New York: AMACOM.

“Emotional Intelligence and Conflict Resolution: Implications for Human Resource Development .” Advances in Developing Human Resources . N.p., n.d. Web. 7 Mar. 2013. <http://adh.sagepub.com/content/4/1/62.

“Conflict Resolution in the Culturally Diverse Workplace: Some Data from Hong Kong Employees – Chan – 2003 – Applied Psychology – Wiley Online Library.” Wiley Online Library . N.p., n.d. Web. 7 Mar. 2013. <http://onlinelibrary.wiley.com/doi/10.1111/1464-0597.00143/full>.

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The Politics of Drugs pp 289–328 Cite as

Conclusion: Conflict Resolution?

Susanne MacGregor 2
First Online: 23 July 2017

718 Accesses

This chapter draws together the arguments of previous chapters, showing how ideas, interests and institutions interconnect and the ways in which evidence and reasoning can contribute. It looks at the current international situation regarding the debate on drugs policy. It considers key issues for British discussion on drugs today, such as drug-related deaths and NPS. The chapter discusses the potential for progressive reform in Britain and reviews proposals to place public health and wellbeing at centre. This chapter concludes that to make progress we will need to improve the way issues are debated and, in devising policies, we will need to recognise the links between drugs, culture and other social needs.

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MacGregor, S. (2017). Conclusion: Conflict Resolution?. In: The Politics of Drugs. Palgrave Macmillan, London. https://doi.org/10.1057/978-1-137-49682-9_9

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Days After U.N. Cease-Fire Resolution, Has Anything Changed in Gaza?

The United Nations Security Council passed a resolution on Monday that demands an immediate cease-fire in the Gaza Strip. Here’s a closer look at where the situation stands.

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People sit on the ground in the midst of rubble and destroyed buildings.

By Matthew Mpoke Bigg

March 29, 2024

Although the United Nations Security Council passed a resolution on Monday that demands an immediate cease-fire in the Gaza Strip, it remains to be seen whether it will have a concrete effect on the war or prove merely to be a political statement.

The measure, Resolution 2728, followed three previous attempts that the United States had blocked. It passed by 14 votes, after the United States abstained from voting and did not employ its veto.

The resolution also calls for the unconditional release of all hostages and the end to barriers to humanitarian aid.

Israel’s government condemned the vote, and early indications are that the U.N.’s action has changed little on the ground or spurred diplomatic progress.

Days after the vote, here’s a look at what has changed and what might happen next:

Has the resolution affected fighting?

Senior Israeli officials said that they would ignore the call for a cease-fire, arguing that it was imperative to pursue the war until it has dismantled the military wing of Hamas, the militant group that led the Oct. 7 attack on Israel.

Since Monday, there has been no apparent shift in the military campaign . Israel’s air force continues to pound Gaza with strikes, and Hamas is still launching attacks.

Israel’s military is pressing on with a raid at Al-Shifa Hospital in northern Gaza, the territory’s biggest medical facility, as well as its offensive in Khan Younis, the largest city in the south, where fighting has been fierce.

If Israel doesn’t heed the resolution, what can the U.N. do?

The Security Council has few means to enforce its resolutions. The Council can take punitive measures, imposing sanctions against violators. In the past, such measures have included travel bans, economic restrictions and arms embargoes.

In this case, however, legal experts said that any additional measure would require a new resolution and that passing it would require consent from the council’s five veto-holding members, including the United States, Israel’s staunchest ally.

There may be legal challenges as well. While the United Nations says that Security Council resolutions are considered to be international law, legal experts debate whether all resolutions are binding on member states, or only those adopted under chapter VII of the U.N. charter , which deals with threats to peace. The resolution passed on Monday did not explicitly mention Chapter VII.

U.N. officials said it was still binding on Israel, but some countries disagreed. South Korea said on Monday that the resolution was not “ explicitly coercive under Chapter VII,” but that it reflected a consensus of the international community.

Crucially, the U.S. ambassador to the United Nations, Linda Thomas-Greenfield, maintained that the resolution was nonbinding . The United States, which holds significant power on the Security Council because of its permanent seat, likely views the passage of the resolution as more a valuable political instrument than a binding order, experts said.

The U.S. abstention sends a powerful signal of its policy priorities even if, in the short term, the Security Council is unlikely to take further steps, according to Ivo H. Daalder, a former American ambassador to NATO.

“Neither Israel or Hamas is going to be swayed by a U.N. resolution,” Mr. Daalder said.

What about aid?

Israel controls the flow of aid into Gaza, and after five months of war, Gazans are facing a severe hunger crisis bordering on famine, especially in the north, according to the United Nations and residents of the territory.

Aid groups have blamed Israel, which announced a siege of the territory after Oct. 7. They say officials have impeded aid deliveries through inspections and tight restrictions.

Israel argues that it works to prevent aid reaching Hamas and says that its officials can process more aid than aid groups can distribute within the territory. Growing lawlessness in Gaza has also made the distribution of aid difficult, with some convoys ending in deadly violence.

Little has changed this week. The number of aid trucks entering Gaza on Tuesday from the two border crossings open for aid roughly matched the average daily number crossing this month, according to U.N. data. That figure, about 150 trucks per day, is nearly 70 percent less than the number before Oct. 7.

How has the resolution affected diplomacy?

Israel and Hamas appear to still be far apart on negotiations aimed at brokering a halt in fighting and an exchange of hostages for Palestinian prisoners.

Mediators have been in Qatar to try to narrow the gaps. But late Monday, Hamas rejected Israel’s most recent counterproposal and its political leader, on a visit to Tehran this week, said the resolution showed that Israel was isolated diplomatically.

Prime Minister Benjamin Netanyahu of Israel has argued that the resolution set back negotiations, emboldening Hamas to hold out for better terms.

The biggest sticking point in the cease-fire talks had recently been the number of Palestinian prisoners to be released, in particular those serving extended sentences for violence against Israelis, U.S. and Israeli officials have said.

Matthew Mpoke Bigg is a correspondent covering international news. He previously worked as a reporter, editor and bureau chief for Reuters and did postings in Nairobi, Abidjan, Atlanta, Jakarta and Accra. More about Matthew Mpoke Bigg

Our Coverage of the Israel-Hamas War

News and Analysis

The deaths of seven World Central Kitchen workers pushed the number of aid employees killed during the war in Gaza to at least 196, according to the U.N. secretary general, António Guterres, who called the death toll “unconscionable.”

President Biden said he was “outraged and heartbroken” about the killing of the World Central Kitchen aid workers. But will the strike lead him to put conditions on the weapons he sends to Israel ?

Democrats in Congress are weighing whether to use their leverage over weapons sales to register objections to the civilian death toll in Gaza and prod Biden on Israel.

Internal Roil at TikTok: TikTok has been dogged for months by accusations that its app has shown a disproportionate amount of pro-Palestinian and antisemitic content to users. Some of the same tensions have also played out inside the company.

Palestinian Detainees: Israel has imprisoned more than 9,000 Palestinians suspected of militant activity . Rights groups say that some have been abused or held without charges.

A Hostage’s Account: Amit Soussana, an Israeli lawyer, is the first former hostage to speak publicly about being sexually assaulted during captivity in Gaza.

A Power Vacuum: Since the start of the war, Prime Minister Benjamin Netanyahu of Israel has done little to address the power vacuum that would appear after Israeli forces leave Gaza. The risks of inaction are already apparent in Gaza City .

622 Conflict Essay Topics & Examples

Interested in exploring diversity conflicts in a workplace, communication issues, or fear of leadership? Check these conflict topics collected by our team !

🏆 Best Conflict Topics for Students & Essay Examples

👍 good conflict essay topics, 📑 simple & easy conflict essay titles, 📌 writing prompts about conflict, 🔎 unique conflict topics to write about, 💡 interesting topics to write about conflict.

❓ Essay Questions About Conflict
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Experience of Interpersonal Conflicts I believe that my case is closely related to the course materials and scholarly articles because the newly obtained knowledge might be beneficial for determining the appropriate model of communication with my parents and coping […]
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Global Conflict Likelihood The world is changing rapidly and the changes are likely to lead to a global conflict in the future. The awareness will rekindle the animosities that existed between the civilizations in the past and each […]
Conflicts and Disagreements Between Co-Workers Encouraging employees to work as a team reduces the chances of conflicts. One should approach conflicts like any other challenge expected in the job environment to promote peaceful relations among the employees.
A Brief History of the Conflict Between India and Pakistan This essay gives a brief history of the conflict between India and Pakistan, with special coverage on the genesis of the conflict, historical wars and efforts, which have been witnessed in finding a lasting solution […]
Sikh-Muslim Conflict and Guru Nanak’s Philosophy Many Sikhs and Muslim are oblivious of the fact that Guru Nanak sole aim was to promote friendly relationships between the Hindu and the Muslim people. The violent nature of Sikh-Muslim relationship is a manifestation […]
Conflicts in the UAE’s Governmental Organizations Being devoted to the principles of conflict management and DSD, the paper adds to the existing knowledge on the topic by analyzing the situation at the chosen organization and reflecting on improvement opportunities.
Etisalat Company’s Conflict Management Practices Conflict management serves as a vital component of modern management to achieve the prosperity and success of a company. This dimension is most applicable for the selection and application of a relevant organizational conflict management […]
Conflict Resolution Within an Organization There has been renewed interest on conflict in the organization context in the past decade which can be evidenced by establishment of the International Association for Conflict Management which facilitates in the research and development, […]
Amazon Labor Union: Conflict Description Before the formation of the union, Amazon was not as open to negotiations as the workers, which is why the union was formed.
Internal Conflict in the “King of the Bingo Game” For the protagonist to win the jackpot, he has to press a key linked to a spinning wheel. As the protagonist is standing on the stage, forcing the wheel to continue spinning, he discovers that […]
Conflict and Its Resolution Within the U.S. Military and Department of Defense Hence, the aim of the paper is to regard the key types of conflicts that appear within the organization, define how does the government manages these conflicts, and what can be made for resolving these […]
Why Are There So Many Conflicts in the Middle East? History about the conflict in the Middle East reveals that the close of the 1800s showed increasing concerns regarding how the Jews would prevail over the maltreatment and anti-Semitism in Europe. The political and social […]
Conflict: Theories and Examples The needs and problems of individuals in a society have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
Conflict at Hotel Fortina The aim of this paper is to discuss the conflicts that are likely to arise within and between the departments of Hotel Fortina.
Rondell Data Corporation Growth and Conflict The company has a blame driven culture and this is because of the organization structure that it relies on to execute its business.
Conflict Management in “The Avengers” Movie This character trait is often sought after by managers in their employees since this often indicates that this individual is more willing to work with others and will do as they are told for the […]
Intergroup Conflicts in Organisations In using a political approach, the management has to understand the different kinds of power, the sources of power and the impact they have on the employees.
Impact of Online Social Media in Conflict Situations A study commissioned by The George Washington University indicates that determining the actual effects of the new media in conflict situations is cumbersome due to methodological challenges and the newness of the subject. The use […]
Internal Managerial Conflicts: Jones and Shephard Accountants, Inc. The success of projects will to a large extent rely on the interests, support, and commitment of the senior management. A deep analysis of the organizational structure of Jones and Shephard Accountants, Inc.is prone to […]
NIKE – Channel Conflict The success of the proposed solutions can be evaluated through analyzing the behavioral performance of the channels and distinguishing forewarning signs of unacceptable performance within the channels.
Constructive Conflict Management in Tesco Tesco’s internal conflict with its employees has so far been dealt inappropriately resulting in the escalation of tension and the company’s perception by both employees and consumers has suffered.
Conflict Resolution Among Children It is essential to ensure that the children understand the meaning of conflict. It is essential to discuss the techniques involved in the fair settlement of disagreements.
Conflict Perspective of the Immigrants Most of the immigrants are required to learn new languages or culture and these requirements are too tasking for some of the immigrants and they prefer to stay in foreign lands only for a particular […]
Change Management and Conflict Resolution in Communities The different levels of perceptions on emerging issues among the members of the community are the source of conflicts. The management of such conflicts augments the quality of the choices in the project’s operation processes.
The Political and Social Conflicts Between the French and the English The differences in the value that the English and the French attached to land and industry also contributed partly to the conflicts.
The Israel-Lebanon Conflict: Media Opinion In doing so, MEMRI opened a Pandora’s box of anti-Semitism: on Hamas TV a drama portrayed Jews as blood drinkers, and also on Hamas TV the Friday sermon cites the Protocols of the Elders of […]
Competitiveness and Intercultural Conflict in Qatar With a clear knowledge concerning different cultures and the way they apply in partnerships, the paper also shows why Saran and other women of her caliber can be effective in Qatar and other parts of […]
The United States Preparing to Future Conflicts The degree of technological development in the United States encourages obvious and hidden adversaries to attack the country in the realm of cyberspace to disrupt the operations of financial institutions, government websites, or law enforcement […]
Life Conflict: “Anna Karenina” by Leo Tolstoy The problem of non-adherence to the conventional role of a married woman becomes a paradigm for the analysis of the problems that are created in interrelated patterns.
Three Major Sources of Interpersonal and Intergroup Conflict Here, structure is defined in the context of the level of leadership style, member goal compatibility, the degree of dependence enjoyed by team members, the degree of specialization, and the size of a group.
Functionalist, Conflict, and Interpretive Theories The overview of the mass society theory connotes the influence of industrialization on independence, the deterioration of religious principles, and the significance of propaganda.
Cross-Culture Conflicts in the Corning-Vitro Venture Inc demonstrated that, the need to access foreign markets was one of the factors that prompted it to look for joint ventures with foreign companies.
Interpersonal Conflict: Definition and Analysis Therefore, the notion of a conflict encompasses a rather broad range of issues in personal interactions, from a misunderstanding to the feeling of mutual resentment. Typically, conflicts occur as a result of a mismatch in […]
Person vs. Society Conflict in Atwood’s “The Handmaid’s Tale” This is the best description of the person vs.society conflict; it allows the reader to understand, analyze the handmaid’s feelings and emotions, and come to a logical definition of the subject of this confrontation.
Culture Lag and Conflict Theory of Change One of the prominent examples of cultural lag is a refusal of older generations to accept freedom of self-expression in social media.
Workplace Conflicts and Resolution in Nursing The solution to emerging problems leads to the fact that conflicts between the nurse and the patient arise more and more often.
Conflict Theory: The Basic Principles However, when some individuals possess deep knowledge of the appropriate methods of behavior, they might have a competitive advantage during the mental collision owing to the notion that they know how this theory is implemented.
Cultural Property and Its Protection in Armed Conflicts The response of the international community to the mass destruction of cultural property in the Middle East was immediate, and many governments referred to the goals and principles of the 1954 Hague Convention as well […]
Conflicts Between Ethics and the Law in Healthcare The other emotive situation in as far as the aspect of conflict between the law and ethics is concerned is public sector strike by the nurses.
The Conflict Within “Incident” by Countee Cullen Incident is one of the most famous poems by the prominent African-American poet and author Countee Cullen who is a leading figure in the Harlem Renaissance. The conflict described in the poem is one of […]
Inter-Jurisdictional Conflict Management The term could also mean the extent of power or items that such power controls or protects.”Inter” means between or among, therefore, inter-jurisdictional conflict signifies a conflict among two or more powers over something that […]
Interracial Conflicts: Issue Histrory Through such programs, interracial group conflicts are dealt with as the groups involved are in a better position to look at things from the other group’s point of view and hence enable them to understand […]
Overt vs. Covert Conflict The position of the professor is understandable, and there is a logic in his words. Therefore, the position of Professor Nicholson regarding the danger of covert conflicts is justified and relevant.
Ethnic Conflicts According to Humanistic Theory The proponents of the humanistic theory hold that cultural diversity is not a justification for conflict but a chance to learn how to appreciate other people’s culture so that if all different cultural experiences are […]
Religious Conflicts in Rational Choice Theory In the same breadth of analysis, this theory would be used to explain how religion gives people a higher sense of purpose for their existence in a way that would make them sacrifice their existence […]
Engineering Ethics and Conflict of Interests The engineer is responsible for achieving the goals of the organization he works for, as well as, answering the concerns of the public safety.
Law Obedience and Moral Obligation Conflict This means that the duty to obey the law applies to all the individuals that exist within the jurisdiction of the law.
Racial and Ethnic Conflicts in “The Help” Film The theories developed by the researchers help individuals to better understand the complex nature of the environment they live in. The phenomena will be analyzed in the context of the movie “The Help”.
Social Conflicts in “Animal Farm” by George Orwell This is the only way for the animals to establish equality and create a flourishing, happy and wealthy society.”Animal Farm” by Orwell is a description of the metamorphoses that happen within a freedom movement turning […]
Moving Beyond Simple Conflict of Interest The case deals with out of the way payments made to physicians in order to get more referrals from them. Answer: The differences between criminal law and civil law pertain to the nature of crime, […]
Interpersonal Conflict in the Workplace Furthermore, while it is possible that everyone in the workplace is vulnerable to conflict, the responsibility of dealing with conflict should not be left to the top management and the human resources.
Conflict Resolution: Causes, Factors, and Strategies In this case a proper knowledge of the protocols to follow is essential to reduce the amount of conflict and increase the performance of the worker.
Social Theories in Conflict and Examples of Application The needs and problems of the people involved in conflicts have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
Relational Conflict in Business Solutions to a conflict refer to the various mechanisms that may be used to improve the state of a disagreement between parties to a conflict.
Why Did Conflicts in Yugoslavia Lead to War in the 1990s? The term coined to refer to the war is Yugoslav war which refers to a sequence of campaigns carried out by military between the years 1991 and 1995 in the Socialist Federal Republic of Yugoslavia.
Rise of Islam and Social Conflict in Mecca Believers in Islam or the Muslims adhere to the recordings of the Quran with special emphasis on the life of Prophet Mohammad and his teachings.
Effects of Conflicts in a Country Further, it is of importance to note that whenever there is a war or a conflict within a country; so many sufferings are experienced especially by the women, children, and the elderly.
Wal-Mart’s 2005 Channel Conflict and Resolution Overall, it is evident that Wal-Mart can leverage channel power because it keeps track of latest trends in the industry and has access to many resources.
Tourism and Environmental Conflict The Routledge Handbook of Tourism and the Environment by Holden and Fennel is a popular source that addresses the issue of tourism and the environment.
Conflict Management as a Study Subject Reflection In the following journal entries, I will summarize my thoughts and ideas after exploring the module’s activities and lectures and discuss some theories and practices in relation to my past and future experiences.
Theory Definition, Building, and Conflict With Practice The theory forms the interface of systematic investigation, including analysis of data and interpretation, and the cognitive ability of researchers. The problem with most theories is that many researchers find it a problem to make […]
Conflict Management in Japanese Culture Japan and its culture truly represent the cultural compromise that determines the development of the entire Japanese spiritual tradition.
Conflict Resolution Style: Thomas-Kilmann Assessment On the example of one of the recent conflicts that occurred in the workplace, it is possible to describe the importance of leadership measures with regard to the problem discussed.
Functional Conflict, Its Sources and Resolution Styles The decision to shut down the cafeteria and do away with the bonus plan does not consider the interests of the employees who work hard to ensure the success of Beauchamp.
Conflict Communication in Family Relationships People in conflict have to be ready to analyze their situations and problems to achieve the goals and come to a certain conclusion.
Walt Disney Company’ Conflict This situation also strained the relationship between the CEO and the company’s stakeholders. This dispute between the CEO and the two members of the board also affected the company’s performance.
Southwest Airline Company: Unresolved Conflict The purpose of this report is to explore unresolved conflict at Southwest Airlines Company and provide an alternative creative solution to resolve the conflict.
Conflicts at Work Places and Conflict Resolution The definition according to an organizational context is that conflict is a leakage or a disruption in the standard channels of making decisions in the organization which hinders the choice of alternative options by either […]
Thanatos, Eros and Oedipal Conflict in the Story “Rapunzel” by Grimm Brothers This indicates that the life of the two is a mixture of both the feelings of eros and Thanatos at the same time.
Yugoslav Wars: Ethnic Conflicts and the Collapse of Power However, the collapse of the Soviet Union meant the end of this era and the start of the post-Cold War period, with its unique peculiarities of the international discourse.
Global Conflict and Poverty Crisis The contemporary issue of global conflict and poverty crisis requires the attention of international communities and governments. The study of international conflicts and poverty crisis is important for individuals, communities, and nations across the world.
Conflicts and Their Effects on Group Performance On the other hand, task conflict is moderated by open discussions which tend to restore trust and respect of the group members.
International Conflict Analysis and the Main Actors In the study of international conflict, there is no one single method that can be termed as the dominant or most preferred in the analysis of the various processes, reasons and genesis of the conflicts.
Work-Study Conflict in University Life This research objectives include: to observe the extent to which students of property and construction are devastated from burnout; to establish a model of the work-study connection, describing the relationship between time commitment to paid […]
Social Conflict Theory The structure for setting a theory which views society as a ring of inequality which bears conflict and change is known as a social conflict approach. There is unequal distribution of power and rights among […]
Pelasgus’ Conflict in The Suppliants by Aeschylus Since he has not had the time to asses the strength and weaknesses of the pursuing band, the likelihood that his Kingdom could be overrun in the pretext of re-capturing the girls is eminent.
Durkheim’s Functionalism and Marx’s Conflict Theory According to Durkheim, there is vital interconnectivity of all the elements of any society that share common ideas and principles, and the sum of these elements is not as great as the society itself.
“King of the Bingo Game”: Internal Conflict The first paragraphs introduce the conflict between the Northern and Southern parts of the country, between black and white people, between the rich and the poor.
Psychology of Conflict Communication One of the most pressing issues today is the search for conflict resolution mechanisms in the organizational environment of the conflict, since the conflict has a critical impact on the organizational behavior of any organization […]
Applying Constructive Conflict Management to a Conflict The prelude phase describes the situation that made the conflict possible, taking into account its participants, their relationship, and the environment where the conflict takes place.
Culture War in Australia: Conflict Between the Conservatives and Liberals This paper will attempt to investigate the origin of culture wars and Australia’s involvement since early 1990, its relation with the struggle between Keating and Howard, the Media’s role in promoting a focus on culture, […]
Israel and Palestine: Conflict Resolution This essay will discuss the perceptions that both the Arab and the Israel people have towards conflict, how they have tried to solve it, the barriers that they have encountered and what can be done […]
Male-Female Conflict in Education System Many people claim that girls outperform boys due to the feminization of the system where such masculine attributes as competition and assertiveness are the subject of debates.
Ethnic Conflicts in “A Different Mirror” by Takaki In his book A Different Mirror, Ronald Takaki examines the narratives of the British settlers and their attitude toward Native Americans and Africans.
Singapore Airlines Conflict Management and Negotiation The study will entail analysis of the policies used by Singapore Airlines to manage conflicts among employees, the ethical dilemma facing the HR staff, and the alternative solutions.
Conflict at Walt Disney Company: A Distant Memory? The conflict between Michael Eisner and the Weinstein brothers, the two board members, and Steve Jobs was related to a dysfunctional form of conflict.
Concept of Marital Conflict This is one of the pitfalls that should be avoided. This is one of the aspects that can be singled out.
Conflict of the Sexes in Play “Medea” by Euripides The man cannot understand that things mean nothing to a woman if her family is being destroyed. Thus, Jason’s biggest mistake is that he thinks Medea simply wants to remain his only wife.
Cultural Conflict Between Christian Western Countries and Islamic Countries of the East In the eyes of the democratic western world, the violence is directly attributed to the oppressive political systems of the East.
Culture Clash as a Great Conflict The way of life of people is a measure of their level of civilization. That is the reason as to why there is a big disparity on the issue of abortion.
Western Media Portrayal of the Arab‐Israeli Conflict The outcome is the representation of Israel as the offending party in the Arab- Israeli conflict. The Israeli defense forces in collaboration with the government support one of the pros-Israeli groups that are committed to […]
Conflict in South Sudan and Its Influence Being one of the leading countries tends to guarantee the involvement of the United States in the majority of modern political affairs, to support its image and secure the preservation of its leading position.
Conflict in Teams: Leveraging Differences The factors which impact the productivity of the company are related to the employees’ interactions and their ability to coexist, resolve various contradictions, and take numerous decisions.
Social Worker Profession and Conflict Theory I find social work fascinating because it requires me to be stress-tolerant and motivated to help those in need, and my work data is based on reading a journal of articles written by experts in […]
Perceptions of Parties in Conflict Individual perceptions can only be addressed during conflict management by listening to the concerns and issues raised by conflicting parties. Individual perceptions can be addressed during the conflict management process by actively listening to involved […]
Causes and Conflict of the Peloponnesian Wars While each of the four issues deserves attention, the desire of Athens to control all the other states of Greece seems to have served as the major impetus for the Peloponnesian Wars outbreak.
Event Management and Evaluation With Conflict Theory As such, the event and the performance of the staff and the managerial team worked in accordance to appropriately provide for them.
Religious Impact on Cultural Conflicts Numerous conflicts in the modern world include a religious component. The conflict between the colonists and the natives resulted as a result.
Thrive Skilled Pediatric Care: The Nurse Manager’s Conflict The example of the conflict situation was related to the relationships between the clinician and nurse. It was vital for the manager to be ready to persuade both sides to show respect and readiness to […]
Colonialism in the Case of Conflict Between Wet’Suwet’en and Coastal GasLink The example of the conflict between Wet’suwet’en and Coastal GasLink is indicative of the ongoing colonization of indigenous settlements in Canada.
Managing a Sexual Harassment Conflict at Sony In Sony, as in any other company, conflicts also occur, and managers strive to establish a common language between all sides involved, though the result of the conflict may be disappointing for one of the […]
Conflict of Interest vs. Code of Ethics A code of ethics differs from a conflict of interest because it is a set of guidelines established to regulate professional conduct. The commission acts as the representative of public interests in overseeing and implementing […]
Workplace Conflicts of Interest The alignment of interest increases the chance of accurate perception, and conflict of interest raises the probability of erroneous perception. Evidently, the interest of a buyer, in this case, is to purchase the goods that […]
Culture and Individualism: The Conflict Analysis The described stance is supported by a range of philosophical and cultural perspectives, including the notions of multiculturalism, cultural relativism, and the theory of rational choice, to name just a few. Therefore, active cross-cultural communication […]
Conflicts in the Workplace: The Role of Leaders Leaders should know how they handle conflicts, foster a collaborative workplace culture, and take conflict resolution courses. Training leaders is essential for corporate culture by boosting staff motivation, raising participation and output, lower employee burnout, […]
The Kashmir Conflict Between India and Pakistan Both countries need to prioritize the people of Kashmir; otherwise, their moral dignity will plummet, and they will indulge in immoral actions violence.
Workplace Conflict Gap Analysis The issue caught the attention of the management and an investigation was launched into the matter by conducting interviews among all the members of the team.
The Balfour Declaration of 1917: Beginning of the Israel-Palestine Conflict Despite the passing of the century, the main ideas of the Balfour Declaration of 1917 still govern the US foreign policy in the Middle East. The first signs of the possible conflict were in the […]
Leadership: Conflict and Conflict Management Overall, the concept of leadership and additional terms that are embedded into it are quite flexible because they can be aligned with specific individual characteristics and objectives that a person is pursuing.
The Gender Conflict Theory and Martineau’s Approach to Social Analysis To understand the prevalence of modern biases in the relations between men and women, two theories are essential to explore the gender conflict theory and Martineau’s approach to social analysis. The latter explores the unjust […]
Interpersonal Conflict Among AGC Corp.’s Employees In the case study team, the Canadian, Mexican, and Chinese cultures might have posed difficulties in communication and sharing beliefs and practices. The priority is to communicate with the team to address the issue.
Uses of Stand4 App in the Peace and Conflict Resolution Field If someone from anywhere in the world shares a message on peace and conflict resolution in the app, that message will spread to as many users as possible.
Sociology and Theory of Conflict On the other hand, my friend who got bitten by a dog in the past may now only think of these animals with fear and resentment. The best example of functional perspective is religion and […]
Counseling for Family Conflicts Resolution Family conflicts are considered in the project, and it is expected that the intervention will lead to a decreased incidence of the given phenomenon.
Gender-Based Conflicts in Relationships Indeed, gender-based conflicts occur often, and it causes individuals to discuss relationships between males and females. The article is dedicated to conflicts between women’s and men’s interests.
Colonial Style and Post-Colonial Ethnic Conflict in Africa Colonization of Africa is a historically formed process, the purpose of which was the development, conquest, and use by the colonizers of the entire territory of the continent.
The Human Body as a Site of Active Conflict The paramount, major conclusion is that the hypothesis that the simulation of pre-industrial conditions associated with nutrition, fasting, and physical activity can stimulate insulin sensitivity and improve metabolism is true.
Pediatric Operating Room: Conflict Management Strategies
Post-Conflict State Building in Sierra Leone
IT Systems Theories: Conflict Resolution in the Workplace
Arab-Israeli Conflict’s Cultural and Political Context
Researching of Conflict Styles
Addressing Interprofessional Team Conflict
Interpersonal Conflict: Causes, Outcomes, and Resolutions
Conspicuous Consumption: Conflict Theory
The Role of Workplace Mediation in Conflicts
Intergroup Conflict at Primerica Company
State-Building, Expansion and Conflict
How to Handle a Conflict in the Workplace
The Ongoing Ukrainian Conflict: Historical Context and International Response
Discussion: Managing Conflict of Interest
Conflict and Reconciliation in South Sudan
The US, Russia, and China Cybersecurity Conflict
Women and Girls in Armed Conflicts
The Conflicts in Organizations: Experiences in the Kindergartens
The Specific Expectation: Adopting a Problem-Solving Approach to Conflict
The Sarah Celeb vs. Star Weekly Conflict Statement
Medical Care Crisis From Conflict Perspective
Russo-Japanese War and American-Japanese Conflicts in the Pacific
Conflict Resolution at Workplace
Five Conflict Management Styles
Analysts, Securities Firms, and Conflicts of Interest
Communication Skills for Conflict Resolution
Post-Conflict State-Building: Approaches and Strategies
Cultural Differences and Origins of Conflict
Conflict Management in the Healthcare Workplace
The Business Conflict: Red-Holdings Case
Impact of Conflicts in a Group
Conflict Resolution for the Helping Professions
Discussion of Conflict Capability
Impact of Conflict Resolution for Best Conversations
Transformative Mediation: Conflict Management
The Moral Conflict in Antigone: The Familial Values Against the Law
Resolution of Conflicts of Heirs to an Estate
Machiavelli’s Views on Free Will and Class Conflict
The Work Conflict and Its Influence on the Future Reactions to Conflicts
Contrast, Conflict and Tension in The Glass Menagerie by Tennessee Williams
Resolving Conflicts in the Healthcare Setting
Global Health Challenges and Cultural Clashes and Conflict Resolution
Analysis of Role of Conflict in Society
Conflicts in the Workplace: Solving and Decision-Making
Interpersonal Conflicts in the Workplace
Conflicts in Social Work Depicted in Movies
Communication Conflict and Climate in Relationships
Free Speech vs. Anti-Discrimination Practices Conflict
Win-Win Solutions in a Potential Conflict Scenario
Withdrawal as Conflict Solving Technique
Racial Conflict in Ferguson
Interpersonal Conflict: Management, Economics and Industrial Organization
Sociological Perspectives: Functional, Conflict, or Symbolic Interaction
Theories in Have a Nice Conflict by Scudder et al.
Criminal Justice Inequality in Conflict Theory
The Palestinian-Israeli Conflict
Age Diversity and Conflicts in the Workplace
Culture and Conflict Reflection Essay
Organizational Behavior: Employees Conflict
Social Conflict Theory Overview
COVID-19 Pandemic and Conflict Theory
Conflict and Social Change
Exploring Workplace Problems, Issues, or Conflicts: Managing Complex Healthcare Systems
Fundamental Analysis of Regional Conflicts on Dubai Financial Markets
World Wars and National Conflicts: What Were the Reasons?
How Climate Change Affects Conflict and Peace
Third Party Intervention in Conflict
Successful Negotiation in Conflict
The Nature of Power in Conflict
Communication and Moderating Conflict
Communication and Conflict Styles
Deviances Viewed by Labeling, Conflict, and Merton’s Strain Theories
Conflict of Interests at the Workplace
Cross-Functional Teams Conflicts
Charting a Course for Conflict Resolution – “It’s a Policy”
Manifestation of Strategic Cultures in Cyber Conflict
The Karabakh Conflict: True Causes and the Role of Mediation
Irregular Warfare: Asymmetric Conflicts in Recent Years
Conflict: The Cutting Edge of Change in a Medical Team
Conflict and Change in Medical Teams
Edwards Engineering Inc. and Kiel A.G. Conflict
Conflict as a Result of an Ineffective Leadership Style
Social Networks: Functional Analysis and Conflict Theory
Consulting Service-Client Problematic Cooperation: Communication & Conflict
Conflict Management in Human Services
Conflicts of Police Officers With the Members of the Minority Groups
Emotional Intelligence and Conflict-Handling Styles in Nurses
Ethical Conflict in Nursing
Negotiation Strategies: Investor-Government Conflicts
Conflict Management: Styles, Strategies, and Their Effect
Conflicts Between Nursing Ethics and Law
Principles of Conflict Resolution
Conflict Scripts and Styles Learnt in Childhood
Conflict Between Research and Ethics
Factortame Litigation: Conflict Over Fishing Waters Legislation
Aerial Experiment Association & Wright Brothers Conflict
Adverse Drug Reactions Reporting Conflict
Armed Conflict as a Public Health Problem
Effectiveness of European Regime Vs English Common Law System in Conflict of Law
European Regime Approach to Jurisdiction in Conflict of Laws
Conflict Management Efficiency in Team Leaders
Cultural Diversity and Conflict in the Health Care Workplace
Researching Conflict of Laws
Study-Work Conflict and the Risk of Burnout
The Conflict Between Banks and Financial Speculation
Communication and Conflict Management
Conflicts That Nurses Encounter in Their Practice
“Revisiting America: Readings in Race, Culture, and Conflict” by S. Wyle
Activities Coordinator and a Conflict of Interest Situation at Cooinda Nursing Home
The Parallel Between Crime and Conflicts in Africa, Asia and Latin America
Conflict and and Crisis in the Neovida Research Hospital
Theories and Styles of Conflict Resolution
Assessing the Role of Conflict in the Health Care Environment
Humor Application in Conflict Management: Facilitating and Regulating Communication
Methods of Conflict Resolution: Solving the Disagreements
Stages of History, Capitalism, Class Conflict, and Labor Theory in Adam Smith’s Writings
The Israel and Palestine Conflict: One Land Two Claimants
Peace and Conflict in Film Adaptation of Book “Hungry Games” by Collins
Major Conflict Between Britain & Their US Colonies
Environment and Land Conflict in Brazil
Syrian Conflict and Women Rights: Way to Equality or Another Discrimination
Conflict Resolution Plan Draft and Strengthening the Team
Internal Conflicts Within the Ottoman Empire During the Era of Decline
Mediation and Arbitration: Ways of Resolving Conflicts
Communication Techniques as a Way to Resolve Conflicts
The Impact of Improper Conflict Resolution
The Impact of Global and Regional Conflicts on Infrastructure in the US
Ethnicity and Religion as Sources of Conflict
Effective Business Meetings and Conflict Management
Opening Scene of a Play: Conflict, Intrigue, Suspense
International Journal of Conflict Management Critique
Using Conflict in Organizations Written by C.K.W De Dreu and E.V. De Vliert
Conflicts of Interest in Governmental Contracting
Gulf War Deterrence. The Most Viable Way of Dealing With Conflicts
Israeli-Palestinian Conflict: Key Issues at Stake
Teamwork Dynamics, Motivation, Conflict Resolution, and Leadership
The Conflict Between Two Key Employees
“The Final Failure” and “Crisis and Conflict”: Credibility of the Sources and Contents
Conflict Management Concepts Implementation and Outcomes
Intergroup Conflict and Its Management
Managing Conflict Situations in Nursing
Causes of Conflict and Its Resolution
PSDM Model Usage in Solving Family Conflicts
Orbit Limited: Conflict Resolution
Conflict Resolution: Definition of Problem, Criteria for Effective Solution, Root Causes
Collective Bargaining and Conflict
Conflict Management Approaches
Eros, Thanatos, and the Oedipal Conflict, Adam and Eve Themes or Patterns
Conflict in Breaking Smith’s Quarter Horse: The Story Full of Chaos, Unrest, and Deceit
Identity Based Conflict: Zamri and Gordon
Rwandan Conflict as a Deep-Rooted and Identity-Based Conflict
How Did the Movie “Life as We Know It” Demonstrate the Conflict in a Family Institution?
Human-Wildlife Conflict: Vehicle Collisions With Animals
Responding to Conflict Creatively
Negotiation and Conflict Resolution at the Workplace
Civil Peace as Absence of War or Physical Conflict
Options for Resolving an Environmental Conflict
The Conflict Between Fate and Free
“The Difference Between Conflict Prevention” by Robert Bakal
Personal Conflict of King Lear in Play by Shakespeare
Child Soldiers Use in an Armed Conflict Is Justified
Natural Resources and Conflicts in Asian Countries
Understanding Conflict Management
Conflict and Collaboration: Workforce Investment Act
Conflict Resolution Strategies and Relationships
Fathers’ Work, Conflicts and Children’s Self-Esteem
Conflict and Culture, Based on Articles’ Analysis
Conflict and Marriage Satisfaction
Conflict in ‘The Yellow Wallpaper’ by C. Perkins Gilman
The Profound Social Conflict and Social Forces in USA
Matters of Social Conflicts
Conflict Theory: Gender Differences in Cultural Capital and Educational Opportunities
The Right Side in the Palestinian-Israeli Conflict
Israeli-Palestine Conflict and US-China Relationship
Religious Conflict in the History: The Key Causes of Conflicts
Communication at Work: Discussion, Relational Development, Conflict
Conflict Management in Empyrean Company
Diversity and Conflicts in Education in Idaho
Conflict of Poor and Wealth From Two Perspectives
Strategies to Handle Conflict
Conflict Management and Negotiations
Culture and Conflict: Yanomami Conflict
Conflict Management: Teambuilding and Dynamics
The Northern Ireland Conflict or “The Troubles”
Conflict Between Medical Research and Ethics
A Conflict Theory: Term Definition
HRM Skills of Communication and Conflict Resolution
Conflict Resolution Tactics and Bullying
Science and Technology Conflict Between the United States and Japan in the Late 1980s
The Wars of Weak and Strong: Asymmetrical Conflict
Workplace Overview Conflict Between Two Engineers
Conflict Between Lobby Groups and UK Retailer
Human Communication and Conflict Management in Family
Conflict Theory: Racial Profiling
Indigenous Groups and Ethnic Conflicts as Social Problems
Psychology: Conflict Resolution and Leadership
Conflict Resolution and Cross-Cultural Negotiation
Internal Conflict in Business: Greenway Industries
Conflict Management Challenges in Trade Unions
Kenya and Brazil: Comparing Environmental Conflict
Humanitarian Aid as a Cause of Conflict in Syria
Mass Communications: History and Review of the Profit vs. Duty Conflict
Israelis and Palestinians Ethical Conflict
Personal Conflict Resolving Skills
Geography. Australia’s and New Zealand’s Conflicts
Conflicts in European History: Relations Between the Individual and the Government
Culture and Its Effects on Ethnic Conflict: Theoretical Comparisons
Israeli-Palestinian Conflict: Policy Recommendation
Enron vs. Andersen: Ethical Issues and Conflicts of Interests.
Conflicts of the 20th Century: Roles of Civilizations
Implications of Religious Conflicts in Present World
The Role of the USA in the Israeli-Palestinian Conflict
America and Darfur Conflict Analysis
Chechnya and Russia: A History of Conflict
Ethnic Conflict in Somalia Analysis
The Conflict Between Individualism and Community in Andersen’s “Hands”
The Israeli-Palestinian Conflict: Origins and Evolution
Final Take Home Exam: The Arab-Israeli Conflict
Orientalism and East and West Conflicts
The Nagorno-Karabakh Security Conflict and Outcome
Non-Violent Resolution to the Conflict Between America and Iraq
Conflict as an Aspect of Managing People
The Ku Klux Klan: Conflicts & Compromises
Trends in Global Terrorism. Conflict Resolution and Iraq
Sociology of Ethnic Conflict Analysis
Educational Administration: Conflict Management and Resolution
The Iranian Revolution: Conflicts Between Leaders
Covert Conflicts in Business Organizations
Do the Structures of Global Governance Deal With the Drivers of Conflict in Fragile States?
Mergers, Acquisitions, and Cultural Dilemmas
China and the World: International Conflict
Peace Conflict and Social Identity
Politics, the Israel-Palestine Conflict, and Oil: After the WWII
World Political Science Discussion: Conflict Analysis
Conflicts Between Japanese Americans and Chinese Americans During the 1920s-1940s Period
Military Conflicts at the Civil War
Cultural Interpretations of Conflict: Western Perspective vs. Eastern Concepts
Diversity and Conflict: Working Approaches
Conflict Management Styles Applied in Healthcare
Co-Development and Racial Conflict in “Kindred” by Butler
Conflict Management: Gender Pay Gap in Hollywood
Conflict, Negotiation, and Group Behavior
Neo-Nazism: Conflict and Power Theories
Theater Stage Manager’s Conflict Resolution
Conflicts and Disputes at Workplace, and Their Resolution
Parental Responsibilities and Related Conflicts
Conflict in a Multicultural Context
Organizational Behavior: Conflicts in the Workplace
Organizational Behavior and Workplace Conflicts
Hate Speech in “The Office”: Mitigating Conflicts
Workplace Conflicts and Their Sources
Managing Organizational Conflict: Rahim’s Meta Model
Conflict and Culture in the Organizational Behavior
Post-Soviet Eurasia’s Conflicts and Reconciliation
“Nash in Najaf”: Game Theory in Iraqi Conflict
Conflict & Crime Control vs. Consensus & Due Process Model
Zimmerman vs. Martin Conflict and Its Resolution
Conflict Management Styles: Zimmerman vs. Trayvon Martin
Approach to Negotiation and Conflict
Negotiation, Pricing and Conflict Resolution
Ethical Issues and Conflicts of Interest in the Company
The Class on Cross Cultural and Conflict
Containing Violence Conflict: Peacekeeping
The Scholarship Coordination Office: Conflict and Leadership
Teams and Conflict at Riordan Manufacturing
Cultural Differences and Conflicts
Interpersonal Communication: Relationship Climate and Conflict
Manufacturers and Retailers Conflicts
Class Conflict in Marxism and Other Theories
Leader’s Mood Impact on Conflict Resolution
Workplace Conflicts and Effective Communication
Schneider National Inc.’s Conflict Management
Conflict in the “Wanda’s Visit” Play by Durang
Journalistic Mechanisms for Covering Death in Violent Conflicts
Martyrdom Culture in Israeli-Palestinian Conflict
Group and Gender Conflicts and Their Resolution
The Rwandan Conflict and Social Network Approaches
Positive Conflict Management Strategies
Personal Communication and Conflict Styles
Custom Chip Inc.’s Management Issues and Conflicts
Conflict Analysis: Suitable Negotiation Process
Donaldson’s Type 1 Conflict and Its Resolution
Employee Empowerment and Conflict Resolution
Workplace Conflicts and Rational Choice Theory
Modern Workplace Issues: Stress, Conflict, Quality
Interpersonal Conflict Resolution at the Workplace
Intergenerational Conflict at the Workplace
Tucker Company’s Restructuring for Conflict Resolution
African Union Military Force in Darfur Conflict
Motivation and Conflict: Analysis and Design Methods
Co-Owners’ Conflict of Hiring New Employee
Concourse Equity Inc.’s Conflict Management
Managerial Conflict Resolution for Marketing Team
Cultural Conflicts in Fadiman’s “The Spirit Catches You and You Fall Down”
Forgiveness for Workplace Conflict Resolution
Oil in Fueling Violent Conflicts in Libya
Abu Dhabi Department of Culture and Tourism’s Conflict Management
Masdar City Project and Conflict Management
Abu Dhabi Sports Council’s Conflict Management
Justice and Conflict & Cooperation and Competition
Anxiety and Cultural Models in the Conflict
Conflict of Interest and Ethical Administration
Inner Conflicts in Twain’s “Adventures of Huckleberry Finn”
Conflicts of Interest in the Financial Services Sector
Personality Conflicts in Professional Relationships
Arab National Identity in Israeli-Palestinian Conflict
Hybrid Channel Conflict in the Business
Sources of Conflict Between Parents and Teenagers
Mergers and Acquisitions: Cultural Concerns
International Court Punishing Rape in Armed Conflict
The Israeli-Palestinian Conflict: Theory and Analysis
Team Communication: Conflict and Performance
Conflict Management in Nursing Decision-Making
Incentive Conflicts Caused by Communication Disruption
Geographic Factors of Civil Conflicts’ Duration
Teacher Shooting as an Organizational Conflict
Early Years Educators’ Work in Conflict Areas
Stress, Conflict and Misunderstandings in the Workplace
The 1994 Major League Baseball Strike and Conflict
Empire and Democracy Conflict by Thucydides
Sunni–Shia Religious Conflict in Iraq
Principal’s Conflict Defusing Technique
History of Yemen Conflict
Intragroup Conflict in a Nursing Environment
The Current Conflict Between Sunni and Shia
Qatar and GCC Countries Conflict
Human Resource Management: Conflict Case
Benchmarking and Creativity’s Conflict
Gender and Conflict in Prisons
Conflict in Hobbes’, Marx’s, Rousseau’s, Plato’s Works
The Arab-Israeli Conflict Analysis
Marbles Construction Company’s Conflict Management
Unnecessary Conflict in the Workplace: NDC Company
Man-Animal Conflict: “To Build a Fire” by Jack London
Employee Conflict Sources and Resolution Approach
Multicultural Conflict in the Engineering Setting
Interracial Conflict in “Dutchman” by LeRoi Jones
American Involvement in African and Eastern Conflicts
Empathy in Conflict Resolution
Interweaving Conflict in “Star Wars” Series’ Plot
Adolescent Development, Changes and Conflicts
Nile River Conflict Between Egypt, Ethiopia, Sudan
Newlywed Conflict on Expectations and Duties
Complementary Conflict Patterns in Families
Internal Conflicts in Congo and Yemen
Marxism vs. Feminism: Human Nature, Power, Conflict
Conflicts in the “Finding Forrester” Movie
Conflicts and Negotiations in the Real World
Middle Eastern Conflicts and Regional Factors
The Libyan Conflict and Required Leadership Skills
International Business Conflicts Resolution
Native Americans and Colonists’ Conflict
Project Regulation, Staffing, Conflict Resolution
Conflict Theory and Politics in Criminology
Conflict Criminology and Crime Causation Theories
Conflict Management: Importance and Implications
Regional Conflicts and Dubai Financial Markets
Media Contribution to Majority-Minority Conflict
Business Protocols and Personal Values Conflict
Teams and Conflict: Triggers and Solutions
Controlling Emotions in Conflict Situations
Organisational Conflict: Unitarist vs. Pluralist Views
General Hospital’s Conflict Resolution
SEC vs BlackRock: Conflict of Interest Case
Ancient Rome: Visigoths’ and Rome’s Conflict
Sudan Conflict: Historical Stages and Events
The Balfour Declaration: Israel Creation and Palestinian Conflict
Common Conflict Areas in Marital and Couple Relationships
The Spratly Islands and Maritime Conflict
The UAE’s Reaction to Yemeni Political Conflict
The Renewal of Imperial Conflict
Indians and Colonists Relations and Conflicts
Organizational Conflict: Pros, Cons, Prevention
Cultures in Conflict and Modernity
Group Conflicts in Business Organizations
Middle East’s Conflicts and History: What Went Wrong?
Conflict of The Beatles and the Religious Far Right
The South Sudanese Inter-Ethnic Conflicts
Third Parties in Conflict Resolution
Ethnic Group Conflict in the United States
ISIS and the Middle East Conflict
War and Conflict in North Africa and Southwest Asia
Israeli-Palestinian Conflict: Optimistic Prognosis
Conflict Resolution in Management Teams
Conflicts in Anglophone and Francophone Africa
Conflict in Syria: Jihadi and Western Views
Conflict Resolution Theory in Arab-Israeli Issue
Arab League and US in Israel-Palestine Conflict
Uppsala Conflict Data Program’s Report for 2012
Asia Pacific Regional Cooperation and Conflicts
Project Success and Interpersonal Conflicts
Maritime Conflict: Offshore Political Geography
Ethnicity Significance in the Post-World War Conflicts
Palestinian-Israeli Conflict in the Film Industry
The Israeli-Palestinian Conflict: History and Concept
Race Conflict in London: Mark Duggan Case
Battle of the Holy Land: The Israeli-Palestinian Conflict
The Conception of Conflict Between Iran and the US
The Police Agency’ Conflict Management
Class Conflict: Karl Marx and Mikhail Bakunin Ideas
Customer Service Conflict Management Strategies
“Divine Intervention” Film: The Palestinian-Israeli Conflict
Bahrain Conflict: Historical and Analytical Study
Conflict in Afghanistan: Pakistan Funds the Taliban Fighters
Ethnic Conflicts and Misrepresentation of Rwandan Hutus
Water Related Conflicts in Africa
Basic Conflict in Antigone by Sophocle
Negotiation and Conflict Resolution in Business
Hutus and Tutsis Ethnic Groups Conflict
Early Scholars’ Views on the Internet
Family Conflicts Assessment
When Ethics and Euthanasia Conflict?
Wasta Company Conflict Managment
Employee Motivation, Conflict and Personnel Management
Prejudice, Aggression and Social Conflict
Climate and Conflicts: Security Risks of Global Warming
Communication: Negotiations, Pricing, and Conflict Resolution
Conflict Theory as a Tool to Study Social Situations
Human Security in International Conflicts
Conflict Over Human Rights
Dealing With Political Conflicts: Strengths and Weaknesses
Ethno-Religious Nationalisms in Conflict in Bosnia
India Political Conflicts in the XVII Century
Organisational Conflict Resolution
War and Conflict in Africa and Asia
Conflict and Racial Hostility
Riordan Manufacturing: Diversity and Conflict Management
Effective Leadership: Coaching and Conflict
Role of Coaching in Conflict Management
The Main Characters’ Conflict in “Yellow” by Del Shores
Structural Functionalism and Social Conflict Theories
Management Issues: Conflict Mediation
Organizational Conflict, Its Characteristics and Principles
Public vs. Parochial Schools: The Principle Points of Conflict

❓ Essay Questions on Conflict

Are Science and Religion in Conflict?
Can the Functional and Conflict Theories Help Us Understand Change?
Does Ideology Cause Conflict or Is It Just an Exacerbating Factor?
Does Nationalism Inevitably Breed Rivalry and Conflict?
Does Nuclear Deterrence Work in Preventing Conflict?
How Does Class Conflict Affect Society and What Are Its Consequences?
How Does Lloyd Jones Present the Setting, and Use It to Develop Conflict?
How Does Lofgren Manage Conflict?
How Modern and Ancient Military Conflict Differs?
What Are the Five Main Causes for Conflict?
How the London Docklands Conflict With Its Current Development?
How Would Conflict Theory Explain Homelessness?
What Are Conflict and Functionalist Perspectives?
What Are Some Types and Sources of Channel Conflict?
What Are the Causes of Ethnic Conflict?
What Are the Factors That Caused the Northern Ireland Conflict?
What Causes Conflict in History?
What Are the Historic and Current Factors Contributing to the Palestinian Conflict?
What Causes Conflict Between Adolescents and Their Parents?
When Does Ethnic Diversity Turn Into Ethnic Conflict?
Why Have Nuclear Weapons Not Been Used in Conflict since 1945?
What Was the Greatest Conflict in History?
What Is Ideology Conflict?
Which Two Ideology Were Involved in a Conflict during the Cold War?
What Conflicts Is the US Currently Involved In?
What Is the Biggest Conflict Right Now?
What Are the Causes of Conflict in Europe?
What Are the Major Conflicts in Africa?
Chicago (A-D)
Chicago (N-B)

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COMMENTS

Conflict Resolution and Mediation in Schools
Conclusion. Implementing conflict resolution and mediation strategies in schools is crucial for creating a safe, inclusive, and conducive learning environment. By promoting positive relationships, enhancing academic performance, and reducing disciplinary issues, schools can equip students with vital skills for lifelong success. ... Available at ...
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This has led to the development of a plethora of mechanisms via which conflicts can be abated. This essay explores the conflict phenomenon with a specific focus on the analysis and application of the conflict resolution procedures that exist in the conflict ethos to real life. We will write a custom essay on your topic.
Conflict Resolution: Causes, Factors, and Strategies Essay
Workplace conflict typically arises when an individual or team perceive their goals or opinions are being thwarted by an interdependent counterpart (De Dreu, 2008). The principal causes of such conflicts are often scarce resources, such as responsibilities, time and budgets or status.
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10.8 Conclusion. Conflict can run the gamut from minor annoyances to physically violent situations. At the same time, conflict can increase creativity and innovation, or it can bring organizations to a grinding halt. There are many different types of conflict, including interpersonal, intrapersonal, and intergroup.
Conclusion: From Conflict Resolution to Reconciliation
Abstract. Reconciliation should be conceived as an overarching approach to conflict resolution that focuses on processes of rebuilding relationships, states Martin Leiner. Its goal is to create 'normal' and trusting, and if possible, 'good' and peaceful relationships. Leiner defends reconciliation as an alternative approach to conflict ...
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The most popular conflict resolution processes are: negotiation, mediation, conflict coaching, and arbitration (Rahim, 2002). Conflict resolution can also be accomplished by ruling by authorities. Integration of the different techniques sequentially or simultaneously has been shown to support optimal conflict resolution (Jones, 2016).
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Analyzing Conflicts. There is long-standing general agreement that the initial step in engaging in or studying a conflict is to analyze it (Schirch, 2013; U.S. Department of State, 2008; Wehr 1979).This includes identifying the parties in the conflict and the issues in contention, as the parties perceive them.
How to Resolve Conflict in the Workplace Essay
From the Thomas-Kilmann model for conflict management, the techniques involve avoiding, challenging, teamwork, negotiation, and accommodation. In the context of the Gramberg (2005), arbitration, reconciliation, and mediation can suffice as solutions to workplace conflicts.
Conflict Resolution Essay
Conflict Resolution Essay. Sort By: Page 1 of 50 - About 500 essays. Good Essays. Conflict Resolution Essay. 1288 Words; 6 Pages; 5 Works Cited ... Conflict resolution is when an impartial or neutral person puts a plan into action to resolve and settle issues within an organization or a team. In the business world today a great amount of focus ...
Conflict Resolution Essay Example
This conflict involves the hotel and the couple, Vince and Beth, where the resort is not able to deliver the services we promised. When trying to resolve this issue, being present and accepting the company's mistake is the first step. Secondly, listening carefully to the complaints raised and the discomfort caused will help create a good ...
Conflict Resolution, Essay Example
Conflict resolution in any work place is a challenge to employees and employers. There are many causes of conflicts that include poor communication which leads to misunderstandings and differing personalities. According to the Make Talk Work Bookmarks, there are a number of ways that conflicts can be managed and avoided in any work place.
PDF Chad Ballee Conflict Resolution Reflection EDUC 253 Reflective Essay
Conflict Resolution Reflection . EDUC 253 . Reflective Essay . How do you handle conflict? In this essay, I am going to describe different ways that I, myself, handle conflict. There are many different ways to handle conflict. ... conclusion that both students can agree to in order to resolve their conflict between each other.
Conflict Resolution Theories and Strategies
Conflict. According to oxford dictionary the word conflict is defined as. 1 A serious disagreement or argument. 2 A prolonged armed struggle. 3 An incompatibility between opinions, principles, etc. conflict can be described as a disagreement between the parties, it arises due to lack of consensus between the parties.
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Essay On Conflict Resolution. 715 Words3 Pages. Conclusion. Conflict in an organization can increase the overall effectiveness of the task at hand as having multiple perspectives often lead to conflict in an organization. They in any situation is inevitable and unavoidable but the consequences or the results of the conflicts can be determined.
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Thus in undertaking any intervention, it is good to observe the best way out of the conflict. This paper seeks to look into peace and conflict resolution taking critical analysis of the cases in Rwanda and Libya. It is to evaluate whether intervention by external organizations such as the UN was necessary citing the similarity and differences ...
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Regardless, this can hamper the process of conflict resolution. Conclusion on Conflict Essay Topics. Conflict is a part of life and it's something that you're almost guaranteed to experience in any type of relationship. Whether it be a romantic relationship, family relationship, or just relationships with your friends, conflicts will ...
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Prescription of methadone became controversial, particularly in Scotland and there attention was focused on improving engagement and support for older users as the key to reducing drug-related deaths. Since 1997, these deaths had increased from 50 to over 400 for people over the age of 35 years. 13.
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3. signals a need for change/evolution in a relationship. 4. can be a healthy and enriching experience, strengthening relationships rather than weakening them. 5. can be positive and productive, providing opportunities for learning and mutual understanding. Denial of the problem/conflict Evasion of the problem/conflict Joking about the problem ...
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Paper Type: 2500 Word Essay Examples. Analyze conflict Judith Vasquez Northcentral University OL7100-4 Conflict Resolution and Mediation December 6, 2018 Analyze conflict Workplace conflict is considered one of the greatest causes of stress and employee marginalization in the workplace.
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This essay will discuss the conflicts between management and employees in organizations. It will include the eight strategies by Kenneth Cloke and Joan Smith in their book, " Resolving Conflicts at work: Strategies for everyone on the job .". The process involves, "organizational change, managing change, change implementation ...
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March 29, 2024. Although the United Nations Security Council passed a resolution on Monday that demands an immediate cease-fire in the Gaza Strip, it remains to be seen whether i t w ill have a ...
622 Conflict Topics & Essay Samples
People in conflict have to be ready to analyze their situations and problems to achieve the goals and come to a certain conclusion. ... One of the most pressing issues today is the search for conflict resolution mechanisms in the organizational environment of the conflict, since the conflict has a critical impact on the organizational behavior ...