A disagreement between individuals or groups based on a clash of ideas, principles or beliefs. It could also arise as a result of incompatible goals or feelings between people. This can lead to a state of turmoil between people or groups.

There are numerous causes of conflict that can lead to problems for people and groups.

Incompatible goals 

Refers to goals within a group that cannot coexist, i.e. they are conflicting or contradictory. For example, in a friendship group, one member may have the goal of including more people in the group where as another member may have the goal of keeping the group as is and not allowing new people into the group. Obviously, both of these goals cannot coexist and therefore become incompatible.

Individual differences/personalities

Refers to differentiation in individual’s characters which is cause for conflict. Individuals may clash due to their personality traits and behaviours and they may not understand what the individual means or why they are acting the way they are.

Limited resources

Refers to the lack of resources or supplies a group or individual may have access to. If a group can’t access required resources, conflict may arise out of frustration or aggravation.

Ineffective communication

Refers to unproductive or damaging communication between individuals and groups. Practices such as avoiding eye contact, inappropriate body language and lack of encouragement can be causes of conflict.

Varying values

Refers to the different principles and standards individuals may have. As values are highly important to individuals, conflict may arise when values differ or vary, or alternatively when an individual’s values are challenged or questioned.

Conflict can be settled through a number of processes including:

➡️negotiation

➡️mediation

➡️agreement

➡️resolution

Each process depends on the nature of the conflict. 

Negotiation 

Refers to involved parties discussing the conflict and cooperating with one another to come to an agreement or settlement regarding the conflict. Negotiation is used to identify the most effective alternatives to conflict and to implement them.

Mediation 

Refers to reconciling the conflict associated with involved parties, usually through a third-party (known as the mediator). Mediation is used to help involved parties come to an agreement regarding the conflict. If the conflict is too severe for negotiation between the individuals, an impartial party is used to open up communication.

Agreement 

Refers to the settlement of conflict or the arrangement or deal the involved parties have agreed upon to manage or minimise conflict. Through negotiation or mediation, the agreements made should be implemented to effectively deal with or eradicate conflict.

Resolution

Refers to the outcome of the implemented agreements. If conflict has been managed or eradicated, then the conflict has been resolved. If conflict is still apparent, alternative agreements need to be made, implemented and assessed.

There are three outcomes of any conflict resolution process

➡️all involved parties benefit (win-win)

➡️some involved parties benefit (win-lose)

➡️no involved parties benefit (lose-lose)

Win-win (all involved parties benefit)

The most ideal outcome. It occurs when all involved parties are satisfied with the resolution of the conflict, i.e. everybody wins. Win-win comes about through crucial cooperation and compromise within a group.

Win-lose (some involved parties benefit)

Occurs when one or more involved parties are satisfied, while one or more involved parties are disgruntled and/or discontent. Win-lose is often an unavoidable outcome, especially when involved parties are unwilling to compromise or negotiate.

Lose-lose (no involved parties benefit)

Occurs when all involved parties are unhappy or dissatisfied with the outcome, i.e. nobody wins.

Conflict can be approached in various ways depending on an individual or group’s outlook, approaches include:

➡️assertive

➡️cooperative

➡️passive

➡️aggressive

➡️assertive

Conflict resolution refers to solving a problem or conflict using constructive strategies to achieve a win/win outcome. Cooperative conflict resolution refers to involved parties working together to achieve a desired outcome. This type of approach is a democratic way of resolving conflict.

➡️cooperative

Involved parties work together and cooperate in order to resolve conflict. Effective communication is used and each individual has equal influence in the resolution process. Inclusion of all group members is a big part of this approach as individuals work together as a team. Both sides of the conflict are equally dealt with.

➡️passive

Conflict resolution refers to addressing problems submissively. The outcome of this type of approach is commonly win-lose as there is a passive individual or group of individuals who exhibit avoidance and/or weaken under control.

➡️aggressive

Conflict resolution refers to a destructive approach to conflict, whereby involved individuals or parties use hostile or violent communication to overcome conflict. An aggressive approach commonly results in a lose/lose outcome.

1. Outline the causes of conflict in the scenario

2. Apply the conflict resolution process and approaches to resolve the conflict. 

3. Present your resolution to another peer's group. Assess your peer's proposed resolution using the outcomes listed above (win-win, win-lose, lose-lose)