Mediating Interpersonal and Small Group Conflict

Cheryl A. Picard

• Publisher: Dundurn Press
• Year: 2002
• ISBN:
  9781459725829
• Topic: Ciencias sociales
• Subtopic: Investigación y metodología de las ciencias sociales

This is a guide to the theory and practice of mediation. It sets out a systematic approach to the use of mediation and to assuming the role of mediator. This book will be one of value to individuals interested in becoming mediators, to parties in conflict considering recourse to mediation to resolve issues, to students studying mediation as a dispute resolution alternative, to professionals who use mediation techniques in their day-to-day work, and to practising mediators who wish to expand and update their skills.

2

The Practice

Chapter 3:

Conflict

Conflict is something that many people try to avoid or respond to with a “knee-jerk” reaction. Both of these responses result in negative emotions, ineffective solutions, and unresolved issues. Conflict theory is based on the premise that conflict can be constructive and healthy. It can improve group cohesiveness, stimulate innovations, and encourage the search for better solutions.

Understanding Conflict

Conflict is a fact of life. We see examples of it every day ranging from minor disagreements between individuals to political disagreements that have escalated into wars. Conflict can also be a mental struggle within ourselves generated from personal needs, desires, temptations, or from our needs and values coming into opposition with those of others.

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Conflict, if constructively managed, can contribute to the well-being of individuals and groups.

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If conflict is handled badly, it can lead to mistrust, anxiety, and dissatisfaction with oneself and with others.

A central concept in conflict management is that conflict does not have to be destructive or dysfunctional. In fact, conflict is healthy and can be productive. Poorly managed conflicts can destroy relationships, families, and communities. If managed skillfully and creatively, conflict can bring increased benefits for everyone. It can stimulate interest, improve communication, increase productivity, and bring about social change.

Conflict can be useful in bringing about positive change and growth in individuals, organizations, and communities. In fact, suppressing conflict can be more costly than conflict itself. To take away conflict is to take away the incentive to grow and learn. Constructive conflict resolution processes promote “win-win” problem-solving.

The ability to resolve conflict is one of the most important social skills individuals can acquire, yet there are few opportunities to learn how to use conflict in positive ways.

We use different ways to resolve conflicts, depending on the situation and the persons involved. For example, you probably do not talk to your boss in the same way that you talk to a friend.

Not only is it important to recognize how we respond to conflict situations, it is also helpful to be aware of our inner reaction. What feelings are evoked? Do we view conflict as an opportunity for learning or is it something we dread and fear? Knowledge of our own reactions to conflict is a first step to making positive change in our lives.

Essential Beliefs for Resolving Interpersonal Conflict

• Acknowledging that it is not acceptable to leave conflict unresolved;

• Accepting that our view may be distorted or incomplete;

• Knowing that it is important to try and understand the other person’s views and respecting his or her needs and concerns; and

• Seeking a solution that meets the cares and concerns of all persons involved and one that will not diminish the relationship.

Key Points About Conflict

In itself, conflict is neither bad nor good. It is how the conflict is handled that matters.

Conflict is constructive when resolved in ways that enhance relations, and destructive when relationships are harmed.

Conflict will always be a part of our lives so we should learn how to manage it creatively and constructively.

We can all learn conflict management skills to better solve our problems.

Conflict occurs within relationships, individuals, groups, and between individuals and groups.

Conflict is cumulative, so it is important to deal with conflict as it arises.

Conflict usually develops over time with some incident triggering it to come out into the open.

We do not always create conflict, but we can always choose our response to it.

Four A’s of Conflict Management

Causes of Conflict

Conflicts can originate from many sources making it difficult to determine the cause. For constructive conflict resolution, it is important to find the root of...

Table of contents

• Cover
• Title Page
• Copyright
• Contents
• Preface
• The Theory
• THE PRACTICE
• References
• Appendix