CONFLICTS AND DISPUTES ARE INEVITABLE Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’ (Brown and Marriot 1993, cf. Yates 2003, p.1). Many authors have given different theories and guidelines to differentiate between the terms ‘conflict’ and ‘dispute. But still the some practitioners are not able to recognize the difference between the terms. In fact, they use the terms interchangeably irrespective of the fact that the terms are quite different (Gebken II, 2006). A practicable distinction is made by John Burton which differentiates the two terms on the bases of time and issue in contention. According to Burton disputes are short term disagreements which are negotiable i.e. solution can be found which meets the interest of both the parties. On the other hand conflicts are long term, deep rooted issues that are non-negotiable. Human needs for security, recognition and identity are issues which are always in conflict and are not negotiable. These conflicts often aggravate to become intractable conflicts. Both the terms can be used independently and can be connected. According to Douglas ... ... middle of paper ... ...al or competitive attitude and different perception of the fairness by the different people involved in commercial projects are responsible for causing the disputes, but these can be resolved by proper management of the time, coat and quality factor. Semple (1994; cf. Cheung and Yiu, 2006) suggested that what made a project open to disputes is the provision provided by the contracts, weather restricted access of individual, work scope and the acceleration in work due to the unavoidable delays. The contracts and the unpredictable events are very closely related to origin of disputes. It can be said that a project involves large amount of uncertainties during its life cycle and the task of planning for these uncertainties in the contracts laid the foundation for the disputes. This may be due to failure in addressing sources for the uncertainties in the contract.
Conflicts arise when people’s interest, values, actions, views or expectation come into contact and there is a difference of opinion and thus a disagreement (Conerly, 2004). The way people view the conflict will determine whether the resolution will negative or positive consequences.
Four sources of conflict presented by Lamberton & Minor (2014) are content, values, negotiation-of-selves and institutionalized will be discussed. Awareness of and knowing what causes conflict is important in strategizing ideas and plans to resolve them. Explanations and examples of these four sources will follow. The outcome and process of resolving conflict can affect what direction and success we achieve personally and
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
Most people believe that conflict is something negative. In many cases conflict can be. Whether1 a small dispute between two neighbors or a global conflict that leads to war, conflict is inevitable. Disagreement is a part of human nature. We are a society of individuals working together to achieve common goals. How we handle conflict determines whether the outcome is a negative or a positive one. If properly handled, conflict may lead to growth, maturity, and understanding of one another. If not, conflict at school could lead to broken ties, at home to hurt feelings, and in the workplace to discouragement. These negative outcomes may be avoided when conflict is handled properly. There is no single technique that works best for settling conflicts. What works in a school setting might not work at an office or at home. Regardless where or with whom the conflict is with, a person must examine themselves, his or her intentions and more importantly, core values.
Conflict is known to be some means of disagreement, or some kind of disharmony rising within a group or between persons when the beliefs or actions of any one party is offensive to another party. Conflict can take place between two individuals, in small groups and work teams, or between two or more groups (Al-Hamdan, Shukri, and Anthony 2011)which may include violence or some kind of mental pressure on either parties involved in conflicts. Usually conflicts start with some kind of disagreement and gradually gets intense and leads way to Conflict resolution.
Well conflict can be defined in different ways whether it is problems with another person or disagreeing with somebody that does not agree with you the one thing we do know for sure is that conflicts are bad really bad.
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
In order to fully appreciate the subject of conflict analysis, a definition review is suggested. A “conflict situation” is defined by Kilmann and Thomas (2009) as “…those in which the concerns of two people appear to be incompatible” (p.1.) Perhaps the only additional information that needs to be added to this definition is “…the concerns of two people or groups of people…”
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Basically conflict is known to be a serious disagreement or argument between two or more parties. And resolution is the resolving of a problem or dispute between two or more parties. Joyce and William Wilmot’s definition describes conflict – as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from other parties in achieving their goals.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
The coexistence of the civil courts and the Syariah Courts creates jurisdictional problems and the possibility of conflicting decisions.. In some cases, issues relating to Islamic law came upon the civil courts and common law was applied common law to the exclusion of Islamic law. In the case of Ainan bin Mahmud v Syed Abu Bakar bin Habib Yusoff & Others , it was held that the Evidence Enactment overrides the rule of Islamic Law which states that a child born within six months of marriage is illegitimate. In the case of Myriam v Mohamed Ariff , the High Court applied the Guardianship of Infants Act which is contrary to Islam or Malay custom.
In American colloquial English, the word “conflict” has come to be used almost exclusively to convey a negative experience or encounter such as a war, battle, fight, or other dispute. Current conflicts in 2016 include the United States’ wars in Iraq and Afghanistan, the presidential election, and Black Lives Matter vs. municipal police departments. However, one of the definitions of the word “conflict” includes a “mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands” (Full definition of conflict, n.d.). The important part to note in this definition is that while the existing “opposing needs, drives, wishes, or external or internal demands,” may be incompatible, the use of the word,
Everyone has conflicts in their lives, some conflicts are bigger than others and also many people react different towards the conflict. But first, what is a conflict? According to the dictionary, conflict is an incompatibility or interference, as of one idea, desire, event, or activity with another.Another definition of conflict can be a fight, battle, or struggle, especially a prolonged struggle; strife. Knowing this and having a better conception of what a conflict is we have to decide which is the best form to act toward it.