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.
...to be achieved, years, decades, lifetimes, conflict is intended to fulfill this need. Ultimately, conflict theory is about the struggles, ideologies, representations, and power that the haves possess and the have-nots want to exert. These concepts come into play causing conflict between the groups which ends in social change.
When we talk about the conflict theory perspective, this refers to power and social inequality as the major cause of societal problems. The elite people of the world use power to obtain privileges and to protect themselves by using the very criminal justice system that is meant to protect everyone. When someone commits a crime such as breaking into a person’s car and stealing valuables such as a computer, means they are breaking the law. The law is a written rule that tells people in a society what they can and cannot do and there to protect everyone and if broken people are punished.
Conflict theory is a perspective derived from the work of Karl Marx, who believe that society is a dynamic entity and it is constantly undergoing changes driven by class conflict, who holds different interests, ideas and values, for competing scare resources and aiming to maximize their own-benefits. According to the founder of conflict theory, Karl Marx, society are divided into two category: the have and the do not have, the latter is dominated by the former ones who are those people with power in hands and with the greatest political, economic and social resources. Conflict theory assumes that society makes the norms to serve the interests of the powerful.
Conflict Management can often be the toughest task for a leader to handle. It involves dealing with inter-personal and intra-personal conflict. As a team leader of a technical event called Pulse’09 at my university, I had to deal with conflicts on a regular basis. Conflicts usually arise either due to lack of effective communication, different ideologies, lack of resources or due to task interdependence [3]. It was by far my most life changing experience as it taught me the reason behind conflicts and the way to resolve them. In this paper, I will be talking about the way I dealt with conflicts and managed them, the impact they had on the team performance and what I could do to improve my leadership by contrasting my experience to the class readings.
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.
There are very many ways that Chinese and American cultures, cultural values, etc, contribute to the conflicts in "Two Kinds". The two cultures contribute to this by making the narrator do something because her mom wants her to do it. The mom values having straight A's and being a prodigy overall. She won't let her daughter be anything less than the best. Also, Her mother wants her to be better than what she was and to be able to do better in life than how she is doing currently. Their cultural values make it difficult for the narrator to do what she wants and have fun because her mother is always trying to get her to do things that she doesn't want to do. The more things that the mother forces upon her the more grief that the narrator has.
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
The contrast of the approaches to conflict resolution of these two groups is completely different and these differences make one of the two groups at a disadvantage. With two different styles of conflict resolution this is grounds for a disaster waiting to
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).
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...
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
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.
I agree with the opinion that conflict should be seen as a positive rather than a negative. However, conflict can either be positive or negative depending on the parties involved and the mediation and negotiation styles. According to the authors in the art and practice of mediation, despite the fact we usually think of conflict as a negative term, it brings a positive side which enables parties enhance relationships, understand the root of the conflict, reinforce values of society and provides moral development and growth steps (Bishop, Picard, Ramkay and Sargent, 2015, p. 94, chapter 4)
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
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.