Conflict Resolution CEUs

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1. Define the process of conflict resolution 2. Learn specific conflict resolution techniques 3. Identify various theoretical approaches to conflict resolution 4. Identify the barriers to conflict resolution 5. Clinically address the barriers to conflict resolution Table of Contents: 1. Definition 2. Causes 3. Assessment and Intervention 4. Resources 5. References

1. Definition

Conflict resolution includes several techniques and processes designed to decrease or manage conflict in relationships. The term "conflict resolution" is sometimes used interchangeably with the term dispute resolution or alternative dispute resolution. Conflict resolution may sometimes include negotiation, mediation and diplomacy. Conflict resolution has been the source of research in animals such as dogs and primates (Frans de Waal, 2000). Studies have demonstrated that aggression is more common among relatives and within a group, than between groups. Instead of creating a distance between the individuals, however, the primates were more intimate in the period after the aggressive incident. These intimacies consisted of grooming and various forms of body contact. Stress responses, like an increased heart rate, usually decrease after these reconciliatory signals. Different types of primates, as well as many other species living in groups, show different types of conciliatory behavior. Resolving conflicts that threaten the interaction between individuals in a group is necessary for survival, hence has a strong evolutionary value. These findings contradicted previous existing theories about the general function of aggression, i.e. creating space between individuals (Konrad Lorenz), which seems to be more the case in group conflicts (Frans de Waal, 2000). Conflict is an unavoidable consequence of natural disagreements resulting from individuals or groups that differ in beliefs, attitudes, values or needs. Conflict may also originate from past rivalries and personality differences. Other causes of conflict include attempting to negotiate prematurely or before necessary information is available. The following includes common sources of conflict: • communication failure • personality conflict • value differences • goal differences • methodological differences • substandard performance • lack of cooperation • differences regarding authority • differences regarding responsibility • competition over resources • non-compliance with rules 2. Causes Structural Factors (How the conflict is set up) • Authority Relationships • Common Resources • Goal Differences • Interdependence • Jurisdictional Ambiguities • Specialization • Status inconsistencies • Personal Factors • Communication barriers • Conflict management style • Cultural differences • Emotions • Perception • Personalities • Skills and abilities • Values and Ethics There are many variables intertwined with conflict including behavioral, physiological, cognitive variables. • Behavioral- The manner in which the emotional experience is expressed which can be verbal or non-verbal and internalized or externalized. • Physiological- The bodily experience of emotion. The way emotions make us feel in relationship to our identity. • Cognitive- The concept that we "assess or appraise" an event to reveal its relevancy to ourselves.

The following three variables demonstrate that the meanings of emotional experience and expression are determined by cultural values, beliefs, and practices: • Cultural values- cultural values and norms influence, "which emotions ought to be expressed in particular situations" and "what emotions are to be felt." • Physical- This escalation results from "anger or frustration." • Verbal- This escalation results from "negative perceptions of the offender’s character." There are several principles of conflict and emotion including: 1. Conflict is emotionally defined. Conflict involves emotion because something "triggers" it. The conflict is with the parties involved and how they decide to resolve it. Events that trigger conflict are events that elicit emotion. 2. Conflict is emotionally varied. Emotion levels during conflict can be intense or less intense. The "intensity" levels "may be indicative of the importance and meaning of the conflict issues for each party”. 3. Conflict invokes a moral stance. When an event occurs it can be interpreted as moral or immoral. The judging of this morality "influences one's orientation to the conflict, relationship to the parties involved, and the conflict issues". 4. Conflict is identity based. Emotions and identity are a part of conflict. When a person knows their values, beliefs, and morals they are able to determine whether the conflict is personal, relevant, and moral. "Identity related conflicts are potentially more destructive." 5. Conflict is relational. "Conflict is relational in the sense that emotional communication conveys relational definitions that impact conflict." "Key relational elements are power and social status." (Joyce Hocker-Wilmot, William W. Wilmot, 2006. Interpersonal conflict, Iowa: Won C. Brown Com).