Richard Wagamese

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

hen a conflict arises persevere and come upon the perspective as for where positivity can liquidate any obstacle in your way. Many examples in history prove that having a positive outlook can help the situation such as “The Diary of Anne Frank” and “Dear Miss Breed”. In these two pieces of literature, they show the ability to persevere through conflicts with having a positive attitude moreover, having a perspective on the conflict which bettered the situation. The best way to respond to a conflict is having a positive attitude and persevere through the problem consequently the dispute could escalate and worsen the situation.

Conflict is one of many challenges in everyday life. It is presented to us in many ways such as trying to figure out how to get your homework done on time, finding a way to win the football game, or something just as simple as trying to get out of doing your chores. However, there are times in everyone's life where your conflict is beyond the norm. These could include standing up to your school bully, trying to save someone’s life, or as many would say the greatest conflict in human history, the Nazis rise to power. There are many ways to solve a conflict in general no matter how morally wrong it is. However, history has shown time and time again that the best way to solve a conflict is to stand up to it while also

Since the beginning of time, conflict has occurred due to differences in beliefs and opinions. Conflict can be as simple as a small argument, or as monumental as a world war. All types of conflicts require important decisions to be made that will not always be popular. Decisions made in times of conflict may be hastily created or thought out and well planned. These decisions made in difficult times expose the real, underlying personality of people.

In particular, the most important part of dealing with conflict is to listen to both sides of the argument and see things from both sides. There are many

Expressing your thoughts and feelings constructively by arranging emotions and choosing the appropriate time and place to express them completely (Bevan & Sole, 2014). Finding the proper strategy to resolve a conflict and improving conflict management skills, by using positive well-thought emotions and identifying the conflict style to used avoidance, accommodation, competition, compromise, and

There are five styles of dealing with conflict, which come from the Thomas Kilmann Model. These strategies can be considered in terms of who wins and who loses. Other models use different labels but express the same ideas as Thomas and Kilmann (2016), in that these five styles show the balance between concern for self and concern for other. Avoidance style is where everyone pretends there is no problem, which can be useful if people need to ‘cool down’ prior to having any discussion or the conflict is of little importance; however, the conflict may resurface and create a lose/lose situation

How We Can Best Resolve Conflict People have been faced with conflict for thousands of years. Conflict greatly affects the way someone feels and the way he/she lives. How we respond to conflict shows who we are as a person. It can range from personal conflict to conflict between countries. However, conflict can have many positive effects on a person’s life.

A healthy way to respond to conflict is with a “calm, non-defensive, and respectful reactions” (Segal). Staying calm while solving

Resolving conflicts is tricky business, because when it matters most, we are at our worst. For instance, supervisors tend to impose their opinions on subordinates and officers tend to impose their view on the general public as truths without hearing from the other side. Interestingly, Cloke and Goldsmith (2011) also agreed that, “Each of us experiences life differently and therefore perceives slightly different truths” (p.132). As a result, solving conflicts become problematic when there are opposing opinions, strong emotions, and stakes are high. There is no one best method to resolve conflicts; however, if we can separate positions from interests, problems from solutions, future from past, and emotions from negotiation, there is a high likelihood of reaching common ground.

The best way to respond to conflict is to stay positive when you are dealing with conflict. There have been several different examples of how people have been able to overcome conflict by staying positive, such as Anne Frank, Martin Luther King Jr., and NASA’s Apollo 13 mission. They’re stories are great examples of how a positive attitude can help people solve problems and conflict

Listening is also key. Some of the time, conflict arises because a person’s opinion is not heard (Frequently Asked Questions) In conclusion, conflict can be as small as a disagreement to something as large as a war. Conflict can be resolved through a combination of ways by adding together communication, a positive attitude, and upstanding to

Conflict is an inevitable part of human interaction. However, the way people deal with conflict is largely linked with the outcome of the conflict resolution. Many studies have been conducted to analyze the different styles of conflict management and resolution as Tou, Baker, Hadden and Lin (2015) write. “Consequently, the increasing amount of research conducted on the

Rahim and Bonoma (1979) researched and separated the styles of managing conflict. The two authors devised two basic dimensions namely: “concern for self and concern for others”. In the first dimension, the degree (high or low) that a person tries to satisfy his or her own concern while the second dimension explains the degree (high or low) that a person tries to satisfy the concerns of others (p. 1324). However, it is noted that these dimensions actually portrays the motivational training/orientation of a given individual in a conflict. Similarly, the studies of Ruble and Thomas (1976), Van de Vliert and Kabanoff (1990) agreed with these dimensions. Notably, the combination of these two dimensions resulted in five specific

Conflict is a naturally inevitable part of human life worldwide1. It exists in all relationships, groups, culture and every level of social structure. Although, conflict is often uncomfortable and energy consuming, it can be a positive force for change and bring an otherwise stagnant relationship out of dormancy into a new life and vitality. Conflict is therefore an outcome of human interaction as a result of disagreement between individuals, parties or states. A conflict situation is characterized by the inability of those concerned to iron out their differences.2 Human wants are unlimited but the means to satisfy these wants are scarce. There is therefore, an inherent struggle in man for