Techniques of Conflict Resolution Observed in the Semai and Paliyan Societies

It is known that the south coast, where the Budawang Tribe was situated had been inhabited for 20,000 years or more. The Budawang tribe used the natural resources of the land to live and they had a very sustainable lifestyle with a pristine coast conditions. Some of the ways that the Budawang

As anthropologist Bruce Knauft described, the Gebusi clan had words that described many different aspects, examples included oil the Gebusi word for tomorrow and yesterday and owa for grandparents and grandchildren, but the most defining one was kogwayay, a catchfall marker to describe all of their cultural distinction. Because of kogwayay’s branching terminology, kogwayay is also the Gebusi’s word for ethnicity, the identification with a cultural group because of shared values customs and beliefs, while inversely excluded from different groups. One aspect that contributes to the Gebusi’s sense of kogwayay is religion. Through Knauft’s book we see their religious ways introduced and watch them change and adapt with the dynamics of cultural change over time.

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

Whether we like it or not, conflict is a part of everyday lives. It can happen to anyone, from your friends to your family.

Learning to communicate efficiently and manage conflict successfully is challenging. Gaining cooperation between people is complex and mentally demanding. Communication ways and conflict styles are deeply woven into our personalities. Conflict is the expressed struggle of interdependent parties who perceive incompatible goals, interference from the other party in achieving those goals, and the perception of scarce resources. Perceptions are just as important as reality in regards to conflict. As stated in the text, “we encounter conflict as we compete for acceptance, love, recognition, position, power, success, and many other goals. Judgments of the quality of

Violence is not always the answer to the world’s problems, but it is a great way bring attention to the cause of the problem. Peaceful negotiations is the only way to ensure that the aggressors and opposition both come to an agreement about the best outcome of their situation. Violence creates hate and hate in turn leads to more violence in the long-run thus continuing humanities cycle of self

The kinship system is a defining feature of Aboriginal social organisation and family relationships1. This ‘kinship’ system establishes how all members of a community are related and what their position is2.It is a complex system that determines how people relate to each other, and what their roles, responsibilities and obligations in relation to one another are. It also plays an important role in ceremonies and relationships to the land. As such, the kinship system dictates who can marry who, ceremonial relationships, funeral roles and how kinfolk should behave towards one another1.

Kinship influences daily life of Indigenous people, including individual responsibilities to other members in the clan.

there is a great amount of variability in kinship rules and patterns around the world (O 'neil,2015).

Conflict handling is best addressed when both parties engage in an integrative approach where they work in cooperation and generate solutions that address the needs of both parties (de Reuver, 2006). This isn’t always the approach, however. Power can prevent a positive problem solving approach. The one holding the power simply does not need to operate in this way. “The powerful are less dependent on others than others are on them for acquiring and maintaining important resources” (de Reuver, 2006). In short, conflict, difficult already to manage, becomes much more difficult to handle if the power is unequal.

Theoretically significant to conflict is social identity theory. It allows “predictions to incorporate who is likely to perceive and act in group terms, to remain committed to the group in times of crisis” Turner (1999), Doosje & Ellemers, (1999). Bar-Tal stresses conflict exists when an incompatible goal exists between two groups. The question of when incompatibility sets become important in understanding the cause of inter-ethnic or communal conflicts for instance, even more importantly; conflict within ingroup. Inter-ethnic or communal conflict because within the scope of peacebuilding, that is the point where building peace thrives the most. There is an assumption that for peacebuilding to be

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

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’

the change for a peaceful future. In today's society violence is saturating the minds of