A conflict-free situation is unimaginable. A conflict is an expressed struggle among interdependent persons with perceived incompatible goals or perceived scarce resources in presence of interference of one by the other. People with no common activities or interaction do not conflict .Prior bad experience may build up to a level that a minor incident triggers off a major conflict. The reaction may not be proportional to the perceived cause of the conflict. Negative behaviour overdraws the emotional reserves exposing people to a major conflict even over a small issue. A conflict may be healthy when it is resolved and all learn from it. It is dysfunctional if it remains unresolved and has secondary effects. Some conflicts are structural. They are there and are only waiting to happen. Other conflicts are personal and have a lot of involved emotional and psychological relationships that even those involved may not be aware
5.0 CAUSES OF CONFLICT BETWEEN INDIVIDUALS
The main causes of conflict between individuals are: unbalanced power relations, jealousy, competition, and poor communication. Imbalance in power relationships may be a cause of conflict between individuals. Power is manifested as: expertise, control over resources, personal links, and communication. In a high/low power situation conflicts arise very easily unless measures are taken to control the situation.
|13.0 METHODS OF CONFLICT RESOLUTIONConflict management is an important function of group maintenance. Among the methods used in conflict resolution are: Avoidance- This is where you try the best you can, to avoiding situation which may lead to conflicting. Bargaining-This is whereby you involve the two parties in finding out the course and how to resolve it.Collaboration- Here you allow the needs of the minor group or the employees’ to be prioritised. Authoritarian settlement- Here the one in power is allowed to make decision and is considered as final. Third party arbitration/mediation. Start by identifying the sources of conflict (aggressive personalities, conflicting roles, differences in values, objectives, and perceptions, unsatisfactory communication, poor leadership, seeking individual and not team recognition and credit); next identify consequences of conflict, negative and positive; Use conflict-resolution techniques to resolve the conflict. If you are engaged as a third party to resolve a conflict proceed as follows: identify the need to intervene, decide to intervene, negotiate your role, assess the conflict, and design intervention method (consultation, arbitration, training, problem solving), and select intervention tactic.|
|©Professor Omar Hasan Kasule, Sr. November, 2008|
|REFERENCESIslamic medical education resources 08Conflict identification analysis 2008Columbia edu (Columbia university)|