Conflict dynamics refer to the patterns, processes, and factors that shape the course of conflicts. It involves many factors, including power imbalances, identity issues, emotions, and communication breakdowns.
On the conflict part, the book goes beyond the classic Thomas & Kilman's list of five human responses to conflict (avoidance, accommodation, competition, compromise, and collaboration). Instead, the author argues that, in many conflicts, people move around among all these responses.
What are the different types of conflict dynamics?
Different types of conflict — including task conflict, relationship conflict, and value conflict—can benefit from different approaches to conflict resolution.
What is the dynamic approach to conflict resolution?
In the conflict dynamics approach it is basic that the actors are treated in a similar, symmetric fashion, as all have some responsibility for the conflict and, thus, also for the solution of the conflict. The two Page 10 perspectives contrast with each other, but they do not necessarily exclude each other.
However a conflict is dynamic and changing, not just a linear progression towards winning or losing. Different factors can come into play that push conflicting parties towards the negotiating table; leading to a 'ripe moment'.
There are five main causes of conflict: information conflicts, values conflicts, interest conflicts, relationship conflicts, and structural conflicts. Information conflicts arise when people have different or insufficient information, or disagree over what data is relevant.
Approaches to conflict management and resolution, as applied to these disputes, include bilateral and multilateral negotiation, mediation and arbitration.
The opposing force created, the conflict within the story generally comes in four basic types: Conflict with the self, Conflict with others, Conflict with the environment and Conflict with the supernatural.
According to Funsten, there are three major roots of conflict: limited resources, unmet needs, and different values, with the source of conflict lying in the descriptors (“limited,” “unmet,” “different”).
Avoidance. An avoidance approach to conflict demonstrates a low commitment to both goals and relationships. This is the most common method of dealing with conflict, especially by people who view conflict negatively.
What are the 6 C's of approaches to conflict management?
The theory of conflict management depicted using the Six C's model (Context, Condition, Causes, Consequences, Contingencies, and Covariance) (Glaser, 1978)
Again, collaborating is normally the best strategy for handling conflicts over important issues. When dealing with moderately important issues, compromising can often lead to quick solutions.
