Conflict

Conflict is a word stands for different meanings. Generally it means collusions with somebody,
disagreement, dispute etc. It may takes of several forms such as man v. self, man v. man, man v.
society, man v. nature, man v. supernatural, man v. machine, man v. destiny. In conflict several
parties are involved. It may occur in anywhere. It occurs when those parties feel threats to their
need, interest, demand, rights etc. Naturally conflict is viewed negatively. But it is a great source
of opportunity for an organization to improve the understanding of conflicting area. As a result
the organization can take further actions for those kinds of conflicts. However there are some
conflicts resolutions also. If these can be applied properly then conflicts will be resolved. So
conflicts should not be viewed negatively all-time rather it should also be viewed as a possibility
of growth and improvement for an organization. Webne-Behrman, Harry (1998)
Perception:
My perception about conflicts is described below-
 Conflict can be said as more than a typical disagreement. It is such a situation where
people face different types of threats such as physical, emotional, mental, power, status
etc to the normal state of their well being.
 People who are involved in a conflict respond differently on the basis of their perception.
It may vary.
 If a conflict occurs then it will be continued until it is successfully resolved. Because it
refers to our perceived threats to our well being.
 Emotion is the most influential factor to trigger the conflict if someone can not control it.
Successful resolution of conflicts depends on the controlling power of emotion.
 Conflicts can not be viewed as the problem only. Because if someone can resolve the
conflict successfully then it will create an utmost trust on both the parties. Both of them
will feel secure. So a conflict is an opportunity for growth
Attitude towards conflict:
Depending on different situations attitude toward the conflict varies. A person acts differently
depending on the role he or she plays in conflict. Katz, Neil H. & Lawyer, John W., (1994)
argues that this attitude involves two factors. These are interest and relationship. There are some
styles which show the attitude towards different situations. These are-
 i. Competing
ii. Accommodating
iii. Avoiding
iv. Compromising
v. Collaborating
Competing: In a competitive environment a person wants to get his interest at first. Here
relationship is not important to him. Here if any conflict rises then he tries to achieve his interest
by hook or crook.
Accommodating: Accommodating is a different style where relationship is important than the
personal interest. In this case group interest is considered rather than individual interest.
Avoiding: It occurs commonly in case of negative perception of conflict. If someone’s
perception about the conflict goes unfavourable then he avoids the other person.
Compromising: Sometimes conflict does not go to the extreme level. In that case if everything
seems favourable then one can comprise about the fact with the opposition party.
Collaborating: Collaborating means integrating the individual goal to a common goal. In this
case group interest is given the priority. As a result conflict will be resolved easily.

Response towards conflict

Borisoff, D & Victor, D (1989) argues that there are many ways to respond to a conflict. These
have been described below-
Normally we show different types of responses to the conflicts in addition to the behavioural
responses such as emotional, cognitive, physical responses etc.
Emotional responses: Emotional responses refer to the feelings of the individual such as anger,
fear, despair, confusion etc. But it is a misleading response because all think that other will think
the same as he or she is thinking. So emotional responses are confusing.
Cognitive responses: These are our ideas and thoughts about the conflicts. In other words it can
be called as the self-talk. Here we talk to our mind. These cognitive responses bring a positive or
negative result for a conflict.
Physical responses: This is very important because it involves all the vital communication tools
including verbal and non-verbal. These are stress, tension, breathing, nausea, rapid heart bit etc.
If these responses are given properly in a conflicting situation then it will be possible to resolve
the situation.
My ability to resolve conflict in my life
The mentioned perceptions, attitude and responses affect my ability to resolve the conflict in my
life. Two important factors are emotion and stress. If these two can be controlled then one can
resolve his conflict successfully. The above perceptions help me a lot to understand a conflict
thoroughly rather going to a decision without understanding it. On the other hand several
attitudes influence me about the decision that I should take in my life. Whenever I fall in a
conflict then I try to find out the actual situation. And based on the situation, interest,
relationship my attitudes differ for the conflict. It else different sorts of emotional and physical
responses also help me a lot to resolve my conflict. Thus perception, attitude and responses
affect my ability to resolve conflict in my life.

Way of responses to conflict

Segal, Jeanne; Smith, Melinda (2010) discusses that there are some ways of responses in case of
conflict. If these can be taken properly then conflict will be resolved successfully.
Healthy responses: A healthy responses should be given to resolve the conflict such as
recognition of others, calm speech, respectful reactions etc
Controlling emotions and behaviour: All the time emotions and behaviour should be kept
under control. If it is possible then right decision can be taken in conflict.
Paying attentions to others feelings: Empathy should be created in the mind. While a decision
will be taken then other’s feelings should be felt. As a result rationale of the decision will be
justified.
Using respectful language: By using respectful languages one can easily resolve the conflict.
Non-verbal communication: Non-verbal communication is a vital fact. Because we use here
body language instead of speech. So if we can use them properly then the conflict will be
resolved successfully.
Willingness to forgive: This is a great virtue. By dint of it one can easily resolve a conflict and
achieve the trust.
Here I am describing an example of conflict resolution of my life. Once I was giving service in
my shop. Suddenly one customer came and started shouting that he did not get the product
according to the order. He was telling that it created a huge loss to him. He sought compensation
to me. In that case if I say that no compensation would be provided than a huge conflict would
rise. But I did different things. At first I listened his complain attentively. I felt sorry for that
situation. I told him that if I were in that situation then I would also shout like you. I apologize
for the situation. Then I gave him assurance that I would find out the problematic areas. And if
the fault goes to me then full compensation would be provided to him. Then the customer
became calm. Thus I resolved the conflict in that day.

References:
1) Katz, Neil H. & Lawyer, John W., (1994) Conflict Resolution: Building Bridges,
Corwin Press.
2) Webne-Behrman, Harry (1998) “About conflict” Retrieved from
http://www.ohrd.wisc.edu/onlinetraining/resolution/aboutwhatisit.htm, viewed in 22nd
September, 201.
3) Segal, Jeanne; Smith, Melinda (2010) Article on “Conflict resolution skills” Retrieved
from http://helpguide.org/mental/eq8_conflict_resolution.htm, Viewed in 22nd
September, 2011.
4) Borisoff, D & Victor, D (1989), “Conflict Management: A Communication Skills
Approach” Allyn & Bacon, Boston