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Conflict Identification and Resolution Conflict is a strong disagreement between people, groups that results in an angry argument. It can also be difference that prevents agreements. It leads into a dramatic action in form of a fight or war. Conflict occurs between people of all kinds of human relationships and in all social settings mostly because of the potential difference among people. There are varies sources of conflict: economic conflict, value conflict and power conflict. * Economic conflict it involves competing motives to attain scarce resources in a certain area. Both party wants to get the most that it can. The behavior and emotions of each party are directed towards maximizing it again. * Value conflict this involves incompatibility in ways of life, ideologies, principles and practices that peoples believes in. conflict like international often have a strong value component where each side asserts the rightness and superiority of it way of life and its political economic system. The cold war is one of the example of value conflict * Power conflict this occurs when each party wishes to maintain the amount of influence that it exerts in the relationship and social settings. In this there is a power struggle which ends in victory and defeat since it is impossible for them both party to win. It is impossible for one party to be stronger without the other one being weaker. Power conflict can occur between individuals, between groups or between nations but one or both parties chooses to take a power approach to the relationship. Power enters in all conflicts since the parties are attempting to control each other * Ineffective communication. Misunderstanding and miscommunication can create conflict even where there are no basic incompatibilities. Parties may have different Perceptions as to what are the facts in a situation and until they share information and clarify their perception, resolution is impossible. Self-centeredness, emotional bias and selective perception are one of a few forces that leads to perceive situations very different from other party. Lack of communication often results in confusion,anger and hurt. * Self –fulfilling. here each party believes in bad or evil intentions of the other and the inevitability of disagreement thus creating mistrust and competitiveness. When the other party responds with a counteraction, this is perceived as justifying the initial cautions measures and a new curve of action and counteraction begins. * Harassment it is a source of conflict. like when one is harassed in a work place
Most of the conflict are not mostly of a pure type, but involves a mixture of sources. The more sources that are involved, the more intense and intractable usually the conflict it is. Though the intensity of the conflict may moderate for period of time, the issues remain and triggering even events conflict behavior with negative consequences.
Level of conflict can occur at a number of human functioning. They include * Interpersonal conflict this level of conflict occur when two people have incompatible needs, approaches or goals in their relationship. The source of this level of conflict is when the communication is breakdown. * Role conflict involves real difference in role definition or responsibilities between individuals who are interdependent in social system. If there are unclear in role definition in an organization or boundaries of responsibilities then the stage is set for interpersonal friction between the persons involved. Unfortunately, the conflict is often misdiagnosed as interpersonal conflict rather than role conflict and resolution is then complicated and misdirected. Emotional intensity is often quite high in role conflict since people are directly involved as individual and the tendency is strong to personalize the conflict. * Intergroup conflict it occurs between states at global level. Resources competition plays a part but value and power conflict are often intertwined. The differences are articulated through the channels of diplomacy in constant game of give and take. * Personality differences this can be differences among coworkers which is common by understanding some fundamental difference among the way people think and act, we can better understanding how others see the word.
Regardless of the level of conflict, there are differing approaches to deal with the incompatibilities that exist. it can result in a destructive outcome depending on the approach that is taken. There are three general strategies that have been identified out that the parties may take towards dealing with their conflict and they include; win-lose, lose-lose, and win-win. * The win-lose approach here people learn the behaviors of destructive conflict early in life – competition, dominance, aggression and defense permeate that is our social relationship from the family to the school background. The strategy here is to force the other party to capitulate. Mostly is done through majority vote, the authority of the leader, or the determination of a judge. Sometime, it involves secret strategies, threats but the ends justify the means. The most valued outcome here is to have a victor who is superior and who withdraws in shame, but who prepares very carefully to the next round. * The Lose – lose strategy it is exampled by something over conflict or by reaching simplest of compromises. Neither in case is the creative potential of productive conflict resolution realized or either explored. Here disagreement is inevitable and the coast is less than in the win – lose approach for the looser. There is also partial satisfaction since each party gets some of what it wants. The parties may use this approach to dived limited resources. * The win – win strategy this is a conscious and systematic attempt to minimize the goal of both parties through collaborative problem solving. The problem in this conflict is seen to be solved rather than a war to be won. This method focuses on the needs and constraints of both parties rather than emphasizing strategies designed to conquer. The party workout towards common superordinate goal. Here communication is open and direct rather than secretive and calculating. The assumption is made that integrative agreements are possible given the full range of resources existing in the relationship. Attitudes and behaviors are directed toward an increase of trust and acceptance rather than escalation of suspicion and hostility. The win – win approach requires high degree of very high degree of patience and skills in human relations and solving.
Conflict is inevitable fact of human existence and if understand and manage it effectively, we can improve both the satisfaction and productivity of our social relationships. Leaning how to handle conflict efficiently is the key to preventing it from hindering professional growth. Conflict resolution is only about five steps process and the include; * Identify the source of the conflict the more information you have about the cause of the conflict, the more easily you can resolve it. Use a series of questions to get the information you need to identify the cause. As a mediator, you need to give both parties the chance to share their side of the story. This will give you a better understanding of the situation as well as demonstrate your impartiality. As you listen to each dispute make sure you pay your whole attention to acknowledge the information. This encourages them to open up to you. * Look beyond the incident it is not the situation that matters but the perspective on the situation that cause anger to faster and ultimate leads to a shouting match or other evidence of a conflict. The cause or source of the conflict might be a minor problem that occurred days or weeks before, but the level of stress has grown to the point where the two parties have begun attacking each other personally instead of addressing the real situation or problem. * Request solutions after getting each parties viewpoints on the conflict then get each to identify how the situation could be changed. Question the parties to solicit their ideas like how the can make things better between them. As a mediator be an active listener to be aware of every verbal nuance and as well as a good reader of body language. By steering the discussion away from finger pointing and toward ways of resolving the conflict. * Identify solution both disputants can support here you are listening for the most acceptable course of action. point out the merits of various ideas, not only from each other perspective, but in terms of the benefits to the organization. * Agreement the mediator needs to get the two parties to shake hands and agree to one the alternative identified in the fourth step. You can go further and write up a contract in which action and time frames are specified. However, it might be sufficient to meet with the individuals and have them answer some questions like the plans they both have to prevent conflict from arising again. This mediation process works between groups as well as individuals * Personality differences this can be differences among coworkers which is common by understanding some fundamental difference among the way people think and act, we can better understanding how others see the word.
After resolving the conflict there are outcome that occur after. One of the most outcome of the conflict is that it upsets parties in the short run. However, conflict can have both positive and negative outcomes. Positive outcomes include; * It results in greater creativity or better decisions - this comes as a result of a disagreement over a policy. A manager may learn from an employee that newer technologies help solve problems in an unanticipated new way. * Consideration of a border range of ideas- this - leads into a better and strong idea * Surfacing of assumptions that may be inaccurate. * Increased participation and creativity * Clarification of individual views that build learning
On other hand, conflict can be dysfunction if it is excessive or involves personal attacks or underhanded tactics. The negative outcomes include; * Increased stress and anxiety among individuals. This decreases productivity and satisfaction. * Feeling of being defeated and demeaned. This lowers the individual morale and it may increase turnover. * A climate of mistrust. This hinders the teamwork and cooperation necessary to get work done
However conflict accelerates change in an organization, especially in small businesses where it makes it easy to formulate and implement new policies. It can also prompts modification of policies and implement new policies. In case of extreme conflict, the organization may conduct a complete overhaul of its leadership, bringing in manager with fresh ideas. The business may lose precious time and resources at time of conflict. Conflict has the potential for a great deal of destruction or much creativity and positive social change therefore it is essential to understand the basic processes of conflict so that we can work to maximize productive outcome minimizing destructive ones.

Bibliography
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Kibris, A. (2015). The Conflict Trap Revisited: Civil Conflict and Educational Achievement. Journal of Conflict Resolution, 645-670.
P, R. S. (1998). Conflict Management and Conflict Resolution. Journal Article, 67-75.