UNIT 5 CONFLICT MANAGEMENT
Key Unit Competence:
To be able to manage conflicts effectively
Introductory Activity
Mwiza Alice is a young girl studying in Senior 4 inone of the schools in
Kigali. She likes to be with her friends. One day, during holidays, she
attended a birthday party of her classmate Gasaro without informing her
parents. It was getting dark and dark, and the father was in the sitting
room watching a television. He noticed her absence and called Alice’s
Mother and asked “ I cannot see Alice where is she? The mother replied
Innocently, I do not know either. They became worried but hoping
that she will return home soon. The father was very angry and was
murmuring “ she will see me!!, how can she go out without permission?”
Suddenly, Alice entered the house, talking on telephone and went in her
room without greeting the parents. The Father got bitter and follows her
in the room. Opening the door, he found out that Alice was still on the
telephone, with a beer bottle on the table. The father, picked the beer
bottle and the telephone and requested her to come to the sitting room
for further explanation. Alice got angry and said bitterly to her father,
father I am grown, I need my freedom, what have I done wrong? I am
able to take decisions that please me? Alice’s Mother intervened and
requested her to calm down and obey his father’s orders.
Questions:”
1. Why do you think is the source of Alice and Her Father’s
conflict?
2. If you were Alice what could you have done?
3. Alice and her father’s conflict happen at home? Where else
do you think conflict happen
4. What do you think are sources of conflicts?
5. What do you think are potential consequences of Alice andher Father’s conflict?
5.1 Concept of conflicts
Learning Activity 5.1
John and Janet living in Amahoro Village. There are married to each
other for many years. One day, after dinner, Janet brought an interesting
conversation with her husband and said, lovely husband, we know have
enough money on our saving account, it is now the time to think what we
will do with the money. I suggest that we buy a car, I am tired of going on
foot everyday. John said, No No No it can’t be, we rather buy a house I
am tired of paying rent month. Janet said, for what now??? This house
is good, we have never failed to get rent and we will not fail to get it in the
future? They continue to argue bitterly and ended up in a serious fight.
Questions:
1. Basing on your own experience and what you have read in
the story, what is conflict?
2. Find other sources of conflicts between people in everyday life
3. If you are invited to solve the problem of John and Janetwhat can you do.
The term conflict is obvious in everyday life. Every person experience conflicts in
their individual and social life. A conflict means competitive or opposing actions
of incompatible or antagonistic state or action of diverging ideas, interests or
persons. It may mean mental struggle resulting from opposition or incompatible
needs drives, wishes or internal demands. For example, a person may need to
go to church and to go to Cinema at the same time or he/she may be in dilemma
of choices. This situation requires to settle and to be handled so that life continue.
In society, Conflict means a state or a condition marked by lack of agreement
or harmony between people or groups of people that may result into quarrel or
misunderstanding or disputes. The conflict may result from difference in nature,
opinions, ideas, wishes and interests.
A Conflict is an outgrowth of the diversity that characterizes our thoughts, our
attitudes, our beliefs, our perceptions, and our social systems and structures. It
is as much a part of our existence as is evolution (Weeks, 1994: 7).
A conflict is the manifestation of how people think and behave according to their
different personal identities and social histories. It also occurs as a response to
frustration, and some would say as an expression of aggressive and competitive
instincts. It is an affirmation that people are unique and different.
In everyday life, there is increased competition in almost all areas of life. At school,
students have different interests and abilities and compete in various spheres of
school life such as marks, sports, fashions, styles…. In the society, people have
different feelings, attitudes, values, cultures, behaviors, perceptions, …
It is obviously difficult to values the same things, to see things in the same way or
to like or to love the same things. Each person has his or her own preferences.
When interests of one person or a group are confronted with interests of others
this leads to conflicts or disputes among people or groups of people. For example,
in a group of students who are set to watch a movie, some may like to watch a
romantic movie while others like to watch action or war full movie. This situation
creates tension and discomfort among group members and consequently leads
to conflict.
Conflicts take place in different areas: in the family, at school, at the workplace,
in churches, and in society in general. Conflicts are parts of human life as
Rwandese like to say “ Ntawutira uwo batongana”. Conflicts are important in
a way that they help the society to be strongly unified after solving them. That
is why it is very important to have skills on how to solve and prevent conflicts.
Conflicts are inevitable in a person’s day-to-day life. And when they happen, the
idea is not to try to prevent them but rather to resolve and manage them in an
effective manner. This is what is termed as conflict management.
Conflict occurs between people in all kinds of human relationships and in all social
settings. Because of the wide range of potential differences among people, the
absence of conflict usually signals the absence of meaningful interaction. Conflict
by itself is neither good nor bad. However, the manner in which conflict is handled
determines whether it is constructive or destructive (Deutsch & Coleman, 2000).
Conflict is defined as an incompatibility of goals or values between two or more
parties in a relationship, combined with attempts to control each other and
antagonistic feelings toward each other (Fisher, 1990). The opposing actions
and the hostile emotions are very real hallmarks of human conflict.
Therefore, it is essential to understand the basic processes of conflict so that we
can work to maximize productive outcomes and minimize destructive ones.
A conflict has five phases.
• Prelude to conflict - It involves all the factors which possibly arise a
conflict among individuals. Lack of coordination, differences in interests,
dissimilarity in cultural, religion, and educational background all areinstrumental in arising a conflict.
• Triggering Event - No conflict can arise on its own. There has to be an
event which triggers the conflict. For example Gasaro and Bwiza are fiends
and they were given a pair assignment. Gasaro criticized Gwiza to present
badly which lead to the teacher to award them little marks.
• Initiation Phase - Initiation phase is actually the phase when the conflict
has already begun. Heated arguments, abuses, verbal disagreements are
all warning alarms which indicate that the fight is already on.
• Differentiation Phase - It is the phase when the individuals voice out their
differences against each other. The reasons for the conflict are raised in the
differentiation phase.
• Resolution Phase - A Conflict leads to nowhere. Individuals must try to
compromise to some extent and resolve the conflict soon. The resolutionphase explores the various options to resolve the conflict.
Application activity 5.1
1. Discuss the concept of conflicts and its sources in human life.
2. Conflicts are neither good nor bad. Discuss this affirmation3. Explain the phases of conflicts
5.2. Types/Levels of conflicts
Learning activity 5.2
Using various resources and using your own experience, discuss the
types/levels of conflicts in the society.5.2.1. Inner or intrapersonal conflict
Internal conflict is something that people continue to face on an ongoing basis
around difficult decisions. It arises within an individual, often involves some form
of goal conflict or cognitive conflict. It comes out of one’s thoughts, emotions,
ideas, values and predispositions. Goal conflict exists for individuals when their
behaviour will result in outcomes that are mutually exclusive or have compatible
elements (both positive and negative outcomes). For example, a student who
completes senior three and is faced with difficult to choose options to undertake
in senior 4. The inner or internal conflicts is within an individual and it is sometime
the source of stress, isolation and other behaviours. People have to solve inner
conflict in order to have a tranquilly and calm state of the mind.
It is usually a psychological tussle involving contradictory thoughts, values,
principles and emotions occurring in a person’s mind at the same time. It may
vary from a simple conflict such as being torn between which shirt or blouse to
wear to a certain occasion, to major conflicts like choosing a marriage partner or
determining which career to pursue5.2.2. Interpersonal conflict
This refers to a conflict between two individuals. It mostly occurs because
of personal or individual differences such as different interests, tastes and
preferences. When two people with different interests are tasked with making a
choice, their differences in choice are likely to be seen. Where neither of them
is willing to give up for the sake of the other or even to reason with the other, a
conflict is likely to arise. For example, if a couple is to choose what family car to
buy, different suggestions are likely to arise out of each partner’s preferences in
terms of the make, colour, engine size or even the number of passengers that
the car can accommodate. Without the spirit of give and take, these different
preferences may lead to a conflict between the partners. Such a conflict can be
termed as an interpersonal conflict.5.2.3. Intragroup conflict
This is a conflict that happens among individuals within a team or a group.
The misunderstandings among the affected members of the team trigger an
intragroup conflict. Usually, it will start as an interpersonal disagreement among
group members who have different personalities or those who have differing
ideas and opinions on a given matter.
This breeds tension within the group, especially if one among the conflicting
members is a leader. For example, if a football team is asked to choose the
colour for their uniforms, different suggestions are likely to be given due to the
different colour preferences of the different team members. Unless members are
willing to listen to each other, a conflict is likely to arise. Such a conflict can be
termed as an intragroup conflict. If group members do not reach a consensus,
some leave the group or the whole group dissolves.
Intragroup conflict seems to fall into two distinct categories: (1) substantive
conflict and (2) affective conflict. Substantive conflict refers to conflict based on
the nature of the task or to “content” issues. It is associated with intellectual
disagreements among the group members. In contrast, affective conflict derives
primarily from the group’s interpersonal relations. It is associated with emotional
responses aroused during interpersonal clashes5.2.4. Intergroup conflict
Intergroup conflict occurs when a misunderstanding arises among different teams
within an organization. For example, there can be a misunderstanding between
the sales department of a company and the finance department. While the
finance department may push for attainment of set targets, the sales department
may find the targets too high or unrealistic. This may be motivated by varied
interest between the two departments, such as a scenario where the finance
department pushes for higher sales while the sales department is pushing for
attainable targets. This can lead to a conflict between the two departments.5.2.5. Intra-national conflict
Intra-national conflict is the confrontation between one part of the population
and another. The civil wars that exist in many countries emanate from this type
of conflict between fellow citizens sharing the same space. They cause many
victims, and their consequences are difficult to repair as long as they break
the friendly and social ties. Such conflicts are loaded with more emotions, and
everyone sees the other as his enemy or traitor who must be wiped out with all
his potential allies.
5.2.6. International conflict
The international conflict pits two or more countries against one another for
territorial reasons or the supremacy of the powers. Intra-national conflict can turn
into an international conflict and vice versa if the object is not resolved in time and
/ or the protagonist groups get support from their opposing exteriors.
Border conflicts are between two or more countries or cultural groups with
common borders. Borders can be seen as lines or as areas of contact, fronts or
links between states but also between social groups.
These conflicts originate in territorial boundaries, nationality issues or access
to resources. They are aimed at the attempt of territorial expansion and others
mainly because of the course of this limit. These conflicts are the basis for thecreation of United Nations and security council as one organ of UN.
Application activity 5.2
1. Differentiate intrapersonal from interpersonal conflict with
concrete examples
2. Discuss the intergroup and intragroup conflicts and give
examples on each to explicit your answers
5.3 Causes of conflicts
Learning activity 5.3
Using various resources and your own experience discuss the causesof conflicts in everyday life.
In society conflicts are of different natures and happen anywhere in the society.
Particular conflicts may have appropriate causes. However, the following are the
common causes of conflicts in human community:
5.3.1 Differences in perception
Differences in perceptions, values and attitudes of individuals or groups over
the same problem leads to interpersonal or intergroup conflicts. Differences in
perceptions is due to uniqueness, education, background, values, cultures, and
attitudes of individuals. For example: In a family, if asked preference of what to
cook for dinner, family members may come up with several proposals leading to
conflicts. Differences in views lead to conflicts.
5.3.2 Excessive competition
Competition in society and organization leads to conflicts. Some people may
compete for power and influence while others may compete for resources.
Competition for power occurs when each party wishes to maintain or maximize
the amount of influence that it exerts in the relationship and the social setting.
It is impossible for one party to be stronger without the other being weaker, at
least in terms of direct influence over each other. Thus, a power struggle ensues
which usually ends in a victory and defeat, or in a “stand-off” with a continuing
state of tension. Power conflicts can occur between individuals, between groups
or between nations, whenever one or both parties choose to take a power
approach to the relationship. Power also enters into all conflicts since the parties
are attempting to control each other.
5.3.3 Differences in goals
Different goals of individuals or groups leads to conflict among them. For example,
in order to maximize profits, production department may want to produce limited
varieties in large volume so that costs are minimized. Sales department, on the
other hand, may feel that selling products of different sizes, colours and models
can increase sales and, thus, minimize costs. Differences in group goals leads to
conflict between the two.
5.3.4 Interdependence of tasks
When organs or units within society are interdependent to each other, and one
organ or unit fails to accomplish its task, the conflict emerges. If one organ or unit
f fails to process its work on time, this will affect the deliverables of other units
and the overall performance of an organization or institution. Hence leading tointer-group conflict.
5.3.5 Habit patterns
Some people like to argue and debate. They enjoy conflict as a matter of habit. It
acts as a motivator for them to improve their performance. Personal or individual
differences, for example different interests, tastes, likes and dislikes among
members of a team. Some habits are not good in the group and may lead to
conflicts: Selfishness, where one person wants only what works for them ignoring
others. Greed, where some people want everything for themselves forgetting that
other people have the same rights. A prejudice which is an unfair opinion or feeling
one has about people or things.
5.3.6 Personal characteristics
When group members differ in work attitudes, age, education, temperament
and status levels, the possibility for conflict is high. However, in all institutions
and organization, people should adopt a habit of respecting the views of others,
appreciating the uniqueness diversity of people as a richness to live and work
together.
5.3.7 Responsibility relationships
When authority and responsibility of individuals and groups is not properly defined,
people do not understand each other’s role. There is lack of consistency in work
activities and communication distortions take place. This becomes a source for
inter-group conflict.
5.3.8 Ineffective communication
Miscommunication and misunderstanding can create conflict even where there are
no basic incompatibilities. If in the organization there is no vertical communication
from superiors to subordinate, there is a tendency of creating rumors which may
lead to a conflict. Again, lack of horizontal communication leads to a conflict.
For an organization or an institution to reach its goals, effective and efficient
communication is important elements because it prevents and solves conflicts
when they arise.
It must be noted that most conflicts are not of a one source or cause but involve
a mixture of causes. For example, Cooperative or group management conflict
typically involves economic competition, but may also take the form of a power
struggle and often involves different ideologies or political values. The more thecauses that are involved, the more intense and intractable the conflict usually is.
Application activity 5.3
Basing on your experience and knowledge acquired, discuss the
causes of conflicts in groups, organization and institutions in the
society
5.4. Consequences of conflictsLearning activity 5.4
Read the case study and answer questions
One day, Mary stayed with her brother Peter 9 years old. As elder
sister, she took care of the house and was commanding her brother to
perform some simple home chores. “Peter, go and bring me water in the
bucket”, Peter said I am tired, go there aged yourself. Mary said bitterly
you Monkey!! I will not give you food. You call me Monkey? You should
apologize because that is an abuse! Mary said, apologizing for what you
stubborn boy!! Peter god angry, went in Mary’s room and picked two new
pair of shoes and three them into the pit latrine. When Mary noticed this,
she beat her brother seriously. When the mother came back home, Peter
narrated the story to her mother that Mary beat him. She called Mary in
a soft voice, grabbed her and gave her some punches and slaps. Mary
cried until the eyes become red. When the father arrived home, Mary
reported her mother to the father. The father started quarrelling with the
mother over beating Mary, and they ended in a serious fight until the
neighbours intervened. They had injured each other and were taken to
the Hospital.
Questions:
Basing on what you have read in the story and your own experience,
discuss the consequences of conflicts, family, institution and societyat large.
In conflict, people show disrespect for others’ ideas. They aim to promote their
interests at the cost of others.
A. Negative consequences of conflicts
5.4.1. Mental strain
Excessive conflict creates tension and frustration amongst people. This not only
harms the individuals (as they may enter into a state of depression) but also
harms the organization (people do not positively contribute to organizational
productivity).
5.4.2. Discontentment
Conflict breeds antagonism and discontentment. This reduces power to think
creatively and reduces group effectiveness. If people do not arrive at mutually
agreeable solutions, it results in discontentment. People are not satisfied with
their jobs. This lowers the organizational productivity.
5.4.3. Communication breakdown
When individuals or groups develop conflicting ideas, they avoid interacting with
each other. This reduces communication amongst them leading to inter-group
rivalry and loss of productive ideas.
As conflicts lead to disagreement and communication breakdown, people do not
agree with each other leading to splitting up of groups and units. This diverts
energy from organizational goals and leads to instability in the organizational
structure.
5.4.4. Resignation
Discontentment can lead to resignation from jobs. If results are not in favour of
people who strongly oppose certain decisions, they do not wish to work in those
organizations and look for other job outlets. If these people are dynamic and
creative individuals, it is loss for the organization.
5.4.5. Distorted perceptions
Groups hold strong perceptions about their activities and disregard those of the
other group. They highlight their strong points and competitors’ weak points. This
leads to deviation from organizational goals.
5.4.6. Competitive struggle
Conflict leads to competition. Rather than arriving at consensus, agreement or
settlement, competitive struggle declines group’s ability to think and act positively.
5.4.7. Subordination of group goals to individual goals
Members promote personal goals rather than group goals. They think of ways to
promote their personal interests rather than organizational interests. This reduces
organizational efficiency. People divert energy from constructive to destructivethinking.
They think of how to win over conflicting situations rather than pursuing
organizational goals. Short-term personal problems, thus, supersede
long-term interests of the organization. People focus on personal goals
at the cost of organizational goals. This results in goal displacement as
short-term perspective overpowers the long-term perspective.
5.4.8 Threat to group survival:
In extreme situations, members can stop working. This stop functioning of the
group and threatens its survival.
B. Positive consequences of conflicts management and resolution
Conflicts are inevitable and they have not only negatives consequences.
However, they have positive consequences if they are efficiently managed and
resolved. Then conflict become constructive and encourages new ideas to solve
organizational problems. It promotes change and keeps the organization going
in the desired direction. Within conflict management and resolution, differences
in opinion do not hurt anyone’s feelings. People respect each other’s ideas and
arrive at new solutions to the problems to develop working relationships.
5.4.9. High degree of cohesion
Inter-group conflict gives rise to commitment and loyalty amongst members
of the group. Group members unite together, take advantage of opportunities,
overcome threats and take strong actions to resolve their problems. All members
of the group work together for a common goal.
It promotes group cohesiveness if people of different groups compete with each
other. In order to do better, members of each group work together. They become
loyal and bonded to each other which promotes organizational performance.
5.4.10. Improvement in quality of decisions
When group members face conflict, they think of all possible solutions to the
problem, evaluate the decisions and use their creative and innovative abilities
to arrive at the best decisions. Inter-group conflict, thus, improves the quality of
decisions and stimulates creativity and innovation. When people have conflicting
opinions, they deeply analyze facts of the case. Deep understanding of concepts
promotes new thinking, new ideas and, thus, fosters innovation.
5.4.11. Emergence of leaders
Everybody does not think alike in conflicting situation. Group members bestow
power on those who can positively contribute to the problem situation to takedecisions. Increased power gives rise to leaders who act as the group captain.
This also reduces rivalry amongst members to become group leaders.
5.4.12. Response to change
Conflict promotes change if people do not readily agree to each other. Differences
in opinions, values and perception introduce new ways of working which is
different from the traditional thinking. Conflicts challenge the existing a situation
and promote new ideas and reassessment of current group practices. Conflict
signals something wrong with the present system of working and promotes ability
to assess the present and desire for a better future. Conflict, thus, increases
responsiveness of group to change.
5.4.13. Increased productivity
It is empirically proved that productivity of conflicting groups is more than
those which have close agreement amongst the members. Members with
different perceptions and interests produce high-quality solutions to problems.
This improves productivity of the group. Conflicts highlight weaknesses in the
existing system of management. These weaknesses can be removed to improve
efficiency of the organization’s operating system.
5.4.14. Releases strain
If group members do not agree with pre-defined values and norms, conflicts
give them a ground for voicing their reservations. This releases strain that would
otherwise remain suppressed in their minds. In conflicting situations, people
openly express their thoughts and feelings, even if they are against the thought
process of other members of the organizations. This releases strain and providesmental satisfaction to the members.
Application activity 5.4
1. Discuss the consequences of conflicts to individuals and to the
community in general
2. Discuss the positive consequences of conflicts management
and resolution to individuals and to the community in general
5.5. Management and transformation of conflict
Learning activities 5.5
1. Differentiate, conflict resolution, conflict management and conflicttransformation
Conflicts are part and parcel of human life and experiences. When they occur,
they are either solved, managed or transformed. The following are differences
between conflict resolution, conflict management and conflict transformation:
5.6.1. Meaning of key concepts• Conflict resolution
Conflict resolution seeks to heal the conflict at the heart of dispute. It focuses
on finding creative solutions and common grounds between parties. It views the
conflict as a neutral source rather than negative a harness the possible outcome
of conflict creates a solution. Conflict resolution focuses on short term disputes
that are present through the understanding of the root causes of conflicts and
envisages methods to solve them. Conflict resolution is often utilized to create
positive-sum constructive outcomes from a conflict. In deciding what conflicts
should be solved using conflict resolution, the creative potential of conflict should
be considered. it is more accurate to describe conflict as a neutral force with
constructive and destructive potential.
• Conflict management
According to Bloomfield and Reilly, conflict management can be defined as “the
positive and constructive handling of difference and divergence” (Bloomfield
and Reilly, 1998). Instead of focusing on resolving differences between people,
conflict management takes a pragmatic approach to conflict by constructing
agreements and practices that allow people to effectively cooperate despite their
differences. Thus, conflict management is used for long standing conflicts that
cannot be resolved easily and helps the parties to learn how to continue being
in the same space without reverting the behaviors present at the highest of the
conflict. Therefore, it is a system that handles differences and disputes positively
and constructively to encourage parties to work together even during conflicts. It
seeks to mitigate the negative effects in the environment of the conflicting parties.
For some conflicts or disputes, conflict resolution and conflict management work
together since when the conflicts surface parties start looking into conflict resolution
to solve the disputes and when it intensifies, they use conflict management.
• Conflict transformation
Unlike conflict management, which focuses on providing tools to mitigate conflict,
and conflict resolution, which focuses on providing creative solutions through
resolving conflict constructively, conflict transformation asserts that individual
conflicts are influenced by larger cultures, systems, and structures that promote
the continuation of conflict. Like conflict resolution, conflict transformation fulfills
psychological needs by not only making sure parties’ needs are addressed
in individual conflicts but by ensuring they are being fulfilled by the system
surrounding the conflicts. Conflict transformation empowers individuals to handle
conflicts creatively and nonviolently on their own while addressing changes in thesurrounding system that may allow for sustained peace
There is no one solution that will work in all situations in solving and
managing conflicts. Each situation will be different, from the trigger of the
conflict to the parties involved. A manager skilled in conflict resolution
should be able to take a birds-eye view of the conflict and apply the conflict
management style that is called for in that specific situation.
Conflict management is the process by which disputes are resolved, where
negative results are minimized and positive results are prioritized. There
are five conflict management styles:
5.5.2. Conflict Management styles/Methods
• Accommodating
This style is about simply putting the other parties needs before one’s own. You
allow them to ‘win’ and get their way. Accommodation is for situations where
you don’t care as strongly about the issue as the other person, if prolonging the
conflict is not worth your time, or if you think you might be wrong. This option
is about keeping peace, not putting in more effort than the issue is worth and
knowing. Accommodation can be the absolute best choice to resolve a small
conflict and move on with more important issues.
Example: Daniel and Peter are arguing about discussing about the best
Combination to choose after ordinary level. Peter considers Science combinations
as the best combinations ever, while Daniel proposes humanities combinations
as the best one. Peter prefers to stop arguments and agrees that science
combinations are better just to stop arguing and confirms that both combinations
are fine.
• Avoiding
This style aims to reduce conflict by ignoring it, removing the conflicted parties,
or evading it in some manner. Team members in conflict can be removed from
the project they are in conflict over, deadlines are pushed, or people are even
reassigned to other departments. This can be an effective conflict resolution style
if there is a chance that a cool-down period would be helpful or if you need more
time to consider your stance on the conflict itself. Avoidance should not be a
substitute for proper resolution, however; pushing back conflict indefinitely canand will lead to more and bigger conflicts down the line.
Example: Kalisa and Kaliza are students in Senior four Nursing program.
They have been given assignement to accomplish and submit
in five hours. They do not agree on the procedures to follow.
However, when the teacher informs them that they are given
one additional day to submit, they leave out misunderstanding
and draw new strategies to accomplish the task in new time
schedule.
• Compromising
This style seeks to find the middle ground by asking both parties to concede
some aspects of their desires so that a solution can be agreed upon. This
style is sometimes known as lose-lose, in that both parties will have to
give up a few things in order to agree on the larger issue. This is used
when there is a time crunch, or when a solution simply needs to happen,
rather than be perfect. Compromise can lead to resentment, especially if
overused as a conflict resolution tactic, so use sparingly.
Example: James and Rosette are students in Senior 4 Nursing program,
they are given an assignment on maternal childcare, James
wants to present using video while Rosette prefer to use
pictures, texts and illustrations. This causes a dispute among
them. However, they resolved it by taking a half of assignment as
a video and other part to include pictures, text and illustrations.
• Competing
This style rejects compromise and involves not giving in to others viewpoints
or wants. One party stands firm in what they think is the correct handling of a
situation and does not back down until they get their way. This can be in situations
where morals dictate that a specific course of action is taken, when there is no
time to try and find a different solution or when there is an unpopular decision to
be made. It can resolve disputes quickly, but there is a high chance of morale and
productivity being lessened.
• Collaboration
Collaboration involves putting together several ideas given by different people so
as to come up with a solution acceptable to everyone. It produces the best longterm
results, at the same time it is often the most difficult and time-consuming to
reach. Each party’s needs and wants are considered, and a win-win solution isfound so that everyone leaves satisfied.
• Negotiation
The principles of collaborative negotiation are useful to solve a dispute around
you. This is the technique of deal-making that help to solve a problem within
your limit. For instance, you should target to explore the interests underlying
parties’ positions, such as a need to resolve a dispute without attracting negative
publicity. By negotiating options and looking for minimum best across disputes,
you may be able to negotiate a desirable outcome to your disagreement without
the help of outside parties.
• Mediation
In mediation, disputants come up with a skilled, neutral third party to help them
come to harmony. Rather than imposing a solution, a professional mediator
inspires disputants to search the interests underlying their positions. Working with
disputants both together and individually, mediators seek to help them find out
a resolution that is viable, voluntary, and not obligatory. This strategy transforms
the conflict to an opportunity to make adjustments through listening to others
thereby making reasoned choices.
• Arbitration
Arbitration resembles a court trial. Here, a neutral third party serves as a judge
and make proper decisions to end the dispute. The arbitrator listens to the
arguments and evidence presented by each side and then extracts a binding
and often confidential decision. Although disputants typically cannot appeal an
arbitrator’s decision, they can negotiate most features of the arbitration process,
including whether lawyers will be present and which principles of evidence will
be used. Arbitration transforms the conflict into a forum for reasoning together,
explaining any shared vision and showing the need to share available resources
harmoniously. This is likely to lead to improved interdepartmental relations;
increased morale among members of the conflicting groups hence increased
productivity.
Peace keeping forces are sometimes used as arbitrators where there are conflicts
and wars. The role of the peacekeeping forces usually is to not only maintain
peace and security, but also to facilitate the political process, protect civilians,
assist in the disarmament of fighting groups, support the organisation of elections
in areas where the ruler of law has been restored, protect and promote human
rights and assist in restoring the rule of law.
• Litigation
In a civil trial, a defendant and a litigant face off before either a judge or a judge
and bench, who weigh the evidence and make a decision. Information presented
in hearings and trials usually enters the public record. Lawyers typically rule
litigation, which often ends in a negotiated settlement during the pretrial period.
Note that negotiation and mediation are the informal procedures that always try
to make decisions without harming the disputants. Conflict-resolution training can
further improve your ability to negotiate satisfactory resolutions to your disputes.
• Guidance and counselling
This involves talking to an objective or an experienced person for advice. It
transforms the conflict into an opportunity to see competing interests or thoughts
as platforms to choose the best option. This empowers the decision-maker to
make informed decisions.
• Talking to others about the conflict
This involves sharing your mental struggle with those close to you. This gives
the person an opportunity to hear the opinions of others, clear any doubts orconfusions and therefore transforming the conflict into a learning opportunity
Application activity 5.5
Discuss different conflict resolution and management in the society
5.6. Conflict PreventionLearning activity 5.6
Read the following case study and answers the questions that follows:
Once upon time, there was family in Eastern part of Rwanda and all
inhabitants fled to other districts to find some food. The found fertile
lands and stayed there for a long time. Across the border in Tanzania, the
Rwandese who live there decided to come back to their home country and
were settled in Eastern part. They grew crops, they reared animals and
became rich. They considered that area as theirs. When the inhabitants
who fled because of the famine heard this, they started planning how to
come back to chase away those who repatriated from Tanzania.
Questions:
1) Suppose you are a leader how would you solve the land settlement
issue?
2) Propose conflict preventive measures that you would take to ensure
that the conflict over land does not break at home, community and
society
Conflict prevention is a broad term that refers to a variety of activities and
strategies within the field of peace building that are deployed to pre-empt and
subsequently neutralize potential triggers to widespread violent conflict.
Conflict prevention is defined as “a medium and long-term proactive operational
or structural strategy undertaken by a variety of actors, intended to identify and
create the enabling conditions for a stable and more predictable international
security environment.”
According to Michael Lund conflict prevention is any structural or intercessory
means to keep intrastate or interstate tension and disputes from escalating into
significant violence and use of armed forces, to strengthen the capabilities of
potential parties to violent conflict for resolving such disputes peacefully, and
to progressively reduce the underlying problems that produce these issues
and disputes. Hence, conflict prevention are any measures that prevent violent
conflicts and strengthen the capacity of concerned actors to act structurally to
reduce the possibility of conflict. There are two types of conflict prevention
• Direct or operational conflict prevention
Direct or operational conflict prevention is a reactive and often short-term
interventions and measures taken to prevent an imminent outbreak of violence.
Direct prevention of conflict uses mediators. Example: Getting a mediator or
withdraw of military forces in an area.
• Structural conflict prevention
Structural conflict prevention is a long term institutional or grass roots changes
and measures designed to help create sustainable peace, while addressing
the underlying causes of violence within a community. Example: Economic
development assistance or increased political participation.
If conflicts are not resolved and managed, can lead to major problems which
may affect the whole nation and affect development negatively. It is a duty of
everyone and political entities to ensure that conflicts are resolved, managed and
prevented. Conflicts can be prevented in the following ways:
• Good governance
Good governance is effective in preventing conflicts. It achieves this through its
participatory approach where every citizen’s voice is taken into consideration in
decision making process. It is consensus oriented and protects the minority, it
ensures accountability, efficiency, transparency, equitability and the rule of law
at all leadership levels. It ensures that legal frameworks are impartial, protectshuman rights and ensure justice at all levels.
• Effective and efficient communication
Effective and efficient Communication also plays a very important role in avoiding
conflict. People get to know of other’s expectations and make their expectations
known only through communicating. The way one talks, the tone and choice of
words, politeness and respect in communication can prevent or trigger conflicts.
• Emotion management
Emotions and feelings are lived every day. Controlling one’s emotions, feelings
also is very important as emotional outbursts often result to conflicts and leads to
negative consequences unnecessarily. People should sound judgments, critical
thinking in decision making to avoid conflicts.
• Values Education
Values education helps to prevent conflicts since it imparts necessary traits, and
the concept of good and bad right and wrong which leads people to have the
same point of view on some things. For example, patience and listening, honest,
justice, peace, respect, humility are core values in conflicts prevention.
• Transparency and accountability
Transparency and accountability ensures that all people are given equal
opportunity opportunities and have access to all services. When some do not
abide by principles, they are held accountable of their actions or decision and
therefore justice is ensured. to all citizens. This checks against gender, ethnic or
any forms of discrimination, nepotism, corruption that may come across.
• Equality of all people in all spheres of lives.
Equality of people is the mother of harmony and peace in the society. When all
citizens are given equal opportunity to services, jobs, health care, education,
economy conflicts are minimized. Because if a problem arises is solved
immediately. Again, ensuring inclusivity, gender equality and equity, participatory
approach in all spheres of life is a value to conflict prevention in the society.
• Putting in place laws that protect all citizens.
Legislation and law enforcement are forces that manage and prevent conflicts.
In Rwanda, many laws were put in place to protect citizen rights and their
property. For example, there laws that protect of gender-based violence, laws
for child protection, for social protection, for crime prevention. In addition to
this, the Government of Rwanda prevents conflicts by putting in place policies
and programs that support and help vulnerable people. Example: mutual healthinsurance, VIUP, Girinka, Abunzi program among others.
• Security and economic stability
Ensuring a stable economy in a country helps to prevent conflict. When the
citizens know they can set up businesses, they can make money and can save
and invest without fearing their investment will be stolen will help people workbetter and with more confidence and with each other fairly.
Application activity 5.6
1. Differentiate direct from structural conflict prevention
2. Assess strategies of conflicts prevention in Rwanda and elsewhere
in the world.
5.7. End Unit Assessment
End Unit assessment
1. Explain the meaning of the following concepts
a). Conflict
b). Conflict management
c). Conflict resolution
d). Conflict transformation
2. Discuss the types of conflicts in society
3. Assess the causes and consequences of conflicts on individual,
community and society in general.
4. Suppose you are elected a leader of a given non-government
organization, what strategies would you use to solve, manageand prevent conflict in your organization.