According to the National School Board Association, NSBA, conflict occurs when one or both parties in a relationship are not getting what the need or desire. These needs can be either material or emotional. The stakeholders may be conscious of their individual needs and they may communicate directly with the other party. In some cases, however, parties involved in a conflict are not conscious of what they are seeking, and they don't become conscious of their needs until they take steps to resolve the conflict.
Identification
According to the NSBA, a conflict often occurs when two parties have poor communication, lack of trust and often weak leadership or management. Conflict can be identified by the presence of open disagreements, resentments and disrespectful communication. Interpersonal conflict is often characterized by negative body language, arguments and competing or conflicting values and goals.
Causes
According to the Conflict Information Consortium, CIC, at the University of Colorado, the roots of conflict often lie in competing or conflicting needs or values that exist between two parties. In addition to having conflicting interests or goals, two parties may develop a sense of frustration or distrust towards the other party. Often, this is accompanied by a sense of disequilibrium of power, authority or responsibilities.
Destructive Conflict
The NSBA characterizes destructive conflict as disagreements that take time and energy away from other activities. Destructive conflict typically reduces cooperation between two parties and highlights the differences and competing interests, rather than possible solutions. Destructive conflict also tends to escalate conflict, often resulting in verbally or physically destructive behavior.
Constructive Conflict
The NSBA suggests that constructive conflict is centered around clarification and resolution of key issues. Constructive conflict typically involves active listening and open communication in which both sides seek to understand each other. Constructive conflict also builds a sense of cooperation from which both parties can offer ideas and solutions. This reduces anxiety and anger, which in turn allows for increased communication and shared insight.
Resolution
Both the NSBA and the CIC at University of Colorado suggest that conflict resolution is most effective if conflicts are addressed quickly and honestly, with a candid discussion of the competing interests or values. The CIC notes that conflicts that often seem intractable actually have the potential for positive resolution if there is prompt communication and honest dialogue between the two parties. The CIC notes that this does not necessarily mean that all parties will reach an ideal outcome, but that conflicts can be deescalated with early, effective mediation.
Member Comments