Conflict resolution - Essay Example

Conflict resolution Introduction A conflict is a general of disagreement or animosity that affects the social or economic relationship of people. Conflict can involve two people or groups of people. While at the same time, conflict can involve a group of people versus an individual. In the event of a conflict, there results a state of turmoil that destructs the working relationship of people or an organization. The causes of conflict could range from a multivariate of factors including economic as well as social differences. Natural causes of conflict involve circumstances where one party feels undermined, oppressed or disadvantaged by the actions of another party, thus in a retaliatory manner, conflict ensues. Being involved in a conflict can result from lack of option thus in most circumstances, people will be unaware that they are part of a conflict. In most circumstances, people who are part of a social unit like the family, workmates and company members get themselves involved in a conflict owing to the social relationship they have with the conflicting individuals. The resultant instigator of a conflict is the response of people to a perceived threat rather than the true threat facing them. In this manner, when the perception of a threat does not become a reality, people modify their behavior by evolving the séance of threat, but when the perception to threat becomes a real threat, conflict occurs. In the United States, in particular, the racial factor is among the major causes of the threat. Predominantly, a conflict between the white and the black races have in some instances resulted in armed conflict along the streets in the major cities in the United States as well as in the residential areas. Conflicts of this magnitude fuel an increment in the crime rate. One critical factor in the conflict that involves races is that it does not discriminate class or education level of people, but blanket cover all individuals with the traits instigating conflict. In an attempt to understand conflict and the nature of conflict, thus paper will analyze a case study of Officer Schwapp who was a victim of conflict in his workplace and attempt to provide mitigation measures to bring understanding in the event of such a conflict. Case study 3 The conflict presented, in this case, concerns Mr. Schwapp, who was the first African-American police officer employed in Avon. During his service period, he was the only African-American among the all-white work mates. At the time of his resignation, Mr. Schwapp claimed that his actions were influenced by multiple incidences of racially detaroriatory comments from his colleagues. According to the history of criminal incidences in Avon town, records shown that there were times when all crimes were committed exclusively by blacks. This could be a factor that negatively painted the entire black race in the eyes of their white colleagues. Feeling unable to work any longer for the police force due to racial discrimination, Mr. Schwapp sort and received the Avon town employee assistance program where the report of the counselor concluded that reports of racial discrimination and alienation was rampant in the police department, not only against to Mr. Schwapp, but also to other civilians. Theories of conflict resolution Different scholars have devised different theories and models that are an attempt to resolve conflict in an amicable manner, depending on the nature and the cause of a conflict, one model may be applicable in resolving a particular conflict while another may not be appropriate for the same conflict situation. Among the theories / models of conflict, resolution is the dual concern model; according to this theory, conflict can be resolved through assertiveness or empathy. In accordance with this model, group members who are involved in a conflict must balance their concern for satisfying their needs and interest with the satisfaction of needs and interest of others. In accordance with the case presented above, application of the dual concern model of conflict resolution would require both the white officers and Mr. Schwapp to consider concerns for each other and self, thus modulating their actions to fit within circumstances that would allow prevalence of peace. Avoidance theory is another model of conflict resolution. In relation to this model, a person who is offended may avoid the conflicting situation through joking it out, changing the topic or avoidance of the topic. This model is predominantly used when an individual has no interest with the other party. Applicants of avoidance method of conflict resolution adopt a “wait and see” situation with the hope the conflict will resolve on its own. However, application of this model has a potential of allowing the conflict to continue to a greater level than anticipated. The cooperation conflict resolution theory involves an active concern both for pro-social and pro-self-behavior. This method is best used when an individual has an elevated interest in the own outcome as well as the outcome of the other. In a situation when one feels the conflicting situation is undermining the benefits accruing to both the conflicting parties, a cooperation method can be used to avoid the damages caused by the conflict. In this regard, the conflicting parties agree to work together despite their differences for a mutual benefit. Nevertheless, application of a cooperation theory in conflict resolution does not eliminate the initial cause of the conflict; thus, there is a potentiality for the reoccurrence of the conflict. A conciliatory method of conflict resolution is a theory developed because the conflicting individuals have intermediate concerns for self and others. Borrowing greatly from cooperation model of conflict resolution, the conciliatory model works by the conflicting individuals reconciling if the immediate benefits of working together are greater than what brings the differences. Nevertheless, unlike the cooperative model, conciliatory theory tries to find the cause of the conflict; thus, a conflict resolution through this approach appears to be permanent. Resolving the conflict The initial step in resolving the conflict, as presented in the case above, was to conduct psychological counseling to Mr. Schwapp. Psychological counseling is important to restore self-esteem and see the value in the race or social class where one belongs. Regaining self-esteem will enable Mr. Schwapp to react rationally to the comments of racial discrimination from the colleagues and the public. Racial acceptance brings a sense of pride in oneself and his race thus will undermine comments that portray the race in a negative manner. A permanent state of conflict resolution and understanding cannot be achieved if the instigator of the conflict is not eliminated. In the case presented above, it is evident that the white police officers have developed a negative attitude towards the black race. Reforms in the police force should thus be developed to target racial factors. Policies should thus be put in place to categorize actions taken to officers who will be proven to have participated in racially undermining actions. Additionally, educational strategies should be developed by the concerned department with specific target to the police force, as a means of sensitizing the officers on the importance of racial cohesion and harmonious coexistence to act as a means to eliminating racial discrimination. A theoretical model can be utilized to influence the nature of conflict resolution. As in the case presented above, a conciliatory conflict style can be applied. In the conciliatory conflict resolution approach, “compromising” is the hallmark to reaching a reconciliatory measure. This method values fairness, thus anticipates a give and take approach interaction. This works by accepting one demand of others thus the conflicting parties reaches halfway in conflict resolution measures. As presented above, Mr. Schwapp should demand that racial comments by the white colleagues be eliminated, in response, the black race should drop criminal activities that paint them negatively in the society, thus forming a fair and level playing ground for resolving the conflict. This method of conflict resolution can thus be termed as “cooperative” and “yielding” approach. A conflict resolution method that allows discovery of the root cause of the conflict, addresses, the cause and use mediatory measures to reconcile the parties is more permanent that methods that dictate the parties to compromise their stands for socioeconomic benefits. It is thus important to understand that a conflict situation has a profound impact not only on the conflicting parties, but also to the entire society. Inferring from the case presented above, in an event that Mr. Schwapp has resigned from the police force, roomers of the reason for his resignation will spread in the society. These rumors will fuel animosity between his black race and the white race that may jeopardize security situation in the locality. Additionally, conflict of the nature, as presented in the case above, has a profound implication on the economy. Racial conflict will compromise economic relationships such as trade with translates to interference with the economic development of the area. Court battles that often result in a racial conflict are another point of an economic disadvantage of a conflicting situation. Involvement in court tassels in an attempt to resolve a conflict come with legal fees and fines that could have been other wisely be spent in other profitable sectors of the economy. Different scholars agree that conflict has more disadvantages that its merits to the conflicting parties, thus a quick method of conflict resolution is critical to regaining an adequately functioning social structure. Read More