Conflict-Resolution Theory

A set of principles or rules used to analyze the nature of disagreements and suggest methods for ending conflicts. Conflict-resolution theory argues that conflict [Page 156]stems from a variety of causes, so there is not a single best method for dealing with it. Instead, one must attempt to determine the root causes of conflict and find the solution that best addresses them. Analyzing the root causes of conflict is the goal of conflict-resolution theory. Many of the basic ideas of conflict-resolution theory are drawn from the principles of conflict theory.

Conflict Theory

According to conflict theory, conflict between parties arises when one party is dissatisfied enough with the status quo (current state of affairs) to seek to change it. This typically occurs when the parties have (1) different perspectives on the situation, (2) different belief systems and values, or (3) different goals and interests. Determining which of these differences is the main cause of a conflict is key to resolving it effectively. For example, parties who see a situation from different perspectives must find some way to reconcile their differing views before they can begin to work toward a solution. In contrast, parties who agree on the facts of a situation but have competing goals can explore solutions that allow each side to achieve some of its goals.

Most conflicts can be categorized according to their root causes. The five basic types of conflicts are relationship conflicts, value conflicts, data conflicts, interest conflicts, and structural conflicts. Personal feelings and beliefs can play a central role in both relationship and value conflicts. Relationship conflicts arise when the parties have strong negative emotions toward or stereotypes about one another. Such conflicts are fueled by poor communication and miscommunication between groups, common factors in ethnic and racial violence. Value conflicts occur when one party tries to force its personal values or beliefs on another. Such conflicts may result when a government attempts to impose a state religion (as in modern Iran) or outlaw religious expression entirely (as in the former Soviet Union).

The other three types of conflicts arise from external forces or goals rather than from personal feelings or beliefs. Data conflicts are caused when parties are misinformed about the facts of a situation, have different information about a situation, or disagree on how to interpret the information they have. Competition over differing needs (or perceived needs) can lead to interest conflicts. Such conflicts can occur over substantive issues, including money, food, or natural resources, or psychological issues, such as a desire by one party to be treated with greater fairness, trust, or respect by the other. Structural conflicts are caused when outside forces create tension between parties. For example, a situation in which some citizens have better access to social services than others may create tension between the two groups even if neither group has direct control over the situation.

Conflict Resolution

Once parties have identified the cause of the conflict, they can work toward an effective resolution. A good starting point is to identify any areas of agreement that exist between the parties. Both sides in a dispute probably agree on at least some matters and likely share some interests in common. Identifying these areas of common ground forms a foundation on which to build a broader solution. Each side also should be made to understand that neither can impose a solution on the other without risking serious consequences.

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