Nature of the Conflict

NATURE OF THE CONFLICT 5

Natureof the Conflict

  1. The understanding of the nature of the conflict is an important aspect of managing interpersonal conflicts.

  1. The expressed struggle of the conflicting parties is important in the understanding of the nature of the conflict between adversaries.

  1. The struggle between adversaries can also be implied by the adversaries, which fuels the extent of conflict and the complexity of solving the case.

  2. For example, express struggles between a manager and employees may portray the implied struggles and the emotional aspects of arising from disatisfation with the working conditions.

  1. Through such understanding, a person is able to examine and compare the incompatible goals of the adversaries.

  1. The existence of incompatibility is the main fuel of a conflict between adversaries.

  2. In a typical human resource department, incompatibility of goals of different supervisors may become the core source of struggle in job description for employees either in expressed or implied terms (Jones, 2007).

  1. Through the evaluation of the interests, the arbitrator is able to establish the delicate points of interest which will be the origins of a solution.

  1. Understanding the points of interest establishes the circumstances that surround the situation as the environmental factors to the disagreement (Adler, 2012).

  2. To evaluate the nature of a conflict, it is imperative to examine the issues that sorrounds the conflict asthey are expressed by the struggle between the adversaries.

  1. To manage a conflict, the points of interest and related environmental issues help analyze the perceived scarce resources associated with the conflict.

  1. The scarcity of resources is one of common causes of conflicts in an organizational or public set up.

  2. The evaluation of the scarce resources by adversaries is also important to understand the problems associated with the conflict (Jones, 2007).

  3. According to Jones (2007), over 30% of organizational conflicts have their point of interest commonly associated with scarcity of resources, which guides the interdependence between the adversaries.

  1. The interdependence between the adversaries is should be evaluated in order to establish the nature of a conflict.

  1. Understanding the interdependence exposes more points of interest as well as the perceived alternatives to the solution of the conflict.

  2. According to Wood (2009), understanding of interdependence is better established when two people examine the level of their interaction the same can be used by arbitrator to understand conflicts.

  1. Evaluation of the current level of interdependence is needed to predict future nature of the conflict among the adversary parties.

  1. Information from the evaluation of interaction is important to understand the past, present and the future of the conflict, whether the situation is solved or not (Wood, 2009).

  2. The evaluation of the past, present and future levels of the conflict helps an arbitrator to establish the basis for understanding the facts of the situation in the conflict (Dobkin &amp Roger, 2006).

  1. Evaluation of the environmental factors surrounding the conflicting parties is important in understanding the nature of a conflict.

  1. A conflict must be evaluated on the perspectives of the factors that surround the parties under conflict as well as the interests by the adversaries.

  2. For example, an arbitrator between two employees may need to evaluate the external factors between them by exploring their personal association, that affect them in order to establish a comprehensive nature of their conflict.

Theunderstanding of the nature of a conflict leads to the identificationand understanding of the styles used to express conflicts among theadversaries.

References

Adler,R. B., Rodman, G. R., &amp Cropley, C. (2012). UnderstandingHuman communications.

Oxford:Oxford University Press, Incorporated

Dobkin,B., &amp Roger C. (2006).Communicationin a Changing World, 2nd Edition.McGraw-Hill

LearningSolutions

Jones,G. R. (2007). OrganizationalTheory, Design, and Change(5th ed.). New Jersey: Pearson

Education,Inc.

Wood,J (2009). InterpersonalCommunication: Everyday Encounters.New York: Cengage

Learning