DEFINITION

In group dynamics, it is unavoidable to have problems and challenges. It is bound

to create friction, division, and arguments as mixed of different personalities and ideals.
CONFLICT is defined as follows:
1. A sharp disagreement or clash of ideas, interests, etc.
2. The dynamics when two or more people, organizations, or groups perceive
one another as a threat to their needs or interest.
3. Perceived incompatibility of actions or goals between people or nations
happens when there is an imbalance between concern for oneself and others.

It is believed that the center of a conflict is the lack of recognition of a person’s

innate human values, such as respect and/or justice. Individuals in conflict perceive that
one’s gain is another’s loss. It entails strong negative emotions such as pain, anger, and
misery. The reasoning is often clouded, and miscommunication occurs, especially since
people are in a heightened emotional state that may result in to exchange of unpleasant
words or inflict harm on others.
The conflict cycle involves a triggering event, which is perceived as a threat by
another person. This is followed by an intense reaction to the perceived threat. Acting out
of emotion, which is the retaliatory act, ensues, and the first party, in turn, perceives this
as a threat, and the cycle goes on.

STAGES OF CONFLICT
Based on the United Nations Economic and Social Commission for Asia and the
Pacific (ESCAP) publication on Conflict Negotiation Skills for Youth (2003), the stages of
conflict are here. They explained that the stages happen more simultaneously than
exclusively.
1. INTRAPERSONAL – with oneself, like when one is indecisive about things
 2. INTERPERSONAL – among two or more individuals, like having a
misunderstanding between friends, family members, or lovers
3. INTRAGROUP – within the same interest group, like a student organization
4. INTERGROUP – between two or more groups, like fraternities

STRATEGIES IN DEALING WITH CONFLICT

According to John Crawley and Katherine Graham (2007), in the book entitled
“Meditation for Managers: Resolving Conflict and Rebuilding Relationships at work, "
people usually use four strategies when faced with a conflict in their work setting.
1. FIGHT - force the other party to accept a stand that is against that party’s
interest
2. SUBMIT – yield to the demands of the other party and agree to end the conflict
3. FLEE – leave the situation where the conflict is occurring or change the topic
4. FREEZE – do nothing and just wait for the other party’s next move or allow
the pressure to build-up

CONFLICT RESOLUTION STYLE AND PROBLEM-SOLVING

1. “Win-Lose” Style - One party in a conflict situation seeks to meet individual goals
at all cost, without concern for the needs of his opponent or their relationship.
2. “Yield-Lose” Style - One party view the relationship with the other party as the most
important consideration and not the attainment of one's goals. The party using this
style yields and loses its position.
3. “Lose-Leave” Style - One party has low concern for both the goals and the
relationship with the opponent. He loses by default through withdrawing from the
situation.
4. “Compromise” Style - One party, has a moderate degree of concern for both the
goals and the relationship with the opponent. The party will try to reach a
“compromise”, or what is known as the “win some - lose some” effect.
 5. “Integrative” Style - One party has a deep concern for both the goal and the
relationship with the opponent. The conflict is resolved by working collaboratively
with all concerned parties so that everyone will end up a winner. This is also known
as the “win-win” style.

NEGOTIATING THROUGH A CONFLICT RESOLUTION

The following steps can help in negotiating and resolving a personal conflict.
Keeping in mind these important measures can alleviate emotional hurt and psychological
backlash that can further strain, if not destroy, relationships.
1. Understand the nature of the conflict. A more profound grasp of the situation
and essential facts can lead to a clearer solution by asking significant
questions. You can ask the following questions:
§ Is the conflict caused by somebody else’s behavior?
§ Were your expectations met?
§ Did the person promise you something but did not fulfill it?
§ Did someone fail to uphold something very important and of value to
you?
2. Acknowledge your feelings and emotions. Be aware of the stirrings of emotions
within you. Constructively express this, like verbalizing the sentiment with the
other person.
3. Examine your relationship with this person. How much does the person you
conflict with matter to you? How meaningful is your relationship with the
person?
4. Clarify your intentions. Do you want to continue your relationship with this
person or not? If yes, then proceed to undertake a dialogue. If not, decide if you
want to keep the relationship or not.
5. If you wish to keep the relationship, talk with the person involved stating that
you value your relationship and would like to express your feelings about what
was done or not done to you, then ask for an explanation of the other person’s
actions.
6. Once the dialogue is accomplished to your and the other person’s mutual
satisfaction, grant a reconciliatory act like shaking hands or embracing each
other. If necessary, grant or request forgiveness or apology, then promise to
move on.