Conflict Interaction

Folger, Poole & Stutman Chapter 3

 Theories of Conflict Interaction
 Interaction perspective emphasizes several
questions:
 What patterns exist in conflict interaction?
 What rules or structures do people use to make
interpretations and construct social meanings in
conflict situations?
 How do people use messages to accomplish their
goals in conflicts?
 Which factors influence how sequences of moves
unfold in conflict interaction?
 Social Exchange Perspective
 Basic assumptions
 Guiding force behind behavior is self-interest.
 Distributive justice (rule of fairness to the other in
relationships)
 Rewards and costs stem from an exchange of
resources among participants during interaction.
 i.e., liking, love, status, information, etc.
 Based on an economic model…
 Findings from social exchange
research
 Focus on the role of strategic calculation in
conflicts
 Emphasizes the importance of
interdependence in conflicts
 Provides a picture of conflicts as moves and
counter moves
 Shows that rewards and costs associated with
moves depend not only on direct, instrumental
gains, but also on the effects the moves have
on the relationship.
 Phase Models of Conflict
 Conflicts move through recognizable phases
 Rummel’s Five Stage Model
 Latent
 Initiation stage (triggering event)

 Open Conflict

 Settlement leads to a balance of power

 Disruption stage (restarts the cycle)

 Phase Models of Conflict
 Pondy (1967) 5 Stage Model of Organizational
Conflict
 Latent conflict

 Perceived conflict

 Felt Conflict

 Manifest Conflict

 Aftermath
 Stage Models of Conflict
 Bargaining phases
 Distributive bargaining

 Problem Solving

 Decision Making
 Insights of Models of Conflict
 Insights from stage models:
 Conflicts have a definite pattern or rhythm.
 Same messages, behaviors or interactions can have
different meanings in different stages.
 Highlights the importance of triggering events.
 Conflict often includes a testing period.

 Main weakness of phase models

 Overly simplistic—many times conflicts don’t
neatly follow the stages
Multiple sequences in conflict: patterns

 Focused work(low confrontation); some

integration.
 Critical work (raising alternative points)
 Open opposition (conflict surfaced)
 Conflict resolved by avoidance or win/lose.
 Problem-solving or compromising
 Interdependence
 Basic types of interdependence
 Promotive: (gains by one party promote gains by
the other)
 Contrient (one’s gain is another’s loss)

 Individualistic (perceive no interdependence)

 Reciprocity and compensation
 Mutual influence (move and countermove)
 Reciprocity
 Positive
 negative

 Compensation
 To a negative act turns conflict to positive
direction
 Require optimism; conviction in resolution
 Framing issues in conflict interaction
 Interaction influences frames
 Framing help clarifying differentiation
 Umbrellas (introducing issues to legitimize
grievance; opponent does not accept original
issue)
 Issue expansion (adding issues = incompatible
interests)
Framing issues in conflict interaction
 Negative inquiry (seek other’s clarification)
 Fogging (select parts of an issue, ignore
others)
 Fractionation
 Breaking complex conflict into manageable issues
 Helping in setting agendas
 Social identity and intergroup Conflict

 Theories of natural differences don’t explain

why groups are in conflict (i.e., nationalities)
 Roots of intergroup conflict lie in the basic
need for human identity.
 Social categorization: define ourselves through our
groups
 Communication plays a key role in social
categorization
 Social identity and intergroup Conflict
 When people accept social categories, they act
according to those categories
 This creates a self-reinforcing cycle
 Pluralistic ignorance: both sides are mistaken
about the other, but neither is aware they are
mistaken
 Culturally defined roles influence interaction
 i.e., gender and conflict
 Social identity and intergroup Conflict
 Factors influencing social identity include
 Motivation
 Awareness of difference
 Others’ reaction and expectation

 Group differentiation can lead to conflict

 Communication dynamics reinforce we-they
polarization
Social identity and intergroup Conflict
 Together, the processes of social categorization,
group differentiation, and intergroup ideology
development define social reality.
 Thus, group members transfer general beliefs
about other groups and their differences into
conflict situations.
 Differences in history and culture between
groups can also create misunderstandings.
 Conclusion
 Each of these theories provide pieces to the
puzzle of understanding conflict.
 Evaluate and choose theories for their utility in
helping explain and manage conflicts.