WHAT IS

CONFLICT?
Natures of Conflict
• Conflict inflicts so much pain and negative emotions on those involved.
Reasoning is often clouded and miscommunication occurs especially at
the height of an emotional argument when words are exchanged to inflict
harm on the other.
• Oftentimes, conflict follows a cycle of retaliation. Conflict is started by
what is known as a "triggering event," which happens when an act of one
party is perceived as a threat by the other party.
• This retaliatory act becomes the triggering event to the party that initiated
the first triggering event. The cycle goes on until this is broken through
the intervention of a third party, or when the two parties decide to sit
down and discuss the situation to seek a common solution to the crisis.
Conflict Stages
• Conflict can happen anywhere whenever there are people. Conflict
may also involve just yourself, such as not being able to decide
whether to study or not for a test just so you can be with your friends,
or getting into conflict with the law. Conflict also happens between
groups and nations. According to the United Nations
• Economic and Social Commission for Asia and the Pacific (ESCAP)
publication on Conflict Negotiation Skills for Youth (2003), there are
four stages of conflict that do not necessarily happen exclusively at
any single time, but may happen simultaneously
Intrapersonal with oneself indecisive about things

having misunderstandings
among two or more
Interpersonal between friends, family
individuals members, or lovers

within the same similar to a student

Intragroup
group organization

between two or more

Intergroup like fraternities
groups
Responses to Conflict
 Conflict triggers strong emotional responses,
which are often caused by the short-circuiting of
the impulses received by the physical senses
when confronted by a threat.
 The amygdala immediately
releases a knee-jerk reaction to
the situation until the prefrontal
lobes are able to process the
situation for a more appropriate
reaction to either avoid or
confront the threat.
Facing conflict involves several types of
behavior
One is to directly confront the other person and engage in a peaceful
dialogue. However, when emotions are running high, violent behavior
usually occurs, such as the use of foul language, physical harm, verbal
threats, ostracizing the other party in public, spreading rumors to destroy
the other person's reputation, filing a lawsuit against the other party, and
in the case of labor groups, picketing or going on strike.
 Mediation for Managers: Resolving Conflict
and Rebuilding Relationships at Work

by John Crawley and Katherine Graham

• Fight - force the other party to accept
a stand that is against that party's
interest
• Submit - yield to the demands of the
other party and agree to end the
conflict
• Flee - leave the situation where the
conflict is occurring or change the
topic
• Freeze - do nothing and just wait for
the other party's next move or allow
the pressure to build up
What Creates Conflict?
• Competing for scarce or limited resources such as time,
jobs, food, natural resources, and even love and affection
within family or personal relationships
• Disagreement over the interpretation of facts or
information
• Perceiving threats to one's own needs and interests
• Perceiving unjust treatment caused by another person or
entity
• Miscommunication between parties
• Misjudging another person's or group's belief systems
born out of prejudice or bias
• Exhibiting behaviors that are destructive to another
person's wellbeing or reputation
Causes of Conflict
The Five Causes of Conflict
(According to the book, The Mediation Process: Practical Strategies
for Resolving Conflict by Christopher W. Moore)

Conflict develops in a relationship between individuals when there is

• Relationship an imbalance in recognizing and providing for the needs or interests
of the other party; or between groups of nations when there is a
• Data perceived imbalance in the distribution or sharing of power and
resources, or of opposing interests as well.
• Interest Conflict can also arise in the lack or misinterpretation of data, like
• Structural someone quoting research figures that may be questionable to others.
Interests are usually driven by needs, and when needs are not met,
• Values conflict happens.
Structural causes of conflict usually involve human organizations,
social structures, or processes and procedures.
An example of this is the conflict between labor
and management. Values are also causes of
conflict when prioritization of these values varies
from one party to another. For example, to a
parent, safety and security of a teenage child is of
primary importance, whereas to the teenager, it is
friendship. Conflict occurs when the parent
insists the teenager to be home before a certain
time, while the teenage child would rather spend
more time with friends.
Costs of Conflict
What suffers when one is in conflict with
another person or group?
A pestering conflict situation may put one's health and well-being
in jeopardy. We have learned how stress can affect one's overall
health, as well as one's interpersonal relationships. Conflict may
also decrease one's self-confidence, doubt one's self-worth, and
even question one's values.
When nations are in conflict, the costs
are oftentimes higher, such as
disrupted lives, destruction of life and
property, and human misery, as
people of warring nations experience
displacement, hunger, disease, and
eventual death.
In work organizations, conflict results in
expensive litigations, decreased
productivity as people are burdened by the
strong emotions involved when in conflict,
and poor working relationships resulting in
the breakdown of Organizational
teamwork (Crawley & Graham, 2002).
Positive Effects of Conflicts
Not every conflict has to end up with negatie results. When conflict
was defined earlier in this resoter, it was mentioned that it could also
serve asa driver or impetus for growth in the relationship between two
persons, groups, or nations. When a conflict is viewed as a positive and
necessary, factor in the development of individuals or groups, can lead
to more growth and deepening o relationships. Personal relationship, as
well as
work relationships that are in conflict, can be resolved through genuine
communication and healthy dialogue, trust, respect, and caring
Relationships often grow deeper and more
satisfying because it:
• allows for issues to surface;
• raises the awareness of both parties' needs;
• allows emotions to be expressed;
• understands and accepts the uniqueness and differences of other
people;
• strengthens the resolve of the parties to pursue common goals; and
encourages dialogue and empowerment. (Crawley & Graham, 2002)
Conflict Management Styles
Dr. Ken Thomas and Dr. Ralph Kilmann,
professors of management from the
University of Pittsburgh, developed what
is now popularly known as the Thomas-
Kilmann Conflict Mode Instrument to help
people understand how they deal with
conflict by measuring a person's behavior
in conflict situations.
 According to Thomas and Kilmann (2008),
there are two dimensions to this conflict-
handling behavior:

• Assertiveness or the extent to which a person will try to

satisfy his or her own needs or interests
• Cooperativeness or the extent to which a person will attempt
to satisfy the other person's needs or interests.
Five Modes in Dealing with
Conflict

• Competing
• Accommodating
• Comprosing
• Avoiding
• Collaborating
Negotiating through a Personal
Conflict Situation
As an adolescent, what do you
need to understand, remember,
and do when dealing with
conflict?
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 1:
Understand the nature of the conflict. Is the conflict
caused by someone else's behavior? Were our
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?
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 2:
Acknowledge your feelings and emotions. Be aware of
the stirrings of emotions within you. Express this in a
constructive way like verbalizing the emotion with the
other person.
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 3:
Examine your relationship with this person. How
important is your relationship with the person?
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 4:
Clarity your intentions. Do vou want to continue your
relation seciate in this person or not? If yes, then proceed
to undertake a dialogue. If not, decide if you want keep
the relationship or not.
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 5:
If you wish to keep the relationship, have a talk with the
person involved stain. that you value vour relationship
and would like to express your feelings about wha was
done or not done to you, then ask for an explanation as to
the other persons actions.
 Steps when trying to negotiate or resolve a
personal conflict.
STEP 6
Once the dialogue is accomplished to your and the other
person's mutual satisfaction, then grant a reconciliatory
act like shaking hands or embracing each other. Grant or
request for forgiveness or apology if necessary, then
promise to move on.
QUIZ TIME!!!
Question 1
Conflict is started by what is known as a [blank] which
happens when an act of one party is perceived as a threat
by the other party
A. Triggering Event
B. Trust Issues
C. Miscommunication
Question 2 - 5
Identify the four Stages of Conflict:

• ㅤ
• ㅤ
Question 6 - 9
Identify the four strategies that people can use
when in conflict in the workplace

• ㅤ
• ㅤ
Question 10

Give one example of how conflict can

be created
ANSWERS
Question 1
Conflict is started by what is known as a [blank] which
happens when an act of one party is perceived as a threat
by the other party
A. Triggering Event
B. Trust Issues
C. Miscommunication
Question 1
Conflict is started by what is known as a [blank] which
happens when an act of one party is perceived as a threat
by the other party
A. Triggering Event
B. Trust Issues
C. Miscommunication
Question 2 - 5
Identify the four Stages of Conflict:

• ㅤ
• ㅤ
Question 2 - 5
Identify the four Stages of Conflict:

• intrapersonal
• interpersonal ㅤ
• intragroup
• intergroup
Question 6 - 9
Identify the four strategies that people can use
when in conflict in the workplace

• ㅤ
• ㅤ
Question 6 - 9
Identify the four strategies that people can use
when in conflict in the workplace

• fight
• submit
• flee
• freeze
Question 10

Give one example of how conflict can

be created
(will just be checked by reporters <3)