Primer / Voraborientierung
Group conflicts:
A conflict refers to a serious disagreement or even hostilities between different groupings of people which can be between communities, between cities, provinces, races, nations, empires. These conflicts may end up being resolved or settled by dialogue or use of force. A group conflict may also refer to people or individuals in a given organization or place, ganging up against one another due to mis-interpreted social behavior. Group conflicts can also arise due to differences in norms, values, religion and race.
Group conflicts can therefore be classified as follows:
a. Intergroup conflicts: this can be as a result of competition for valued material and resources, or result from some groups claiming more respect and esteem as compared to others. This can lead to hostility between groups. During these conflicts there is always an enemy, adversary or counterpart who might need to be removed in order for the other winning group to be famous.
b. Intragroup conflicts: is sometimes called infighting which is occasioned because of political supremacy between different groups in a country or region/tribe. Politicians will usually realign themselves according to party, race, and tribe, and fight so that they can always be at the top. The two groups will fight each other as though they are enemies.
c. Small group conflicts: In these groups there exist both positive and negative conflicts. Constructively, conflicts may bring about problems and issues, but also alternative solutions. This will allow for the group to move on in terms of positive, beneficial development.
How to manage conflicts in groups:
A conflict will be started by an individual by inciting others and they follow him/her, therefore in tackling this there is need to listen to the one who started. Put down the views of the whole group and then devise a way on how to put to control the conflict. Decisions should be taken accordingly by persuading the groups/group to agree on a common ground.
Finding solutions is the bottom-line of conflict management and lay the foundation of conflict resolution. There may be several strategies in the pipeline may have different approaches based on the organizational purpose and mandate.
It is said that where-ever human beings work conflicts always occur as that is human instinct. People have different kinds of emotions and feelings and different approach in seeing the things.
So when it comes to cooperative leadership in conflicts, it is a difficult art but a clever person can easily master it.
Negotiation is a course of action to achieve goals through communication with at least one other party, with the supposed outcome an agreement. The two parties have a conflict, or have differences that may result in conflict.
Conflict resolution may or may not require Conflict management conferences. These conferences help in conflict resolution in a constructive way. Conflict management conferences consist of four basic conflict resolution skill sets, useful to both members in conflict and third parties.
Identifying and defining conflicts is not a cake walk. It needs skills of conflict management. Especially in the workplace, two main types of disputes have been noted.
These are: Disputes of rights and Disputes of Interest. Disputes of Rights are where people or groups are allowed by law, by contract, by previous agreement or by customary practice to certain rights.
