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Mastering The Art Of Writing A Great Conflict Essay

Table of Contents

… But how to write a conflict essay?

This task can become a real stone of stumbling for many students, especially when they write admissions essays.

The practice shows that students tend to describe conflicts in the one-dimensional narrative, where one side of the conflict is depicted as a knight in shining armor and the other side is a complete villain.

Of course, it is the simplest way to manage conflicts (as anyone sees clearly, who is right), however, this approach highlight the inability to give an unbiased assessment of both sides of the conflict.

Here we will cover the essentials of writing such essays and how to avoid the most common mistakes in the conflict papers.

Studying the basics of the conflict essay

What is conflict, and what are its causes? Is it possible to avoid it, and how to solve it? Who are the participants, and is there a possibility for them to have a peaceful order? Here are the main points that should be covered in your text.

But what are you going to write about?

Different vocabularies give so many different definitions of this term that it is so easy to be bamboozled by all these meanings.

A war of a fight.
A mental struggle.
An opposition of persons or forces.
Anything that sets the character back from achieving a specific goal (in fiction).

That is why it is crucial to read and understand the task before you start writing.

Writing guideline for the essays about conflict

Your journey to the perfect paper should start with the proper investigation:

What is the type of conflict you are writing about?
What are its reasons?
What are the consequences?
How to solve it?

Taking into consideration all mentioned above, it becomes clear that the disagreement between two people does not limit the type of conflict. It also may cover a conflict between a man and society or nature, or even a fight against self.

And do not forget about the key players: the protagonist and antagonist of the conflict.

As soon as you have defined the central conflicts and leading players, it is time to gather facts that prove this point of view. Arm yourself with a pen and start searching for the evidence of conflict in the literary work, if your task is to cover the conflict depicted in a novel or a poem.

You may use many sources for data collection; however, make sure that they are reliable and relevant. And do not forget to jot down the information about the source for proper referencing; otherwise, using materials without appropriate arrangement will be considered plagiarism.

Carefully analyze gathered material and single out a precise thesis statement that will be the basis of the paper. Later it will become the last sentence of the introduction, but now it is the basis of the outline for your essay on conflict. The basic outline template for such paper will look like this:

A hook sentence – an interesting fact, question, quote, or anecdote.
Introduction part that makes readers aware of the conflict.
Thesis statement.
3 body paragraphs , each with one issue of the conflict and several proofs.
Address whether the conflict was resolved or not.
You may also discuss the ways of avoiding or solving the conflict.
The conclusion should cover the main points of the paper with the rephrasing of a thesis.

Breaking down a personal conflict essay

Two types of conflict can be covered in the essay – personal and internal. Personal, on its turn, can be divided into a conflict between people, or a person and organization, or a person and a state (especially in the countries of the totalitarian regime).

Usually, students prefer to describe their own conflict experience, for example, with parents or peers. In this case, one has to define the purpose of writing as thereon hangs the tone of the text. For example, the aim is to show that there are no right or wrong, but two legitimate points of view.

Then the tone of the paper will be empathic as the writer has the insight into the opposite point of view and there are two sides of every story.

What about an internal conflict essay?

Such essays deal with the psychological conflicts inside one person. Thus, they discuss what happens when we have to do something that is against ethical standards or values, or the clash of logical and emotional response to something.

Here much prominence should be given to the ways of overcoming this conflict and as a result, becoming a better person.

And in both cases, it is necessary to follow these guidelines to improve the quality of the text:

Pay attention to the task requirements: do not exceed the word limit , arrange the quotes according to the chosen referencing style, format the paper properly.
Make sure that the paper is plagiarism-free .
Edit and proofread the text.

Take advantage of a well-written conflict essay example

As they say, seeing once is better than hearing twice. When you look through a top-notch paper written by a professional writer, everything clicks into place.

What is more, you can use such paper as a template for your own paper and as a source of inspiration.

…What’s not to love?

Can’t complete such task in time? Entrust it to the professionals! Save time and energy, while your flawless paper will be ready for you in no time!

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Home — Essay Samples — Business — Conflict — Analysis of Personal Conflict Experience

Analysis of Personal Conflict Experience

Categories: Conflict Personal Experience

About this sample

Words: 991 |

Published: Nov 8, 2019

Words: 991 | Pages: 2 | 5 min read

What happened in the conflict and how did it escalate, why did the conflict start or escalate, what was the outcome, and why did the steps taken produce the outcome, what did this experience teach you about conflict, works cited:.

Cassavetes, N. (Director). (2004). The Notebook [Motion Picture]. United States: New Line Cinema.
Gosling, R. (Actor). (2004). The Notebook [Film still]. United States: New Line Cinema.
McAdams, R. (Actor). (2004). The Notebook [Film still]. United States: New Line Cinema.
Nicholas, S. (1996). The Notebook. Warner Books.
Nichols, T. (2004). The Notebook. Variety, 396(11), 34-35.
Parris, S. R. (2013). The Notebook. Salem Press Encyclopedia.
Rosenberg, R. (2004). The Notebook. The New York Times.
Snetiker, M. (2019). 10 things you didn't know about The Notebook. Entertainment Weekly.
Sparks, N. (2004). The Notebook: Screenplay. New Line Cinema.
Sullivan, A. (2019). The Notebook turns 15: Looking back at the movie that made us all cry. Entertainment Weekly.

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Essays About Conflict: Top 5 Examples and 7 Writing Prompts

Writing about disagreements between two or more groups is a challenge. To help you write this topic, see our examples and prompts for essays about conflict.

Conflict is a clash between two parties, often because of religious, social, or political disagreements. The ongoing war between Russia and Ukraine began in early 2014 and is an example of armed conflict. It affects the citizens, economy, tourism, and other sectors of the two countries, with impacts reaching other areas of the world.

In literature, conflict is an integral part of fictional stories that justifies characters’ actions and keeps readers engaged. Conflict is also a part of our everyday lives; from disagreements with family members to arguments with friends, we’ve all experienced conflict at one time or another. Since conflict is a sensitive topic, a critical rule in writing conflict essays is to always rely on factual evidence.

5 Essay Examples

1. why is conflict important by anonymous on studymoose.com, 2. analysis on conflict perspective in titanic by anonymous on edubirdie.com, 3. conflicts of difference in religion in the middle east by jennifer logan, 4. conflicts in relationship by james taylor, 5. workplace conflict by lindsey latoya, 1. the nature, type, and causes of conflict, 2. how achieving goals promotes intrapersonal conflict, 3. conflicts between nations then and now, 4. karl marx’s theory of conflict, 5. conflict: intrapersonal vs. interpersonal, 6. terrorism, conflict, and the tourism industry, 7. the influence of culture on conflicts.

“… Conflict is a big part of the story and it makes the story interesting. Without conflict, the story seems plain and there’s no flare to get people to want to read it or enjoy it. Some authors use man against himself, man against nature, man against society, and man against man.”

This essay explains why conflict is integral for stories, mentioning that it makes a literary piece exciting enough to maintain the readers’ attention. The author uses Richard Connell’s “ The Most Dangerous Game ” to prove their point and delves into relevant scenes demonstrating different conflicts. For example, the scene where the main character fights against the big waves to reach the island for safety exemplifies the conflict of Man against Nature.

“The film is an excellent example of the perspective of conflict, every scene is thoughtful, and reflects the discrimination and exploitation that the working class society faces.”

The author offers several citations to support their claim that the 1997 Titanic film is more than a romantic tragedy. Putting Rose and Jack’s love story aside, the movie also depicts the differences between social classes that link them to conflict theory. According to the founder of this theory, the leading cause of conflicts is the unequal distribution of power and resources among people.

The essay brings up several film segments that cement these differences, such as the standard rule of “women and children first” when evacuating people during a disaster. Although the tragedy claimed the lives of both lower and upper-class men, the movie conveys an important message that everyone will suffer, regardless of class, in times of calamity.

“The Middle East has been in a state of turmoil since the early 1990’s. Conflicts arose from differences in religion, control over territories, and uneven political distribution. These conflicts were not just between countries, but also within individual countries.”

Although this essay doesn’t reveal the root cause of conflicts in the Middle East, it shows the magnitude of the impact of these fights caused by religious differences, territorial disputes, and political inequality. Logan explains that government instability in the Middle East makes it possible for various terrorist to express their grievances and desires through violence.

“As you start your married life, know that conflicts are a must and communication is the key to solving such issues. When married people see the need to manage interpersonal conflicts rather than ignoring them, their marriage becomes functional and happy.”

Couples usually avoid conflicts in their relationships, but Taylor knows it’s inevitable. A relationship without interpersonal conflict can become weak and often leads to separation. He believes that people who ignore problems to avoid conflicts with their partners develop negative emotions that destroy love. Taylor explains that bringing one’s gender and culture into the conversation is the key to resolving disputes, as it prevents miscommunication and demonstrates equal power.

“By better understanding how conflict arise, and practicing handling such conflict in an assertive way, it can become far less intimidating and be an aspect of work you can learn to manage rather than have it manage you.”

Latoya’s essay focuses on how Chinese people avoid conflicts to promote peace and avoid discord, especially workplace disagreements. She describes workplace conflict as work-related or personal tension between two or more forces with differing values and perspectives.

Latoya mentions three techniques to clear up these issues: stimulating, controlling, and resolving and eliminating disputes. Ultimately, the author believes that every manager must maintain emotional distance and focus on conflict resolution by listening, empathizing, and guiding members who have conflicts.

For help with your essays, check out our round-up of the best essay checkers

7 Prompts for Writing Essays About Conflicts

Conflict is diverse and includes essential features that need to be discussed. For this prompt, focus on the conflict in its universality and explain the four major types of conflict. Identify and explain the causes of various conflict categories. Then, give real-life cases of each so the readers can understand and relate to these examples. You might be interested in these essays about cause and effect and essays about curiosity .

Various factors are considered to find the root cause of conflicts. This prompt focuses on elements that promote intrapersonal conflicts, such as frustration, stress, anxiety, and insecurity.

Tell your readers about a specific situation where the desire to achieve a goal made you feel various negative emotions. Then share what conflict management style you used to resolve this conflict and peacefully achieve your goals.

Essays About Conflicts: Conflicts between nations then and now

Our history is filled with strife between groups rallying to support what they believe is right. Such as the case of World War II, which claimed 35 to 60 million lives. In this essay, write about historical and current conflicts and explain their origins. Then, examine the efforts made by past and present governments to resolve these disputes, including the positive or negative impacts of these conflicts on the world at large.

To give credence to Karl Marx ’s Theory of Conflict, introduce him by speaking about his background and accomplishments. Then, refocus on Conflict Theory’s meaning, importance, and how it’s applied to understand society. Offer studies and cases that prove Conflict Theory’s existence. Then discuss the advantages and disadvantages of using this theory to understand and resolve disagreements.

Intrapersonal conflict refers to disputes within yourself, while interpersonal conflict concerns misunderstandings with others. In your essay, compare and contrast these two types of conflict and present common situations where these would occur.

For example, interpersonal conflict could be a disagreement with a coworker, whereas intrapersonal conflict could be an internal struggle with your emotions. Then, add tips on how individuals should respond to these conflicts to avoid further damage. You might also like these essays about stress and articles about attitude .

Essays About Conflicts: Terrorism, conflict, and the tourism industry

Terrorism is urged by unfair treatment and different beliefs. Tourism is one of the industries most affected when terrorism occurs in a particular area or country. Use this prompt to discuss the typical impacts of terrorism on a location’s travel and tourism industry. Include reliable articles that report on tourism’s decline after the emergence of terrorism and conflicts.

Conflict usually emerges due to cultural differences between individuals or communities. In your essay, speak about how culture plays a vital role in instigating and mitigating conflicts. For example, the American Civil War occurred because of cultural conflicts because of different views on slavery. Look into past cultural conflicts such as these for a compelling historical essay.

If you need help picking your next essay topic, check out our guide on writing an essay about diversity .

Maria Caballero is a freelance writer who has been writing since high school. She believes that to be a writer doesn't only refer to excellent syntax and semantics but also knowing how to weave words together to communicate to any reader effectively.

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Article contents

Conflict management.

Patricia Elgoibar , Patricia Elgoibar University of Barcelona
Martin Euwema Martin Euwema Katholieke Universiteit Leuven
and Lourdes Munduate Lourdes Munduate University of Seville
https://doi.org/10.1093/acrefore/9780190236557.013.5
Published online: 28 June 2017

Conflicts are part of nature and certainly part of human relations, between individuals, as well as within and between groups. Conflicts occur in every domain of life: family, work, and society, local and global. Conflict management, therefore, is an essential competency for each person. People differ largely in their emotional and behavioral responses to conflict and need to learn how to behave effectively in different conflict situations. This requires a contingency approach, first assessing the conflict situation, and then choosing a strategy, matching the goals of the party. In most situations, fostering cooperative relations will be most beneficial; however, this is also most challenging. Therefore, constructive conflict management strategies, including trust building and methods of constructive controversy, are emphasized. Conflict management, however, is broader than the interaction of the conflicting parties. Third-party interventions are an essential element of constructive conflict management, particularly the assessment of which parties are intervening in what ways at what escalation stage.

cooperation
competition
conflict behavior
conglomerate conflict behavior
constructive conflict management
conflict resolution strategies

Definition of Conflict

Conflicts are part of nature, and certainly part of human relations. People experience conflict with other persons, in teams or in groups, as well as between larger entities, departments, organizations, communities, and countries. Conflicts appear at home, at work, and in our spare-time activities with friends, with people we love and with people we hate, as well as with our superiors and with our subordinates and coworkers. Parties need to accept conflicts as part of life dynamics and learn to deal with them effectively and efficiently. Conflict management refers to the way we manage incompatible actions with others, where others can be a person or a group.

Conflict is a component of interpersonal interactions; it is neither inevitable nor intrinsically bad, but it is commonplace (Coleman, Deutsch, & Marcus, 2014 ; Schellenberg, 1996 ). In the 20th century , Lewin ( 1935 ) concluded that an intrinsic state of tension motivates group members to move toward the accomplishment of their desired common goals. Later on, Parker Follett ( 1941 ) explored the constructive side of conflict and defined conflict as the appearance of difference, difference of opinions or difference of interests. Deutsch ( 1949 ) developed this line of thought and analyzed the relation between the way group members believe their goals are related and their interactions and relationships.

A common definition of conflict argues that there is a conflict between two (or more) parties (individuals or groups) if at least one of them is offended, or feels bothered by the other (Van de Vliert, 1997 ; Wall & Callister, 1995 ). Traditionally, conflict has been defined as opposing interests involving scarce resources and goal divergence and frustration (Pondy, 1967 ). However, Deutsch ( 1973 ) defined conflict as incompatible activities: one person's actions interfere, obstruct, or in some way get in the way of another's action. Tjosvold, Wan, and Tang ( 2016 ) proposed that defining conflict as incompatible actions is a much stronger foundation than defining conflict as opposing interests, because conflicts also can occur when people have common goals (i.e., they may disagree about the best means to achieve their common goals). The key contribution of Deutsch’s ( 1973 ) proposal is that incompatible activities occur in both compatible and incompatible goal contexts. Whether the protagonists believe their goals are cooperative or competitive very much affects their expectations, interaction, and outcomes as they approach conflict (Tjosvold et al., 2016 ).

Characteristics of Conflict

Euwema and Giebels ( 2017 ) highlighted some key elements of conflict.

Conflict implies dependence and interdependence. Parties rely to some extent on the other parties to realize their goals (Kaufman, Elgoibar, & Borbely, 2016 ). This interdependence can be positive (a cooperative context), negative (a competitive context), or mixed. Positive interdependence is strongly related to cooperative conflict behaviors, while negative interdependence triggers competitive behaviors (Johnson & Johnson, 2005 ). Interdependence also reflects the power difference between parties. A short-term contractor on a low-paid job usually is much more dependent on the employer than vice versa. Many conflicts, however, can be seen as “mixed motive” situations.

Conflicts are mostly mixed motive situations because parties have simultaneous motives to cooperate and motives to compete. Parties are, on the one hand, dependent on each other to realize their goal, and, on the other hand, they are at the same time competitors. For example, two colleagues on a team are cooperating for the same team result; however, there is competition for the role as project leader. In a soccer team, the players have a team goal of working together to win, but they can be competing to be the top scorer. The mixed motive structure is very important to understand conflict dynamics. When conflicts arise, the competitive aspects become more salient, and the cooperative structure often is perceived less by parties. Interventions to solve conflict, therefore, are often related to these perceptions and the underlying structures.

Conflict is a psychological experience. Conflict is by definition a personal and subjective experience, as each individual can perceive and manage the same conflict in a different manner. Conflict doesn’t necessarily have an objective basis (Van de Vliert, 1997 ). It depends on the perception of the specific situation, and the perception is by definition subjective and personal.

Conflict concerns cognitive and affective tension. When someone perceives blocked goals and disagreements, he or she can also, although not necessarily, feel fear or anger. Many authors consider that conflict is emotionally charged (Nair, 2007 ; Pondy, 1967 ; Sinaceur, Adam, Van Kleef, & Galinky, 2013 ), although the emotion doesn’t need to be labeled necessarily as a negative emotion. Some people actually enjoy conflict. Emotional experiences in conflict are also scripted by cultural, historical, and personal influences (Lindner, 2014 ).

Conflict can be unidirectional. One party can feel frustrated or thwarted by the other while the second party is hardly aware of, and doesn’t perceive the same reality of, the conflict.

Conflict is a process. Conflict is a dynamic process that does not appear suddenly, but takes some time to develop and passes through several stages (Spaho, 2013 ). Conflict is the process resulting from the tension in interpersonal interactions or between team members because of real or perceived differences (De Dreu & Weingart, 2003 ; Thomas, 1992 ; Wall & Callister, 1995 ).

Type of Conflict: Task, Process, and Relationship Conflict

Early conflict and organizational research concluded that conflict interferes with team performance and reduces satisfaction due to an increase in tension and distraction from the objective (Brown, 1983 ; Hackman & Morris, 1975 ; Pondy, 1967 ; Wall & Callister, 1995 ). Jehn ( 1995 ) differentiated between task and relational conflict, and later also included process conflict (De Wit, Greer, & Jehn, 2012 ). Task conflict refers to different opinions on content (Jehn & Mannix, 2001 ). Examples of task conflict are conflict about distribution of resources, about procedures and policies, and judgment and interpretation of facts (De Dreu & Weingart, 2003 ). Process conflict refers to how tasks should be accomplished (Jehn, Greer, Levine, & Szulanski, 2008 ). Examples are disagreements about logistic and delegation issues (Jehn et al., 2008 ). Finally, relationship conflict refers to “interpersonal incompatibility” (Jehn, 1995 , p. 257). Examples of relationship conflict are conflict about personal taste, political preferences, values, and interpersonal style (De Dreu & Weingart, 2003 ). All three types of conflict—task, process, and personal (relational) conflicts—are usually disruptive, especially personal conflict, which is highly disruptive (De Dreu & Weingart, 2003 ; Jehn, 1995 , 1997 ). A review and meta-analysis by De Wit et al. ( 2012 ) showed that, under specific conditions, task conflict can be productive for teams. Moreover, conflict can wreck a team’s efforts to share information and reach a consensus (Amason & Schweiger, 1994 ). Therefore, research supporting the benefit of task and relationship conflict is not conclusive and each situation varies. What seems to be clear is that managing conflict efficiently to avoid escalation is a priority for teams.

Conflict Behavior, Conflict Management, and Conflict Resolution

Conflict behavior, conflict management, and conflict resolution are different layers of a conflict process and therefore should be distinguished. Conflict behavior is any behavioral response to the experience of frustration, while conflict management is the deliberate action to deal with conflictive situations, both to prevent or to escalate them. Also, conflict management is differentiated from conflict resolution, which is specific action aimed to end a conflict.

Conflict Behavior

Conflict behavior is the behavioral response to the experience of conflict (Van de Vliert et al., 1995 ). Conflict behavior is defined as one party’s reaction to the perception that one’s own and the other party’s current aspiration cannot be achieved simultaneously (Deutsch, 1973 ; Pruitt, 1981 ; Rubin, Pruitt, & Kim, 1994 ). It is both what people experiencing conflict intend to do, as well as what they actually do (De Dreu, Evers, Beersma, Kluwer, & Nauta, 2001 ; Van de Vliert, 1997 ). In conflict situations people often respond primarily, following their emotions, more or less conscientiously.

Many factors affect how people respond to the experience of conflict. Social psychology shows the processes are largely unconscious (Wilson, 2004 ). For example, how people respond to intimidating behavior by their supervisor might be primarily influenced by the context and individual perception, as well as previous relations with persons in authority, including parents and teachers (Gelfand & Brett, 2004 ; Van Kleef & Cote, 2007 ). These natural behavioral responses are also referred to as “conflict styles.” They are rooted in our personality and can differ in context. Some people will naturally respond by being friendly and accommodating, where others will start arguing or fighting (Barbuto, Phipps, & Xu, 2010 ; Kilmann & Thomas, 1977 ; Van Kleef & Cote, 2007 ).

Conflict behavior becomes more effective once we are more aware of our natural tendencies and are also able not to act upon them, and instead to show flexibility in behavioral approaches. This is where conflict behavior becomes conflict management. Therefore, one can be a naturally highly accommodating person who will spontaneously give in to others who make demands, but one will be more effective after learning to assess the situation at hand and to carefully decide on a response, which might be quite different from the natural or spontaneous reaction.

Dual-Concern Model

The dual-concern model holds that the way in which parties handle conflicts can de described and is determined by two concerns: concern for self (own interests) and concern for others (relational interests) (Blake & Mouton, 1964 ; Pruitt & Rubin, 1986 ; Rahim, 1983 ; Thomas, 1992 ; Van de Vliert, 1999 ) (see Figure 1 ). Usually, the two concerns define five different conflict behaviors: forcing, avoiding, accommodating, compromising, and problem solving or integrating. These behaviors are studied at the level of general personal conflict styles, closely connected to personality, as well as at the level of strategies and tactics (Euwema & Giebels, 2017 ).

The different conflict styles have been studied intensively, with three approaches. A normative approach, wherein integrating (also known as problem solving) is seen as the preferred behavior for conflict resolution; a contingency approach, exploring conditions under which each of the behaviors is most appropriate; and a conglomerate approach, focusing on a combination of the behaviors (see “ Conglomerate Conflict Behavior ”).

Figure 1. Dual-concern model.

In forcing, one party aims to achieve his or her goal by imposing a solution onto the other party. Concern for one’s own interests and own vision is what matters. There is little attention and care for the interests and needs of the other party, or the relationship with the other (Euwema & Giebels, 2017 ). This style is appropriate when the outcome is important for one party but trivial to the opponent, or when fast decision making is necessary. It becomes inappropriate when issues are complex, when both parties are equally powerful, when the outcome is not worth the effort for one party, or when there is enough time to make a collective decision. Moreover, forcing decisions can seriously damage a relationship and contribute to bullying in the workplace (Baillien, Bollen, Euwema, & De Witte, 2014 ); however, normative forcing, which is referring to rules and imposing them, can be effective (De Dreu, 2005 ). Note that some alternative terms that have been used for forcing in the literature are competitive , contending , or adversarial behavior .

With avoiding, one party aims to stay out of any confrontation with the other. This behavior prevents efforts to yield, to negotiate constructively, or to compete for one’s own gains. The conflict issue receives little attention, usually because the avoiding party thinks he or she won’t gain from entering into the conflict (Euwema & Giebels, 2017 ; Van de Vliert, 1997 ). Avoiding may be used when the benefits of resolving the conflict are not worth confronting the other party, especially when the problem is trivial or minor; when no good solutions are available for now; or when time is needed (Van Erp et al., 2011 ). An important motive for avoiding also is to prevent loss of face and to maintain the relationship. This is particularly true in collectivistic cultures, particularly in Asian societies (Oetzel et al., 2001 ). Avoiding is inappropriate when the issues are important to a party, when the parties cannot wait, or when immediate action is required (Rahim, 2002 ). Rubin, Pruitt, and Kim ( 1994 ) distinguished between long-term avoidance, which is a permanent move to leave the conflict, and short-term avoidance, defined as temporary inaction.

Accommodating

Accommodating is giving in or going along with the ideas, wishes, and needs of the other party. Accommodating usually is the result of a low concern for one’s own conflictive interests combined with a high concern for the interests and needs of the other party. Giving in often is related to a strong need for harmony and a sensitivity to the needs of the other. Accommodation is useful when a party is not familiar with the issues involved in the conflict, when the opponent is right, when the issue is much more important to the other party, and in order to build or maintain a long-term relationship, in exchange for future consideration when needed. Giving in also can be an educational strategy, giving space to the other to find out what the effect will be. Accommodating is less appropriate when the issue is of great concern, when accommodation creates frustration, or when accommodation reinforces dynamics of exploitation (Spaho, 2013 ). Note that an alternative term for this concept that can be found in the literature is yielding .

Compromising

Compromising involves searching for a middle ground, with an eye on both one’s own interest and the interest of the other. The premise is that both parties must find a middle ground where everyone receives equal consideration, meaning that each party makes some concession (Van de Vliert, 1997 ). Compromising is appropriate when a balance of forces exists and the goals of parties are mutually exclusive (Buddhodev, 2011 ). Compromise leads to a democratic solution; however, it may prevent arriving at a creative solution to the problem and a limited effort to increase resources before distributing them (Spaho, 2013 ).

Problem Solving or Integrating

Problem solving is a win–win strategy aimed at “optimizing rather than satisfying the parties” (Van de Vliert, 1997 , p. 36). Great value is attached to one’s own interests and vision, but also a lot of attention is given to the needs, ideas, and interests of the other. One looks for open and creative solutions that meet both interests. Problem solving or integrating is useful in dealing with complex issues, and it allows both parties to share skills, information, and other resources to redefine the problem and formulate alternative solutions. It is, however, inappropriate when the task is simple or trivial, and when there is no time. Also, it is more difficult to develop when the other party does not have experience in problem solving or when the parties are unconcerned about the outcomes (Pruitt & Rubin, 1986 ). Note that some alternative terms that can be found in the literature for this concept are cooperation and collaboration .

The dual-concern model is used as a contingency model, describing which conflict behaviors are used best under what conditions (Van de Vliert et al., 1997 ), and also as a normative model, promoting integrating behaviors as the most effective style, particularly when it comes to joined outcomes and long-term effectiveness. Forcing, in contrast, is often described as a noncooperative behavior, with risk of escalated and unilateral outcomes (Blake & Mouton, 1964 ; Burke, 1970 ; Deutsch, 1973 ; Fisher & Ury, 1981 ; Pruitt & Rubin, 1986 ; Rahim, 2010 ; Thomas, 1992 ). As a result, authors define forcing and integrating as two opposed behavioral approaches (Tjosvold, Morishima, & Belsheim, 1999 ). Following this model, many scholars during the 1970s and 1980s proposed that individuals use a single behavior in conflict, or that the behaviors should be seen as independent. Therefore, the antecedents and effects of different conflict behaviors are often analyzed separately (Tjosvold, 1997 ; Volkema & Bergmann, 2001 ). However, parties usually try to achieve personal outcomes, and try to reach mutual agreements by combining several behaviors in a conflict episode (Van de Vliert, 1997 ). This is the basic assumption of the conglomerate conflict behavior (CCB) theory (Van de Vliert, Euwema, & Huismans, 1995 ), which established that conflict behaviors are used in a compatible manner, sequentially or simultaneously.

Conglomerate Conflict Behavior (CCB)

In the dual-concern model, a contrast is made between forcing (contending with an adversary in a direct way) and integrating (reconciling the parties’ basic interests) as two opposed behavioral approaches (Tjosvold et al., 1999 ). However, the CCB framework assumes that individual reactions to conflict typically are complex and consist of multiple components of behavior (Van de Vliert, 1997 , Van de Vliert et al., 1995 ). The CCB theory covers the idea that behavioral components may occur simultaneously or sequentially and that the combination drives toward effectiveness (Euwema & Van Emmerik, 2007 ; Medina & Benitez, 2011 ). The theory has been supported in studies analyzing conflict management effectiveness in different contexts, such as in managerial behavior (Munduate, Ganaza, Peiro, & Euwema, 1999 ), in military peacekeeping (Euwema & Van Emmerik, 2007 ) and by worker representatives in organizations (Elgoibar, 2013 ).

The main reason that people combine different behaviors is because conflicts are often mixed-motive situations (Euwema, Van de Vliert, & Bakker, 2003 ; Euwema & Van Emmerik, 2007 ; Walton & McKersie, 1965 ). Mixed-motive situations are described as situations that pose a conflict between securing immediate benefits through competition, and pursuing benefits for oneself and others through cooperation with other people (Komorita & Parks, 1995 ; Sheldon & Fishbach, 2011 ). Therefore, a person's behavior in a conflict episode is viewed as a combination of some of the five forms of conflict behaviors. An example of sequential complex behavior is to first put the demands clearly (forcing), followed by integrating (searching for mutual gains, and expanding the pie), and finally compromising, where distributive issues are dealt with in a fair way. An example of serial complexity can be found in multi-issue conflict, when for some issues conflict can be avoided, while for high priorities, demands are put on the table in a forcing way. Another CCB pattern is the conglomeration of accommodating and forcing. This pattern is sometimes referred to as “logrolling” (Van de Vliert, 1997 , p. 35), and it is a classic part of integrative strategies, to maximize the outcomes for both parties. Logrolling behavior consists of accommodating the high-concern issues of the other party and forcing one’s own high-concern issues. This approach is usually helpful in multi-issue trade negotiations; however, it requires openness of both parties to acknowledging key interests.

How to Explore Your Tendency in Conflict

The most famous and popular conflict behavior questionnaires are:

MODE (Management of Differences Exercise). MODE, developed in 1974 by Thomas and Killman, presents 30 choices between two options representing different conflict styles.

ROCI (Rahim's Organizational Conflict Inventory). The ROCI is a list of 28 items that measures the five styles of conflict behavior described.

Dutch Test of Conflict Handling. This list of 20 items measures the degree of preference for the five styles (Van de Vliert & Euwema, 1994 ; De Dreu et al., 2001 , 2005 ). It has been validated internationally.

Conflict management is deliberate action to deal with conflictive situations, either to prevent or to escalate them. Unlike conflict behavior, conflict management encompasses cognitive responses to conflict situations, which can vary from highly competitive to highly cooperative. Conflict management does not necessarily involve avoidance, reduction, or termination of conflict. It involves designing effective strategies to minimize the dysfunctions of conflict and to enhance the constructive functions of conflict in order to improve team and organizational effectiveness (Rahim, 2002 ).

Conflicts are not necessarily destructive (De Dreu & Gelfand, 2008 ; Euwema, Munduate, Elgoibar, Pender, & Garcia, 2015 ), and research has shown that constructive conflict management is possible (Coleman, Deutsch, & Marcus, 2014 ). The benefits of conflict are much more likely to arise when conflicts are discussed openly, and when discussion skillfully promotes new ideas and generates creative insights and agreements (Coleman et al., 2014 ; De Dreu & Gelfand, 2008 ; Euwema et al., 2015 ; Tjosvold, Won, & Chen, 2014 ). To make a constructive experience from conflict, conflict needs to be managed effectively.

Deutsch’s classic theory of competition and cooperation describes the antecedents and consequences of parties’ cooperative or competitive orientations and allows insights into what can give rise to constructive or destructive conflict processes (Deutsch, 1973 , 2002 ). The core of the theory is the perceived interdependence of the parties, so that the extent that protagonists believe that their goals are cooperative (positively related) or competitive (negatively related) affects their interaction and thus the outcomes. Positive interdependence promotes openness, cooperative relations, and integrative problem solving. Perceived negative interdependence on the other hand, induces more distance and less openness, and promotes competitive behavior, resulting in distributive bargaining or win–lose outcomes (Tjosvold et al., 2014 ).

Whether the protagonists believe their goals are cooperative or competitive very much affects their expectations, interactions, and outcomes. If parties perceive that they can reach their goals only if the other party also reaches their goals, the goal interdependence is positively perceived and therefore parties will have higher concern for the other’s goals and manage the conflict cooperatively (De Dreu et al., 2001 ; Tjosvold et al., 2014 ). On the contrary, if one party perceives that they can reach their goals only if the other party fails to obtain their goals, the interdependence becomes negatively perceived and the approach to conflict becomes competitive (Tjosvold et al., 2014 ). Goals can also be independent; in that case, conflict can be avoided (the parties don’t need to obstruct each other’s goals to be successful). Therefore, how parties perceive their goals’ interdependence affects how they negotiate conflict and whether the conflict is constructively or destructively managed (Alper et al., 2000 ; Deutsch, 1973 ; Johnson & Johnson, 1989 ; Tjosvold, 2008 ).

Successfully managing conflict cooperatively requires intellectual, emotional, and relational capabilities in order to share information, to contribute to value creation, and to discuss differences constructively (Fisher & Ury, 1981 ; Tjosvold et al., 2014 ). In contrast, a competitive-destructive process leads to material losses and dissatisfaction, worsening relations between parties, and negative psychological effects on at least one party—the loser of a win–lose context (Deutsch, 2014 ).

Deutsch’s theory proposes that emphasizing cooperative goals in conflict by demonstrating a commitment to pursue mutually beneficial solutions creates high-quality resolutions and relationships, while focusing on competitive interests by pursuing one’s own goals at the expense of the other’s escalates conflict, resulting in imposed solutions and suspicious relationships (Tjosvold et al., 2014 ).

In summary, Deutsch’s theory states that the context in which the conflict process is expressed drives parties toward either a cooperative or a competitive orientation in conflicts (Alper et al., 2000 ; Deutsch, 2006 ; Johnson & Johnson, 1989 ). In other words, a cooperative context is related to a cooperative conflict pattern, and a competitive context is related to a competitive conflict pattern. When parties have a cooperative orientation toward conflict, parties discuss their differences with the objective of clarifying them and attempting to find a solution that is satisfactory to both parties—both parties win (Carnevale & Pruitt, 1992 ). On the contrary, in competition, there is usually a winner and a loser (Carnevale & Pruitt, 1992 ) (see Table 1 ). In the CCB model, the patterns can include cooperative (i.e., integrating) and competitive (i.e. forcing) behavior; however, the cooperative pattern will be dominated by integrating while the competitive pattern will be dominated by forcing (Elgoibar, 2013 ).

Table 1. Characteristics of Cooperative and Competitive Climates

Source : Coleman, Deutsch, and Marcus ( 2014 ).

How to Manage Conflicts Constructively

The need for trust.

Trust is commonly defined as a belief or expectation about others’ benevolent motives during a social interaction (Holmes & Rempel, 1989 ; Rousseau et al., 1998 ). Mutual trust is one important antecedent as well as a consequence of cooperation in conflicts (Deutsch, 1983 ; Ferrin, Bligh, & Kohles, 2008 ). As Nahapiet and Ghoshal pointed out, “Trust lubricates cooperation, and cooperation itself breeds trust” ( 1998 , p.255). There is ample evidence that constructive conflict and trust are tightly and positively related (Hempel, Zhang, & Tjosvold, 2009 ; Bijlsma & Koopman, 2003 ; Lewicki, Tonlinson, & Gillespie, 2006 ).

Successful constructive conflict management requires maximal gathering and exchange of information in order to identify problems and areas of mutual concern, to search for alternatives, to assess their implications, and to achieve openness about preferences in selecting optimal solutions (Bacon & Blyton, 2007 ; Johnson & Johnson, 1989 ; Tjosvold, 1999 ). Trust gives parties the confidence to be open with each other, knowing that the shared information won’t be used against them (Zaheer & Zaheer, 2006 ). Various studies revealed that trust leads to constructive conglomerate behaviors and to more integrative outcomes in interpersonal and intergroup conflicts (Lewicki, Elgoibar, & Euwema, 2016 ; Lewicki, McAllister, & Bies, 1998 ; Ross & LaCroix, 1996 ).

How can trust be promoted? Developing trust is challenging (Gunia, Brett, & Nandkeolyar, 2014 ; Hempel et al., 2009 ). Numerous scholars have noted that trust is easier to destroy than to create (Hempel et al., 2009 ; Meyerson et al., 1996 ). There are two main reasons for this assertion. First, trust-breaking events are often more visible and noticeable than positive trust-building actions (Kramer, 1999 ). Second, trust-breaking events are judged to have a higher impact on trust judgments than positive events (Slovic, 1993 ). Furthermore, Slovic ( 1993 ) concluded that trust-breaking events are more credible than sources of good news. Thus, the general belief is that trust is easier to destroy than it is to build, and trust rebuilding may take even longer than it took to create the original level of trust (Lewicki et al., 2016 ).

However, there is room for optimism, and different strategies have been shown to promote trust. As held in social exchange theory (Blau, 1964 ), risk taking by one party in supporting the other party has been found to signal trust to the other party (Serva et al., 2005 ). Yet, fears of exploitation make trust in conflict management and negotiation scarce. Therefore, the use of trust-promoting strategies depends on the specific situation, and parties need practical guidance on how and when to manage conflict constructively by means of promoting mutual trust.

How does the possibility of trust development between parties depend on the conflict context? Based on this practical question, some strategies for trust development have been proposed (Fisher & Ury, 1981 ; Fulmer & Gelfand, 2012 ; Gunia, Brett, & Nandkeolyar, 2012 ; Lewicki et al., 2016 ). In relationships where trust is likely, the following strategies can help: assume trustworthiness, prioritize your interests and give away a little information about them, engage in reciprocity (concessions), highlight similarities and spend time together, get to know your counterpart personally and try to be likable, behave consistently and predictably, and paraphrase your counterpart’s positions. In relationships where trust seems possible: emphasize common goals; focus on the subject, not on the people; look to the future and find a shared vision; mix questions and answers about interests and priorities—the fundamental elements of information sharing—with making and justifying offers; take a break; suggest another approach; call in a mediator; and forgive the other party’s mistakes. In relationships where trust is not possible, more cautious strategies can help: make multi-issue offers; think holistically about your counterpart’s interests; engage in reciprocity (concessions); express sympathy, apologize, or compliment your counterpart; and look for preference patterns in your counterpart’s offers and responses.

Constructive Controversy

C onstructive controversy is defined as the open-minded discussion of conflicting perspectives for mutual benefit, which occurs when protagonists express their opposing ideas that obstruct resolving the issues, at least temporarily (Tjosvold et al., 2014 ). Indicators of constructive controversy include listening carefully to each other’s opinion, trying to understand each other’s concerns, and using opposing views to understand the problem better. These skills are considered vitally important for developing and implementing cooperative problem-solving processes successfully and effectively.

Deutsch ( 2014 ) stated that there haven’t been many systematic discussions of the skills involved in constructive solutions to conflict, and he proposed three main types of skills for constructive conflict management:

Rapport-building skills are involved in establishing effective relationships between parties (such as breaking the ice; reducing fears, tensions, and suspicion; overcoming resistance to negotiation; and fostering realistic hope and optimism).

Cooperative conflict-resolution skills are concerned with developing and maintaining a cooperative conflict resolution process among the parties involved (such as identifying the type of conflict in which the parties are involved; reframing the issues so that conflict is perceived as a mutual problem to be resolved cooperatively; active listening and responsive communication; distinguishing between effective relationships between parties and positions; encouraging, supporting, and enhancing the parties; being alert to cultural differences and the possibilities of misunderstanding arising from them; and controlling anger).

Group process and decision-making skills are involved in developing a creative and productive process (such as monitoring progress toward group goals; eliciting, clarifying, coordinating, summarizing, and integrating the contributions of the various participants; and maintaining group cohesion).

Tjosvold et al. ( 2014 ) and Johnson et al. ( 2014 ) also elaborate on the skills needed for facilitating open-minded discussions and constructive controversy. They developed four mutually reinforcing strategies for managing conflict constructively:

Developing and expressing one’s own view. Parties need to know what each of the others wants and believes, and expressing one’s own needs, feelings, and ideas is essential to gaining that knowledge. By strengthening expression of their own positions, both parties can learn to investigate their position, present the best case they can for it, defend it vigorously, and try at the same time to refute opposing views. However, expressing one’s own position needs to be supplemented with an open-minded approach to the other’s position.

Questioning and understanding others’ views. Listening and understanding opposing views, as well as defending one’s own views, makes discussing conflicts more challenging but also more rewarding; therefore, the parties can point out weaknesses in each other’s arguments to encourage better development and expression of positions by finding more evidence and strengthening their reasoning.

Integrating and creating solutions. The creation of new alternatives lays the foundation for genuine agreements about a solution that both parties can accept and implement. However, protagonists may have to engage in repeated discussion to reach an agreement, or indeed they may be unable to create a solution that is mutually acceptable, and then they can both learn to become less adamant, to exchange views directly, and to show that they are trying to understand and integrate each other’s ideas so that all may benefit.

Agreeing to and implementing solutions. Parties can learn to seek the best reasoned judgment, instead of focusing on “winning”; to criticize ideas, not people; to listen and understand everyone’s position, even if they do not agree with it; to differentiate positions before trying to integrate them; and to change their minds when logically persuaded to do so.

Conflict Resolution

Conflict resolution processes are aimed at ending a conflict. So, while conflict management can also include escalation, conflict resolution searches for a way of ending the conflict. The difference between resolution and management of conflict is more than semantic (Robbins, 1978 ). Conflict resolution means reduction, elimination, or termination of conflict.

To find a resolution, parties have to bring an extra piece of information, relate the information they have differently, or transform the issue, change the rules, change the actors or the structure, or bring in a third party (Vayrynen, 1991 ). The most popular conflict resolution processes are: negotiation, mediation, conflict coaching, and arbitration (Rahim, 2002 ). Conflict resolution can also be accomplished by ruling by authorities. Integration of the different techniques sequentially or simultaneously has been shown to support optimal conflict resolution (Jones, 2016 ).

Negotiation

Negotiation is a process in which the parties attempt to jointly create an agreement that resolves a conflict between them (Lewicki & Tomlinson, 2014 ). Walton and McKersie ( 1965 ) were the first to identify the two polar yet interdependent strategies known as distributive and integrative negotiation. Distributive negotiation means that activities are instrumental to the attainment of one party’s goals when they are in basic conflict with those of the other party. Integrative negotiation means that parties’ activities are oriented to find common or complementary interests and to solve problems confronting both parties. Other scholars also focused on the opposite tactical requirements of the two strategies, using a variety of terms, such as contending versus cooperating (Pruitt, 1981 ), claiming value versus creating value (Lax & Sebenius, 1987 ), and the difference between positions and interests (Fisher & Ury, 1981 ).

If a distributive strategy is pursued too vigorously, a negotiator may gain a greater share of gains, but of a smaller set of joint gains, or, worse, may generate an outcome in which both parties lose. However, if a negotiator pursues an integrative negotiation in a single-minded manner—being totally cooperative and giving freely accurate and credible information about his/her interests—he or she can be taken advantage of by the other party (Walton & McKersie, 1965 ). The different proposals that have been formulated to cope with these central dilemmas in negotiation are mainly based on a back-and-forth communication process between the parties, which is linked to the negotiators’ interpersonal skills (Brett, Shapiro, & Lytle, 1998 ; Fisher & Ury, 1981 ; Rubin et al., 1994 ).

Mediation is process by which a third party facilitates constructive communication among disputants, including decision making, problem solving and negotiation, in order to reach a mutually acceptable agreement (Bollen, Munduate, & Euwema, 2016 ; Goldman, Cropanzano, Stein, & Benson, 2008 ; Moore, 2014 ). Using mediation in conflict resolution has been proven to prevent the negative consequences of conflict in the workplace (Bollen & Euwema, 2010 ; Bollen et al., 2016 ), in collective bargaining (Martinez-Pecino et al., 2008 ), in inter- and intragroup relations (Jones, 2016 ), and in interpersonal relations (Herrman, 2006 ). However, mediation is not a magic bullet and works better in conflicts that are moderate rather than extreme, when parties are motivated to resolve the conflict, and when parties have equal power, among other characteristics (Kressel, 2014 ).

Conflict Coaching

Conflict coaching is a new and rapidly growing process in the public as well as private sector (Brinkert, 2016 ). In this process, a conflict coach works with a party to accomplish three goals (Jones & Brinkert, 2008 ): (a) analysis and coherent understanding of the conflict, (b) identification of a future preferred direction, and (c) skills development to implement the preferred strategy. Therefore, a conflict coach is defined as a conflict expert who respects the other party’s self-determination and aims to promote the well-being of the parties involved. Giebels and Janssen ( 2005 ) found that, when outside help was called in, parties in conflict experienced fewer negative consequences in terms of individual well-being than people who did not ask for third-party help.

Sometimes, the leader of a team can act as conflict coach. A study by Romer and colleagues ( 2012 ) showed that a workplace leader’s problem-solving approach to conflicts increased employees’ perception of justice and their sense that they had a voice in their workplace, as well as reduced employees’ stress (De Reuver & Van Woerkom, 2010 ; Romer et al., 2012 ). In contrast, the direct expression of power in the form of forcing behavior can harm employees’ well-being (Peterson & Harvey, 2009 ). A forcing leader may become an additional party to the conflict (i.e., employees may turn against their leader; Romer et al, 2012 ).

Conflict coaching and mediation are different processes. First, in conflict coaching, only one party is involved in the process, while in mediation, the mediator helps all the parties in conflict to engage in constructive interaction. Second, conflict coaching focuses on direct skills instructions to the party (i.e., negotiation skills). In that, conflict coaching is also a leadership development tool (Romer et al., 2012 ). There is a growing tendency to integrate conflict coaching and workplace mediation, particularly in preparation for conflict resolution, because the coach can help the coached party to investigate options and weigh the advantages of the different options (Jones, 2016 ).

Arbitration

Arbitration is an institutionalized procedure in which a third party provides a final and binding or voluntary decision (Lewicki, Saunders, & Barry, 2014 ; Mohr & Spekman, 1994 ). Arbitration allows the parties to have control over the process, but not over the outcomes. Therefore, arbitration differs from negotiation, mediation, and conflict coaching, in which the parties decide the agreement themselves (Posthuma & Dworkin, 2000 ; Lewicki et al., 2014 ). In arbitration, the third party listens to the parties and decides the outcome. This procedure is used mainly in conflicts between organizations, in commercial disputes, and in collective labor conflicts (Beechey, 2000 ; Elkouri & Elkouri, 1995 ).

Decision Making by Authorities

The strategies of negotiation, mediation, conflict coaching, and arbitration have in common that the parties together decide about the conflict process, even when they agree to accept an arbitration. This is different from how authorities resolve conflict. Decision making by authorities varies from parents’ intervening in children’s fights to rulings by teachers, police officers, managers, complaint officers, ombudsmen, and judges. Here, often one party complains and the authority acts to intervene and end the conflict. This strategy is good for ending physical violence and misuse of power. However, the authorities’ decisive power is limited, and therefore in most situations authorities are strongly urged to first explore the potential for conflict resolution and reconciliation among the parties involved. The authority can act as an escalator for the process, or as a facilitator, and only in cases of immediate threat can intervene or rule as a last resort. Authorities who employ this strategy can improve the learning skills of the parties and can impose upon the parties an acceptance of responsibility, both for the conflict and for the ways to end it.

It is important to emphasize the natural and positive aspects of conflict management. Conflict occurs in all areas of organizations and private lives and its management is vital for their effectiveness. Through conflict, conventional thinking is challenged, threats and opportunities are identified, and new solutions are forged (Tjosvold et al., 2014 ). Therefore, when conflict occurs, it shouldn’t be avoided but should be managed constructively.

Managing Conflict with Humor

Improving emotional intelligence (eq), anger management.

Empathy: How to Feel and Respond to the Emotions of Others

Effective Communication

Nonverbal communication and body language.

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Meet Our Team

What is conflict?

Causes of conflict in a relationship, how do you respond to conflict, conflict resolution, stress, and emotions, core skill 1: quick stress relief, core skill 2: emotional awareness, nonverbal communication and conflict resolution, more tips for managing and resolving conflict, conflict resolution skills.

Whatever the cause of disagreements and disputes at home or work, these skills can help you resolve conflict in a constructive way and keep your relationships strong and growing.

Conflict is a normal part of any healthy relationship. After all, two people can’t be expected to agree on everything, all the time. The key is not to fear or try to avoid conflict but to learn how to resolve it in a healthy way.

When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people. Whether you’re experiencing conflict at home, work, or school, learning these skills can help you resolve differences in a healthy way and build stronger, more rewarding relationships.

Conflict 101

A conflict is more than just a disagreement. It is a situation in which one or both parties perceive a threat (whether or not the threat is real).
Conflicts continue to fester when ignored. Because conflicts involve perceived threats to our well-being and survival, they stay with us until we face and resolve them.
We respond to conflicts based on our perceptions of the situation, not necessarily to an objective review of the facts. Our perceptions are influenced by our life experiences, culture, values, and beliefs.
Conflicts trigger strong emotions. If you aren’t comfortable with your emotions or able to manage them in times of stress, you won’t be able to resolve conflict successfully.
Conflicts are an opportunity for growth. When you’re able to resolve conflict in a relationship, it builds trust. You can feel secure knowing your relationship can survive challenges and disagreements.

Conflict arises from differences, both large and small. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Sometimes these differences appear trivial, but when a conflict triggers strong feelings, a deep personal need is often at the core of the problem. These needs can range from the need to feel safe and secure or respected and valued, to the need for greater closeness and intimacy.

Think about the opposing needs of a toddler and a parent. The child’s need is to explore, so venturing to the street or the cliff edge meets that need. But the parent’s need is to protect the child’s safety, a need that can only be met by limiting the toddler’s exploration. Since these needs are at odds, conflict arises.

The needs of each party play an important role in the long-term success of a relationship. Each deserves respect and consideration. In personal relationships, a lack of understanding about differing needs can result in distance, arguments, and break-ups. In the workplace, differing needs can result in broken deals, decreased profits, and lost jobs.

[Read: Tips for Building a Healthy Relationship]

When you can recognize conflicting needs and are willing to examine them with compassion and understanding, it can lead to creative problem solving, team building, and stronger relationships.

Speak to a Licensed Therapist

BetterHelp is an online therapy service that matches you to licensed, accredited therapists who can help with depression, anxiety, relationships, and more. Take the assessment and get matched with a therapist in as little as 48 hours.

Do you fear conflict or avoid it at all costs? If your perception of conflict comes from painful memories from early childhood or previous unhealthy relationships, you may expect all disagreements to end badly. You may view conflict as demoralizing, humiliating, or something to fear. If your early life experiences left you feeling powerless or out of control, conflict may even be traumatizing for you.

If you’re afraid of conflict, it can become a self-fulfilling prophecy. When you enter a conflict situation already feeling threatened, it’s tough to deal with the problem at hand in a healthy way. Instead, you’re more likely to either shut down or blow up in anger.

Healthy and unhealthy ways of managing and resolving conflict

Conflict triggers strong emotions and can lead to hurt feelings, disappointment, and discomfort. When handled in an unhealthy manner, it can cause irreparable rifts, resentments, and break-ups. But when conflict is resolved in a healthy way, it increases your understanding of the other person, builds trust, and strengthens your relationships.

If you are out of touch with your feelings or so stressed that you can only pay attention to a limited number of emotions, you won’t be able to understand your own needs. This will make it hard to communicate with others and establish what’s really troubling you. For example, couples often argue about petty differences—the way she hangs the towels, the way he slurps his soup—rather than what is really bothering them.

The ability to successfully resolve conflict depends on your ability to:

Manage stress quickly while remaining alert and calm. By staying calm, you can accurately read and interpret verbal and nonverbal communication.
Control your emotions and behavior. When you’re in control of your emotions, you can communicate your needs without threatening, intimidating, or punishing others.
Pay attention to the feelings being expressed as well as the spoken words of others.
Be aware of and respect differences. By avoiding disrespectful words and actions, you can almost always resolve a problem faster.

To successfully resolve a conflict, you need to learn and practice two core skills:

Quick stress relief: the ability to quickly relieve stress in the moment.
Emotional awareness: the ability to remain comfortable enough with your emotions to react in constructive ways, even in the midst of a perceived attack.

Being able to manage and relieve stress in the moment is the key to staying balanced, focused, and in control, no matter what challenges you face. If you don’t know how to stay centered and in control of yourself, you will become overwhelmed in conflict situations and unable to respond in healthy ways.

Psychologist Connie Lillas uses a driving analogy to describe the three most common ways people respond when they’re overwhelmed by stress:

Foot on the gas. An angry or agitated stress response. You’re heated, keyed up, overly emotional, and unable to sit still.

Foot on the brake. A withdrawn or depressed stress response. You shut down, space out, and show very little energy or emotion.

Foot on both gas and brake. A tense and frozen stress response. You “freeze” under pressure and can’t do anything. You look paralyzed, but under the surface you’re extremely agitated.

How stress affects conflict resolution

Stress interferes with the ability to resolve conflict by limiting your ability to:

Accurately read another person’s body language .
Hear what someone is really saying.
Be aware of your own feelings.
Be in touch with your own, deep-rooted needs.
Communicate your needs clearly.

Is stress a problem for you?

You may be so used to feeling stressed that you’re not even aware you are stressed. Stress may pose a problem in your life if you identify with the following:

You often feel tense or tight somewhere in your body.
You’re not aware of movement in your chest or stomach when you breathe.
Conflict absorbs your time and attention.

Learn how to manage stress in the moment

One of the most reliable ways to rapidly reduce stress is by engaging one or more of your senses—sight, sound, taste, smell, touch—or through movement. You could squeeze a stress ball, smell a relaxing scent, taste a soothing cup of tea, or look at a treasured photograph. We all tend to respond differently to sensory input, often depending on how we respond to stress, so take some time to find things that are soothing to you. Read: Quick Stress Relief .

Emotional awareness is the key to understanding yourself and others. If you don’t know how or why you feel a certain way, you won’t be able to communicate effectively or resolve disagreements.

[Read: Improving Emotional Intelligence]

Although knowing your own feelings may sound simple, many people ignore or try to sedate strong emotions like anger, sadness, and fear. Your ability to handle conflict, however, depends on being connected to these feelings. If you’re afraid of strong emotions or if you insist on finding solutions that are strictly rational, your ability to face and resolve differences will be limited.

Why emotional awareness is a key factor in resolving conflict

Emotional awareness—the consciousness of your moment-to-moment emotional experience—and the ability to manage all of your feelings appropriately, is the basis of a communication process that can resolve conflict.

Emotional awareness helps you to:

Understand what is really troubling other people
Understand yourself, including what is really troubling you
Stay motivated until the conflict is resolved
Communicate clearly and effectively
Interest and influence others

Assessing your level of emotional awareness

The following quiz helps you assess your level of emotional awareness. Answer the following questions with: almost never, occasionally, often, very often, or almost always . There are no right or wrong responses, only the opportunity to become better acquainted with your emotional responses.

What kind of relationship do you have with your emotions?

Do you experience feelings that flow, encountering one emotion after another as your experiences change from moment to moment?
Are your emotions accompanied by physical sensations that you experience in places like your stomach or chest?
Do you experience distinct feelings and emotions, such as anger, sadness, fear, and joy, which are evident in different facial expressions?
Can you experience intense feelings that are strong enough to capture both your own attention and that of others?
Do you pay attention to your emotions? Do they factor into your decision-making?

If any of these experiences are unfamiliar, your emotions may be “turned” down or even off. In either case, you may need help developing your emotional awareness. You can do this by using Helpguide’s free Emotional Intelligence Toolkit.

When people are in the middle of a conflict, the words they use rarely convey the issues at the heart of the problem. But by paying close attention to the other person’s nonverbal signals or “body language,” such as facial expressions, posture, gestures, and tone of voice, you can better understand what the person is really saying. This will allow you to respond in a way that builds trust, and gets to the root of the problem.

[Read: Nonverbal Communication and Body Language]

Your ability to accurately read another person depends on your own emotional awareness. The more aware you are of your own emotions, the easier it will be for you to pick up on the wordless clues that reveal what others are feeling. Think about what you are transmitting to others during conflict, and if what you say matches your body language. If you say “I’m fine,” but you clench your teeth and look away, then your body is clearly signaling you are anything but “fine.” A calm tone of voice, a reassuring touch, or an interested facial expression can go a long way toward relaxing a tense exchange.

You can ensure that the process of managing and resolving conflict is as positive as possible by sticking to the following guidelines:

Listen for what is felt as well as said. When you really listen, you connect more deeply to your own needs and emotions, and to those of other people. Listening also strengthens, informs, and makes it easier for others to hear you when it’s your turn to speak.

Make conflict resolution the priority rather than winning or “being right.” Maintaining and strengthening the relationship, rather than “winning” the argument, should always be your first priority. Be respectful of the other person and their viewpoint.

Focus on the present. If you’re holding on to grudges based on past conflicts, your ability to see the reality of the current situation will be impaired. Rather than looking to the past and assigning blame, focus on what you can do in the here-and-now to solve the problem.

Pick your battles. Conflicts can be draining, so it’s important to consider whether the issue is really worth your time and energy. Maybe you don’t want to surrender a parking space if you’ve been circling for 15 minutes, but if there are dozens of empty spots, arguing over a single space isn’t worth it.

Be willing to forgive. Resolving conflict is impossible if you’re unwilling or unable to forgive others. Resolution lies in releasing the urge to punish, which can serve only to deplete and drain your life.

Know when to let something go. If you can’t come to an agreement, agree to disagree. It takes two people to keep an argument going. If a conflict is going nowhere, you can choose to disengage and move on.

Using humor in conflict resolution

You can avoid many confrontations and resolve arguments and disagreements by communicating in a humorous way . Humor can help you say things that might otherwise be difficult to express without offending someone. However, it’s important that you laugh with the other person, not at them. When humor and play are used to reduce tension and anger, reframe problems, and put the situation into perspective, the conflict can actually become an opportunity for greater connection and intimacy.

More Information

CR Kit - Covers causes of conflict, different conflict styles, and fair fighting guidelines to help you positively resolve disagreements. (Conflict Resolution Network)
12 Skills Summary - A 12-step conflict resolution training kit. (Conflict Resolution Network)
Effective Communication - The art of listening in conflict resolution. (University of Maryland)
10.3 Causes and Outcomes of Conflict – Organizational Behavior . (n.d.). Retrieved May 25, 2022, from Link
Başoğul, C., & Özgür, G. (2016). Role of Emotional Intelligence in Conflict Management Strategies of Nurses. Asian Nursing Research , 10(3), 228–233. Link
Corcoran, Kathleen O’Connell, and Brent Mallinckrodt. “Adult Attachment, Self-Efficacy, Perspective Taking, and Conflict Resolution.” Journal of Counseling & Development 78, no. 4 (2000): 473–83. Link
Yarnell, Lisa M., and Kristin D. Neff. “Self-Compassion, Interpersonal Conflict Resolutions, and Well-Being.” Self and Identity 12, no. 2 (March 1, 2013): 146–59. Link
Tucker, Corinna Jenkins, Susan M. Mchale, and Ann C. Crouter. “Conflict Resolution: Links with Adolescents’ Family Relationships and Individual Well-Being.” Journal of Family Issues 24, no. 6 (September 1, 2003): 715–36. Link

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106 Conflict Resolution Essay Topic Ideas & Examples

Inside This Article

Conflict resolution is an essential skill that plays a crucial role in various aspects of our lives. Whether it is in personal relationships, the workplace, or even on a global scale, conflicts are inevitable. However, it is how we address and resolve these conflicts that determines the outcome and impact they have on our lives and the world around us.

Writing an essay on conflict resolution can provide a deeper understanding of this skill and its significance. To help you get started, here are 106 conflict resolution essay topic ideas and examples:

The importance of conflict resolution in personal relationships.
Conflict resolution techniques used in international diplomacy.
The role of empathy in conflict resolution.
Conflict resolution strategies for parents and children.
The impact of unresolved conflicts on mental health.
Conflict resolution in the workplace: best practices.
The role of effective communication in resolving conflicts.
Conflict resolution in multicultural societies.
The influence of gender on conflict resolution.
Conflict resolution and negotiation skills in business.
The role of compromise in resolving conflicts.
Conflict resolution in online communities.
The impact of conflict resolution on organizational productivity.
Conflict resolution and its effect on community building.
The role of forgiveness in conflict resolution.
Conflict resolution in educational settings.
Conflict resolution in the criminal justice system.
The impact of cultural differences on conflict resolution.
Conflict resolution in the healthcare industry.
Conflict resolution in sports teams.
Conflict resolution and human rights.
The role of power dynamics in conflict resolution.
Conflict resolution and social media.
The impact of conflict resolution on economic development.
Conflict resolution in environmental disputes.
Conflict resolution and international cooperation.
The role of mediation in conflict resolution.
Conflict resolution in the family business.
The impact of conflict resolution on personal growth.
Conflict resolution and social justice.
Conflict resolution and restorative justice.
The role of negotiation in conflict resolution.
Conflict resolution in political campaigns.
The impact of conflict resolution on romantic relationships.
Conflict resolution in the classroom.
Conflict resolution and conflict prevention.
The role of compromise in international conflicts.
Conflict resolution and the media.
Conflict resolution in the digital age.
The impact of conflict resolution on community engagement.
Conflict resolution and public policy.
Conflict resolution and mental health stigma.
The role of leadership in conflict resolution.
Conflict resolution in the family court system.
Conflict resolution and peacebuilding.
The impact of conflict resolution on employee satisfaction.
Conflict resolution in the nonprofit sector.
Conflict resolution and social inequality.
The role of trust in conflict resolution.
Conflict resolution in the music industry.
Conflict resolution in urban planning.
The impact of conflict resolution on interpersonal relationships.
Conflict resolution in the military.
Conflict resolution and workplace diversity.
The role of emotions in conflict resolution.
Conflict resolution and environmental conservation.
Conflict resolution in international trade disputes.
Conflict resolution and community policing.
The impact of conflict resolution on team dynamics.
Conflict resolution in diplomatic negotiations.
Conflict resolution and conflict transformation.
The role of dialogue in conflict resolution.
Conflict resolution and social change.
Conflict resolution in healthcare teams.
Conflict resolution and human rights violations.
The impact of conflict resolution on organizational culture.
Conflict resolution in online gaming communities.
Conflict resolution and the justice system.
The role of compromise in interpersonal conflicts.
Conflict resolution and urban development.
Conflict resolution in the tech industry.
The impact of conflict resolution on workplace communication.
Conflict resolution and gender equality.
Conflict resolution in community organizations.
Conflict resolution and sustainable development.
The role of active listening in conflict resolution.
Conflict resolution in international peacekeeping missions.
Conflict resolution and social entrepreneurship.
The impact of conflict resolution on employee well-being.
Conflict resolution in the film industry.
Conflict resolution and environmental justice.
The role of negotiation in interpersonal conflicts.
Conflict resolution in public health emergencies.
Conflict resolution and poverty reduction.
Conflict resolution in online dating.
The impact of conflict resolution on family dynamics.
Conflict resolution and international human rights law.
Conflict resolution and workplace ethics.
The role of compromise in political conflicts.
Conflict resolution in the fashion industry.
Conflict resolution and sustainable agriculture.
Conflict resolution in international aid organizations.
The impact of conflict resolution on organizational effectiveness.
Conflict resolution in online marketing campaigns.
Conflict resolution and racial justice.
The role of empathy in interpersonal conflicts.
Conflict resolution in disaster response efforts.
Conflict resolution and social media activism.
The impact of conflict resolution on team performance.
Conflict resolution in international business transactions.
Conflict resolution and sustainable tourism.
Conflict resolution in humanitarian interventions.
The role of compromise in environmental conflicts.
Conflict resolution and sustainable energy.
Conflict resolution in international sports competitions.
The impact of conflict resolution on community empowerment.

These essay topics cover a wide range of areas where conflict resolution plays a significant role. Whether you are interested in personal relationships, international affairs, or social justice, there is a topic that suits your interests. Remember to conduct thorough research and provide examples to support your arguments. Good luck with your essay!

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Essay on Conflict

Conflicts Essay Example

Type of paper: Essay

Topic: Conflict , Management , Workplace , Leadership , Society , Organization , Employee , Teamwork

Words: 1250

Published: 03/16/2021

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Arguably, not every society in the world can avoid conflict. In fact, conflict is part of human nature. Conflict among organizations and individuals is an unavoidable aspect of daily life. Many scholars assert that conflict is inevitable. Perhaps, understanding how it escalates and starts entails progressive strategy in using it to the advantage of those concerned. Conflict refers to a situation in which groups and people think, or have incompatible goals and objectives. Conflict is a wide concept, but many people belief only violence and war is conflict. However, conflict takes place in all levels of society and in all situations. Generally, organizations, individuals and people experience various types of conflicts every day (Philips, 2007).

As a matter of fact, conflict escalation is a steady regression from immature and mature level of various emotional developments. Certainly, the psychological course develops from one step to another. Conflict escalates in various stages, and each stage has various characteristics. Some conflict escalates for a good course; good relationship face at times conflict. In most case, parties look for solutions cooperatively and objectively. Furthermore, ways that conflict escalates include complaints, passive resistance, active resistance, assaultive, as well as use of lethal force (Wandberg, 2005).

Undeniably, the organization of society is in a way that it has both root causes and factors that may escalate conflicts. Unjust and unequal treatment of individuals in the community could lead to conflicting situations. For example, if leadership and opportunities in the nation do not represent the members of the entire society (Philips, 2007). Other scholars assert that, conflict is as a result of arithmetical progression of resource supply and geometrical progression in population increase. Due to imbalance in population and resource allocation, individuals will struggle to survive leading to conflict.

Conversably, individual differences in society cause conflict. As a matter of fact, people in society are different in nature and have variation on issues such as ideas, aspirations, attitudes, as well as interest. Therefore, this difference puts them in a situation that they cannot accommodate each other, leading to conflict. Additionally, cultural issues could tremendous cause conflicting situations (O’Rourke & Collins, 2008). Culture differ from one community to another, this variation sometimes causes tension. Among these communities, there are various interests among individuals, making conflict inevitable.

Social change is part of societal growth and progress. Nevertheless, the rate in which social change escalates may lead to the uprising of conflict. In the 21st century, there are various conflicting scenarios between the old norms and the new generations. Conflict expresses a state of social disequilibrium among the parties. Other core causes of conflict include, political discrimination, identity and ethnic affiliation, economic issues, as well, as modernization.

Addressing conflict in society is very important. In fact, addressing conflict is crucial in achieving enhancing productivity, as well as organizational effectiveness. In society, most individuals and organizations suffer from chronic patters of conflicts that have never been resolved. This may cause dysfunction among the conflicting parties. Hence, addressing conflicts resolves issues and ensure that there is normal functioning in the society. Generally, addressing conflict is crucial because it increases productivity, reduces costs, increase collaboration, as well as bringing satisfaction (Wandberg, 2005).

The existence of conflict in an organization, among individuals, and in the government is not a bad thing. Certainly, when conflict is resolved effectively it leads to development and growth at professional and personal level. Nevertheless, effective resolution of conflict creates a difference between negative and positive outcomes. When conflict is resolved effectively, it leads to positive impacts; hence, it justifies on the occurrence of the conflict (Philips, 2007). Effective conflict resolution leads to unbelievable benefits such as increased understanding, group cohesion, and improvement in self-knowledge. The strategies used to effectively resolve conflict, expands the awareness of people on issues, strengthening of bonds, prevent fights, as well as providing them with insights on how to achieve cooperate and personal objectives.

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However, poor handling of conflict could lead to a negative outcome. In fact, conflicting objectives may promptly turn to be organizational and personal dislikes. The teamwork among the parties is broken, talent wasted, as well as tremendous decrease in production. Individuals in society should understand and appreciate the existence of competition, and uniqueness. Perhaps, these will lead to collaboration, accommodation and compromising of situation (O’Rourke & Collins, 2008).

In society today, there are various incidences of conflict. In fact, the incident objectively observed demonstrated various aspects of conflict, which include causes, parties’ reactions, as well as strategies to resolve it. The incident took place between management and the employees over working conditions and remunerations. The situation in the workplace was very critical. As a matter of fact, there were few conflict cowards in the group. Every individual wanted his or her views to be heard and considered. The entire group of employees were united in airing their views; many of them were furious because they had addressed their problem to the management team, but their problems were not solved.

The conflicts in the workplace were caused by various reasons. The management team and the employees differed in addressing priorities; the management placed higher priorities to the progress of the company more than the priorities of the m employees. Additionally, the methods of promotions and awarding process in the company were not equally carried out. Therefore, it developed a lot of tension among the employees and the management team. Moreover, the conflicting groups complained of various organizational issues, which in one way or another escalated conflicts. The organizational factors included budget, management, long working hours, leadership. Adherence to core values, disagreements, as well as financial problems. Other core issues that were observable were poor communications, differences in interests, and personality clashes (Wandberg, 2005).

The main parties on the workplace conflict focused in resolving the conflict through communication. The management team elaborated on improving various organizational practices. Perhaps, they established the cause of the problem and established subordinate goals, minimized authorities of management as well as improving policies. The tension among the parties was very high, but the few individuals who were against negative conflicts acted and tried to make the parties reach a consensus. Furthermore, the organization made changes on human resource department that will focus on analyzing internal problems. Ultimately, the remuneration agreement was arrived at.

Undeniably, the deals made during conflict resolution process eased the tension, and the parties came to a compromising position. Despite the efforts, others were still emotional and could not accept some terms. As a matter of fact, it is very difficult to convince everyone in a conflict situation. The employees and management have different priorities, personalities as well as interests O’Rourke, J & Collins, S. (2008). The ultimate decision that was focused on was to involve the employees in setting the appropriate remuneration percentage, which will affect the company and employees equally. The most important strategy in making the entire decisions was to reduce tension and encourage communication. The cost of conflict should not outweigh the entire progress of the organization; hence, management team should focus on preventing conflict to escalate further. Conflict is part of human life and should always be handled with great care.

O’Rourke, J & Collins, S. (2008). Managing Conflict and Workplace Relationship. London: John Wiley & Sons.

Philips, G. (2007). The Conflict. New Jersey: Echo Press. Wandberg, R. (2005). Conflict Resolution: Communication, Cooperation, Compromise. New York: Wadsworth.

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Personal Narrative: Conflict Essay Example

The tale I’m about to tell you is a conflict that has affected me all my life. You may be thinking “Maddy, you were just shy, you didn’t have anxiety.” But I don’t think most people understand how hard on you it really is. Now, I’m not trying to be overdramatic or anything like that, this is just how my has played out these past ten or so years. Anxiety is one of the worst things someone can endure. Mentally, anyway. It took me from preschool until 8th grade to come around to even talk in class, even around my closest friends. I didn’t have a lot of those, maybe one or two, unlike now where I have many. Sometimes medication and therapy don’t work for some people and they just gotta stick it out until the anxiety goes away on its own. I was on and off medication and therapy for years and just when I thought I felt good enough to come off it, I ended up back at square one again. Lucky for me, I grew out of my anxiety when I entered the eighth grade and started talking to different people. It took people a while to get used to me talking so much considering the fact that most of my classmates had probably never heard me speak before. It was a huge change for me, too, but I’m very happy with the outcome. Parts of my social anxiety still remain, like my inability to trust people with my secrets, but I’ve overcome the major issue for the most part.

When I was little I had frequent mental breakdowns and plenty of panic attacks. I understand that that type of behavior is common in preschoolers and other young children, but mine lasted until 7th grade, at the very least. My breakdowns didn’t happen as frequently as I got older, but they still resurfaced every once in awhile. From first until sixth grade I would often have to leave the classroom because I would either get too frustrated with my work, someone was picking on me, or I was too shy and nervous to read out loud to the class and would get sent to the office for that reason. I would literally cry about every little thing that didn’t go my way and was way too sensitive and whiny. In third grade and around that time in elementary school, I would have meltdowns over homework for some reason, even though I knew it was easy work. I was just way too dependant on my teachers and parents to do it by myself, even though I knew the material most of the time. Problems like this now arise only when I’m in a bad situation, whether it be drama, stress, or home issues, or if I’m already on edge for whatever reason. My family and doctors think part of the problem was a maturity issue, but this is no longer the case.

I was bullied on-and-off until seventh grade. I guess I was just an easy target, even I admit that. I didn’t have many friends until eighth grade when I came out of my shell and started talking to people. Some of that aloofness and insecurity still remains, but it rarely shows itself or influences my words, actions, or decisions. I had no friends until first grade, mostly because the “popular kids” didn’t like me and talked about me behind my back. It was a bit of a Mean Girls situation, but eventually I stopped caring. Lots of popular people still don’t like me to this day and I don’t like them either, not gonna lie about that. Lots of people were really, almost too, nice to my face and then they would go talk about me behind my back, or I would go to school the next day only to find they had turned on me. Almost everyone I knew was extremely two-faced and couldn’t seem to decide if they liked me or not. Even today I have trouble trusting people because my past experience tells me that a friend today can be an enemy tomorrow. I try not to think like this, but sometimes I can’t help it. I feel like the loud, annoying, and most-of-the-time obnoxious person I am now is better than the quiet and aloof one I was.

As you may have already guessed, I’ve had more than my fair share of fake friends. I’ve also come across some problematic teachers, which definitely made matters worse rather than help them. Some of the people that gave me trouble in the past have moved away, others I don’t talk to anymore, and others I’ve made amends with and now get along with. For the sake of the people I still go to school with I did not use any of their names in this story. If someone tried any of this hocus-pocus on me today, I would most likely call them out on it, then leave. I no longer care what people think of me and enjoy that outlook on life.

Due to the fact that I was always anxious and insecure, I didn’t speak much in school and was overly sensitive about almost everything. I had absolutely no friends until I met my still to this day best friend, Alex. We met during the first week of first grade and instantly became friends. Both of us were really shy and quiet, and we were both different from everyone else. Our first conversation went a little something like this.

“Hi, I’m Alex! What’s your name?” I replied with “I’m Maddy, nice to meet you!”

She then asked me if we could be friends and I said yes. She was one of my only friends until fifth grade, with the exception of a few other people that still mean a lot to me. She kept me company when I was lonely and we helped each other through a lot. Even though we fought a lot and had an on-and-off friendship, we remain friends to this day, despite our petty fights and disagreements. We did occupational therapy (OT) together a few times a week until third or fourth grade because we both had IEP’s and needed help learning. Even with Alex being my only friend, we usually only saw each other during lunch and recess, due to the fact that she had separate classes to attend. I wouldn’t be the person I am today without her and I think the same applies to her as well. We’ve been friends for nine years and still going strong!

Eventually, my parents became concerned with the way I had been acting and signed me up for therapy, where I was later diagnosed with anxiety. I recently found out through some documents I found that my family has a history of depression and hyperactivity disorder, but I doubt I had it, or ever will have something like that. My doctor prescribed a medication to control my anxiety, which helped for a short amount of time until we had to up the dosage. This happened several times until we took me off of medication around the time I entered sixth grade, and decided just to stick with therapy. The therapy flopped and I was so uncooperative and withdrawn that we soon quit that too, as it clearly was not helping. In eighth grade my anxiety and shyness just seemed to disappear on it’s own in the span of a few months. I stopped dressing like Jojo Siwa and more my age, and now I’m excessively loud and obnoxious. And I like it that way.

It has taken me years to find something I love to do that I’m also good at, or my niche, as they call it. I’ve tried many things such as piano, gymnastics, band, etc. But I’ve never been very good at them or fit in with the others that were actually talented at those things. Never once have I lasted more than a couple of months doing an activity once I realized I was getting nowhere talent-wise.

In eighth grade I joined cross-country and the FMS drama club. I wasn’t particularly good at running or physical activity of any kind and didn’t really enjoy it either. It also interfered with the drama schedule, which was the thing I really wanted to do, because my coach made me go to cross country four days a week and drama one day a week, which is two days a week. During the last two weeks of cross country, I stopped listening to my coach and went to drama twice a week despite her attempts to control my schedule. It was little late to do something about it, but better late than never. The only reason I didn’t quit cross country before the season ended was because my parents were paying me to stop complaining and finish the season like I had planned. But the one day a week I was allowed to go to drama was the highlight of my week, and it quickly became my passion.

I joined the tech crew for drama club during the beginning of eighth grade and it quickly became my favorite thing about school. I seemed to know exactly what to do and where to move set pieces and props, but my drama teacher put some people who didn’t know what they were doing in charge and we quickly fell behind schedule. We had so much to do during the few days before our play and only a few of us were doing work because everyone else was being obnoxious. The two students who were in charge of the tech crew were a little bit rude about most things and were extremely bossy, hence the fact that they wouldn’t listen to my suggestions and then things went wrong. I didn’t let that stop me from having fun and making friends in drama, and this year I’m not associated with them. I’ve made many friends in drama and we still keep in touch through Snapchat, because a lot of them are still in middle school. I even did the summer program, where we made a musical about ancient civilizations. Long story short, we were so hyper that the camera guy that came in to film our movie looked like he wanted to die by the end of each session.

Sometimes I’m still judged based on how I acted in the past, but those people don’t know the true me. I used to care a lot about what other people think, and now I don’t care at all and encourage others to do the same. Even if I’m not super good at something, if I truly love it I’ll keep doing it. I’m continuing to do the things I love such as chorus and drama, without giving a second thought about what others may think. I’ve changed into this complete weirdo, not gonna lie, but who’s not at this point. I used to cry when someone didn’t like me, now I’ll laugh. In my opinion, the correct mindset to have is that nothing’s cheesy or awkward if you don’t care. I adopted that mindset in eighth grade and life went from bad to awesome really quickly.

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622 Conflict Essay Topics & Examples

Interested in exploring diversity conflicts in a workplace, communication issues, or fear of leadership? Check these conflict topics collected by our team !

🏆 Best Conflict Topics for Students & Essay Examples

👍 good conflict essay topics, 📑 simple & easy conflict essay titles, 📌 writing prompts about conflict, 🔎 unique conflict topics to write about, 💡 interesting topics to write about conflict.

❓ Essay Questions About Conflict
“Borders” Short Story by Thomas King Analysis: Conflict, Themes, and More Being a person of Cherokee origin, the author is concerned with discussing the problems of the First Nations, paying focused attention to cultural heritage, and the disadvantages of total assimilation.
Gaza-Israel Conflict: History and Portents The Gaza-Israel conflict took a new dimension following the election of the Hamas Party in 2005. The topic “History of the Gaza-Israel Conflict” will focus on the issues surrounding the conflict experienced in Gaza.
The Difference Between Organizational Conflict and Misbehavior If a union induces an employee to participate in industrial action, both the union and the employee are obliged by the legal requirements of the industrial action.
Conflict Management Essay The process of conflict management in organizations requires determination and participation of two parties, employees and the management. Furthermore, the employer should be empathetic to the employees and should be concerned of any problem with […]
How to Resolve Conflict in Workplace Essay In fact, one of the roles of management in an organisation is to ensure peaceful environment that is characterised by workforce collaboration in the effort to meet the goals, mission, and aims of an organisation.
Structural-Functional vs. Social-Conflict Theory However, the conflict theory says that the probability of change is embedded in the basic structures and relations among the classes of our society.
The Israeli – Palestinian Conflict The purpose of this study is to establish the causes and the consequences of the Israeli Palestinian conflict. The question which this study seeks to address include what is the relationship between the conflict and […]
Coronavirus: The Conflict Theory Consequently, in analyzing and explaining the issue of the new coronavirus, a Conflict Theorist would focus on the inequalities that contribute to the problem and shape its effect on the people.
Israel Palestine Conflict The next phase of the conflict ranged from the year 1948 to the year 1967-a phase that was marked by the time the state of Israel was declared and the time the six days war […]
Domestic Violence and Conflict Theory in Society The Conflict Theory explains remarkable events in history and the changing patterns of race and gender relations and also emphasizes the struggles to explain the impact of technological development on society and the changes to […]
The Time Machine Conflict of Class . Wells’ Book Analysis The Morlock live in the underworld and only to appear during the daytime to hunt for the Eloi and feed on them.
Face-Saving Strategies. Examples of Conflict Negotiation Face giving is the action that is intended to defend and understand the inclusion of other party in the negotiation. Face-loss is an activity that leads to loss of dignity, self-esteem, and reputation to the […]
John Updike’s “A&P”: Themes & Conflicts Analysis Essay The main character of the story is Sammy, a teenager who tries to rebel against the system and structure of social norms represented in the text in the form of rules and standards typical for […]
Functionalism, Conflict and Interactionism in Sociological Theories According to the views of the conflict theory, the main purpose of education in the society is maintaining social inequality as well as the power of those who rule in the society.
Conflict Between Aristotle and Copernicus Copernicus continued his research and developed a new model of the universe which contradicted Aristotle’s paradigm since the Earth was not the centre, but one of the planets moving around the Sun.
Karl Marx’s Sociology and Conflict Theory Thus, in Marx’s opinion, Capitalism causes the alienation of the masses and the constantly growing indignation of the proletariat for being exploited by the bourgeois.
Conflict in ‘The Most Dangerous Game’ by Connell Rainsford went through an internal conflict when he was in the ocean and had to keep stay focused by not panicking and realizing that his clothes were not helping his strokes and he ‘wrestled out […]
Experience of Interpersonal Conflicts I believe that my case is closely related to the course materials and scholarly articles because the newly obtained knowledge might be beneficial for determining the appropriate model of communication with my parents and coping […]
Types of Conflicts and Ways to Resolve Them In addition, the paper will examine the advantages and disadvantages that are related to conflict in the workplace, and effective ways of managing conflict.
Conflict of Gender Roles in Munro’s “Boys and Girls” Munro’s “Boys and Girls” is a story about a puzzled girl who struggles to find the balance between the battles of her inner female-housewife side, like her mother, and a boyish character who likes to […]
Industrial Relations: Conflict and Cooperation State regulations: the state play an important role in the determination of the management control strategy to be adopted by an organization.
Arab-Israeli Conflict At the time, Palestine was still under the Ottoman Empire and the success of the Jews settled in the area was determined largely on the policies of the empire.
Youth Crime According to Conflict Theory The second one is that the youth might engage in criminal activities and violence due to misappropriation of resources, lack of jobs, and inadequate strategies to meet their social needs.
Conflict of Interest Trying to define the problem of the conflict of interests within the professional of a chemical researcher, the specific examples are going to be considered with the possible ways of solving those situations.
Youth Crime in Functionalism and Conflict Theories The analysis will focus on determining factors contributing to youth engagement in criminal acts, examining the types of delinquencies they are likely to commit, and establishing the socio-psychological facets associated with the teenagers in the […]
Intrapersonal and Interpersonal Conflict and Its Consequences The last two changes are conflict mitigation and conflict resolution. Group conflict is one of the most common forms of interpersonal dispute in the workplace.
Amazon Labor Union: Conflict Description Before the formation of the union, Amazon was not as open to negotiations as the workers, which is why the union was formed.
Conflict Theory Applied to Technology-Related Issues Examples are personal choices and social forces: while the former contributes to one’s personality and psychology, the latter is connected with social norms and influences of other people.
Ivan Turgenev: Intergenerational Conflict in “Fathers and Sons” In the first half of the novel, Turgenev demonstrates father son dynamic which exhibits the separation between the son and his father’s world views.
Oscar Wilde’s “The Importance of Being Earnest”: Function of Conflict Through the external conflicts between Jack and Algernon’s opposing beliefs of love and honesty, their continuous disagreements about marriage and romance, and the fixation of the name Earnest between the men and their love interests, […]
Hamlet’s Renaissance Culture Conflict The death of Hamlet as the play ends indicates that though he was the definite answer to all the questions before him as he faced death, he was not in any position to give any […]
Racial and Ethnic Conflicts in “The Help” Film The theories developed by the researchers help individuals to better understand the complex nature of the environment they live in. The phenomena will be analyzed in the context of the movie “The Help”.
Achilles and Agamemnon’s Conflict and Its Reasons The conflict between Achilles and Agamemnon is one of the major plotlines in the Iliad. However, Achilles was blinded by the revenge and refused to fight for the Achaeans.
Conflicts and Disagreements Between Co-Workers Encouraging employees to work as a team reduces the chances of conflicts. One should approach conflicts like any other challenge expected in the job environment to promote peaceful relations among the employees.
Conflict and Anxiety by Psychoanalysts and Behaviourists This paper shows that the main differences between the psychoanalytic and behavioural interpretations of conflict and anxiety are the conceptions, treatments, and perceived causes of both concepts.
Non-Violence Approach to Conflicts The rarity of success of non-violence approach to conflicts is a clear indicator that there is the need for further analysis of both the failure and success of non-violent movements.
Contact and Comparison of Types of Conflicts in White’s Charlotte’s Web and Munsch’s The Paper Bag Princess The conflict can be identified at the beginning or in the middle of the story, and it is usually solved at the end. The actions and thoughts of the main characters lead to the resolution […]
Death of a Salesman Conflicts and Themes It is a significant confusion that Willy has thought that for one to be successful, he has to be well-liked by people.
Socialization Process and Conflict Resolution This study aims to understand the process of socialization as well as find out how I deal with conflicts arising from the various agents of socialization The process of socialization starts in the family as […]
Peace and Conflict Resolution: External Intervention This is mainly due to the root cause of the conflict in reference to internal and external factors and the possible consequences of the intervention to the parties involved, citizen and the world as a […]
Social and Political Conflicts: Analysis The Declaration stated that the Constitution of the United States restricted the power of the certain states. After the long period of slavery, the Declaration of the Civil Rights Act of 1866 was the breakthrough […]
Inequality in Society: Conflict and Functionalism Theories Functionalism theory views inequality as unavoidable and important to the society while conflict theory considers inequality to result from conflict and coercion in the social system.
A Brief History of the Conflict Between India and Pakistan This essay gives a brief history of the conflict between India and Pakistan, with special coverage on the genesis of the conflict, historical wars and efforts, which have been witnessed in finding a lasting solution […]
Impact of Online Social Media in Conflict Situations A study commissioned by The George Washington University indicates that determining the actual effects of the new media in conflict situations is cumbersome due to methodological challenges and the newness of the subject. The use […]
Organizational Behavior: Conflicts and Negotiations If negotiation is based on a personal conflict, the differences between people are at the base of the problem and have a direct influence on its solution. In every type, personal differences can stall the […]
Sikh-Muslim Conflict and Guru Nanak’s Philosophy Many Sikhs and Muslim are oblivious of the fact that Guru Nanak sole aim was to promote friendly relationships between the Hindu and the Muslim people. The violent nature of Sikh-Muslim relationship is a manifestation […]
Family Conflict in Unigwe’s, Kwa’s, Gebbie’s Stories Coincidentally, “The kettle on the boat” seems to communicate the same theme that Dipita illustrates in the “honor of a woman”.
Conflict Analysis and Resolution Procedures This essay explores the conflict phenomenon with a specific focus on the analysis and application of the conflict resolution procedures that exist in the conflict ethos to real life.
The Conflict Between Behaviourism and Rationalism in Linguistics The theory regards as areal’ the various aspects of language that are addressed in the quest made by the theory. The nature of mind is closely related to that of the language.
NIKE – Channel Conflict The success of the proposed solutions can be evaluated through analyzing the behavioral performance of the channels and distinguishing forewarning signs of unacceptable performance within the channels.
Conflict in the Public Sector: Management and Resolution This occurs due to the varying attitudes of people and understanding among the different clients; considering all these facts, the public sector needs to design strategies that would prove to be helpful in dealing with […]
Organisational Conflict: Unitarist vs. Pluralist Views Ethical issues and the need to adhere to the ethical code of the company may lead to the intrapersonal conflict. The supervisor can be the mediator who guides and improves the communication that leads to […]
Global Conflict Likelihood The world is changing rapidly and the changes are likely to lead to a global conflict in the future. The awareness will rekindle the animosities that existed between the civilizations in the past and each […]
Culture Clash as a Great Conflict The way of life of people is a measure of their level of civilization. That is the reason as to why there is a big disparity on the issue of abortion.
Interpersonal Conflict: Definition and Analysis Therefore, the notion of a conflict encompasses a rather broad range of issues in personal interactions, from a misunderstanding to the feeling of mutual resentment. Typically, conflicts occur as a result of a mismatch in […]
Interpersonal Conflict in the Workplace Furthermore, while it is possible that everyone in the workplace is vulnerable to conflict, the responsibility of dealing with conflict should not be left to the top management and the human resources.
Cross-Culture Conflicts in the Corning-Vitro Venture Inc demonstrated that, the need to access foreign markets was one of the factors that prompted it to look for joint ventures with foreign companies.
Cultural Property and Its Protection in Armed Conflicts The response of the international community to the mass destruction of cultural property in the Middle East was immediate, and many governments referred to the goals and principles of the 1954 Hague Convention as well […]
Ethnicity and Religion as Sources of Conflict Race and ethnicity can also lead to internal conflict in a country. In conclusion, race and religion can easily lead to internal conflict in a country.
Conflict and Its Resolution Within the U.S. Military and Department of Defense Hence, the aim of the paper is to regard the key types of conflicts that appear within the organization, define how does the government manages these conflicts, and what can be made for resolving these […]
Yugoslav Wars: Ethnic Conflicts and the Collapse of Power However, the collapse of the Soviet Union meant the end of this era and the start of the post-Cold War period, with its unique peculiarities of the international discourse.
Intergroup Conflicts in Organisations In using a political approach, the management has to understand the different kinds of power, the sources of power and the impact they have on the employees.
Person vs. Society Conflict in Atwood’s “The Handmaid’s Tale” This is the best description of the person vs.society conflict; it allows the reader to understand, analyze the handmaid’s feelings and emotions, and come to a logical definition of the subject of this confrontation.
Psychology of Conflict Communication One of the most pressing issues today is the search for conflict resolution mechanisms in the organizational environment of the conflict, since the conflict has a critical impact on the organizational behavior of any organization […]
Competitiveness and Intercultural Conflict in Qatar With a clear knowledge concerning different cultures and the way they apply in partnerships, the paper also shows why Saran and other women of her caliber can be effective in Qatar and other parts of […]
The United States Preparing to Future Conflicts The degree of technological development in the United States encourages obvious and hidden adversaries to attack the country in the realm of cyberspace to disrupt the operations of financial institutions, government websites, or law enforcement […]
Life Conflict: “Anna Karenina” by Leo Tolstoy The problem of non-adherence to the conventional role of a married woman becomes a paradigm for the analysis of the problems that are created in interrelated patterns.
Three Major Sources of Interpersonal and Intergroup Conflict Here, structure is defined in the context of the level of leadership style, member goal compatibility, the degree of dependence enjoyed by team members, the degree of specialization, and the size of a group.
Rondell Data Corporation Growth and Conflict The company has a blame driven culture and this is because of the organization structure that it relies on to execute its business.
Constructive Conflict Management in Tesco Tesco’s internal conflict with its employees has so far been dealt inappropriately resulting in the escalation of tension and the company’s perception by both employees and consumers has suffered.
Conflict Resolution Within an Organization There has been renewed interest on conflict in the organization context in the past decade which can be evidenced by establishment of the International Association for Conflict Management which facilitates in the research and development, […]
Internal Conflict in the “King of the Bingo Game” For the protagonist to win the jackpot, he has to press a key linked to a spinning wheel. As the protagonist is standing on the stage, forcing the wheel to continue spinning, he discovers that […]
Conflict Management in “The Avengers” Movie This character trait is often sought after by managers in their employees since this often indicates that this individual is more willing to work with others and will do as they are told for the […]
Conflict: Theories and Examples The needs and problems of individuals in a society have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
Conflict Resolution Among Children It is essential to ensure that the children understand the meaning of conflict. It is essential to discuss the techniques involved in the fair settlement of disagreements.
The Conflict Within “Incident” by Countee Cullen Incident is one of the most famous poems by the prominent African-American poet and author Countee Cullen who is a leading figure in the Harlem Renaissance. The conflict described in the poem is one of […]
Theory Definition, Building, and Conflict With Practice The theory forms the interface of systematic investigation, including analysis of data and interpretation, and the cognitive ability of researchers. The problem with most theories is that many researchers find it a problem to make […]
The Political and Social Conflicts Between the French and the English The differences in the value that the English and the French attached to land and industry also contributed partly to the conflicts.
Conflicts in the “Finding Forrester” Movie In his opinion, Jamal wants to help the other student and he hints to the students to say his name as the answer to the question asked by the teacher.
SEC vs BlackRock: Conflict of Interest Case Together with Bartholomew Battista, BlackRock failed to deliver to the board of directors and clients the information about Rice’s intentions and activity.
Social Theories in Conflict and Examples of Application The needs and problems of the people involved in conflicts have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
Rise of Islam and Social Conflict in Mecca Believers in Islam or the Muslims adhere to the recordings of the Quran with special emphasis on the life of Prophet Mohammad and his teachings.
Concepts and Methods of Conflict Resolution and Peacemaking The final element of conflict resolution and peacemaking is the establishment of stable trust relations between the parties which will enable third future dealings to be peaceful. The process of conflict resolution and peacemaking is […]
Internal Managerial Conflicts: Jones and Shephard Accountants, Inc. The success of projects will to a large extent rely on the interests, support, and commitment of the senior management. A deep analysis of the organizational structure of Jones and Shephard Accountants, Inc.is prone to […]
Wal-Mart’s 2005 Channel Conflict and Resolution Overall, it is evident that Wal-Mart can leverage channel power because it keeps track of latest trends in the industry and has access to many resources.
Tourism and Environmental Conflict The Routledge Handbook of Tourism and the Environment by Holden and Fennel is a popular source that addresses the issue of tourism and the environment.
Culture Lag and Conflict Theory of Change One of the prominent examples of cultural lag is a refusal of older generations to accept freedom of self-expression in social media.
Workplace Conflicts and Resolution in Nursing The solution to emerging problems leads to the fact that conflicts between the nurse and the patient arise more and more often.
Conflict Theory: The Basic Principles However, when some individuals possess deep knowledge of the appropriate methods of behavior, they might have a competitive advantage during the mental collision owing to the notion that they know how this theory is implemented.
Conflicts Between Ethics and the Law in Healthcare The other emotive situation in as far as the aspect of conflict between the law and ethics is concerned is public sector strike by the nurses.
Conflict Management in Japanese Culture Japan and its culture truly represent the cultural compromise that determines the development of the entire Japanese spiritual tradition.
The Israel-Lebanon Conflict: Media Opinion In doing so, MEMRI opened a Pandora’s box of anti-Semitism: on Hamas TV a drama portrayed Jews as blood drinkers, and also on Hamas TV the Friday sermon cites the Protocols of the Elders of […]
Interracial Conflicts: Issue Histrory Through such programs, interracial group conflicts are dealt with as the groups involved are in a better position to look at things from the other group’s point of view and hence enable them to understand […]
Overt vs. Covert Conflict The position of the professor is understandable, and there is a logic in his words. Therefore, the position of Professor Nicholson regarding the danger of covert conflicts is justified and relevant.
Conflict Resolution Style: Thomas-Kilmann Assessment On the example of one of the recent conflicts that occurred in the workplace, it is possible to describe the importance of leadership measures with regard to the problem discussed.
Conflict Perspective of the Immigrants Most of the immigrants are required to learn new languages or culture and these requirements are too tasking for some of the immigrants and they prefer to stay in foreign lands only for a particular […]
Sources of Conflict Between Parents and Teenagers One of the recurrent themes linked to dress codes and the conflict between parents and adolescents is the adherence to cultural norms.
Conflict Communication in Family Relationships People in conflict have to be ready to analyze their situations and problems to achieve the goals and come to a certain conclusion.
Engineering Ethics and Conflict of Interests The engineer is responsible for achieving the goals of the organization he works for, as well as, answering the concerns of the public safety.
Law Obedience and Moral Obligation Conflict This means that the duty to obey the law applies to all the individuals that exist within the jurisdiction of the law.
Social Conflicts in “Animal Farm” by George Orwell This is the only way for the animals to establish equality and create a flourishing, happy and wealthy society.”Animal Farm” by Orwell is a description of the metamorphoses that happen within a freedom movement turning […]
The Police Agency’ Conflict Management In the police agency, parties may use the collaboration strategy involving information sharing, openness, and elucidation of the various conflicting issues not only to reach a common ground that is satisfactory to the conflicting parties […]
Functionalist, Conflict, and Interpretive Theories The overview of the mass society theory connotes the influence of industrialization on independence, the deterioration of religious principles, and the significance of propaganda.
Can Culture Be a Hurdle to Conflict Resolution? In the process of resolving conflicts, it is important for the involved parties such as the negotiators to understand the prevailing culture.
Moving Beyond Simple Conflict of Interest The case deals with out of the way payments made to physicians in order to get more referrals from them. Answer: The differences between criminal law and civil law pertain to the nature of crime, […]
Change Management and Conflict Resolution in Communities The different levels of perceptions on emerging issues among the members of the community are the source of conflicts. The management of such conflicts augments the quality of the choices in the project’s operation processes.
Conflict Resolution: Causes, Factors, and Strategies In this case a proper knowledge of the protocols to follow is essential to reduce the amount of conflict and increase the performance of the worker.
Why Are There So Many Conflicts in the Middle East? History about the conflict in the Middle East reveals that the close of the 1800s showed increasing concerns regarding how the Jews would prevail over the maltreatment and anti-Semitism in Europe. The political and social […]
Conflict in Organisations Lastly the struggle of power in the organisation may also be a cause of conflict in the organisation. The major problem that comes about upon occurrence of a conflict within the organisation is the renunciation […]
Relational Conflict in Business Solutions to a conflict refer to the various mechanisms that may be used to improve the state of a disagreement between parties to a conflict.
The Rules of Engagement and the Laws of Armed Conflict The rules of engagement and the laws of armed conflict are aimed at reducing the risk of such events. The thing is that they were not required to act in such a way by the […]
Why Did Conflicts in Yugoslavia Lead to War in the 1990s? The term coined to refer to the war is Yugoslav war which refers to a sequence of campaigns carried out by military between the years 1991 and 1995 in the Socialist Federal Republic of Yugoslavia.
Social Conflict in the Work of Marx and Weber Due to the variations in the forms of power, there is usually the likelihood of manifestation of conflict. This essay seeks to examine the status of social conflict in the work of both Karl Marx […]
Conflicts at Work Places and Conflict Resolution The definition according to an organizational context is that conflict is a leakage or a disruption in the standard channels of making decisions in the organization which hinders the choice of alternative options by either […]
Effects of Conflicts in a Country Further, it is of importance to note that whenever there is a war or a conflict within a country; so many sufferings are experienced especially by the women, children, and the elderly.
Inter-Jurisdictional Conflict Management The term could also mean the extent of power or items that such power controls or protects.”Inter” means between or among, therefore, inter-jurisdictional conflict signifies a conflict among two or more powers over something that […]
Thanatos, Eros and Oedipal Conflict in the Story “Rapunzel” by Grimm Brothers This indicates that the life of the two is a mixture of both the feelings of eros and Thanatos at the same time.
Ethnic Conflicts According to Humanistic Theory The proponents of the humanistic theory hold that cultural diversity is not a justification for conflict but a chance to learn how to appreciate other people’s culture so that if all different cultural experiences are […]
Religious Conflicts in Rational Choice Theory In the same breadth of analysis, this theory would be used to explain how religion gives people a higher sense of purpose for their existence in a way that would make them sacrifice their existence […]
Conflicts and Their Effects on Group Performance On the other hand, task conflict is moderated by open discussions which tend to restore trust and respect of the group members.
Work-Study Conflict in University Life This research objectives include: to observe the extent to which students of property and construction are devastated from burnout; to establish a model of the work-study connection, describing the relationship between time commitment to paid […]
Durkheim’s Functionalism and Marx’s Conflict Theory According to Durkheim, there is vital interconnectivity of all the elements of any society that share common ideas and principles, and the sum of these elements is not as great as the society itself.
“King of the Bingo Game”: Internal Conflict The first paragraphs introduce the conflict between the Northern and Southern parts of the country, between black and white people, between the rich and the poor.
Conflict Management as a Study Subject Reflection In the following journal entries, I will summarize my thoughts and ideas after exploring the module’s activities and lectures and discuss some theories and practices in relation to my past and future experiences.
Applying Constructive Conflict Management to a Conflict The prelude phase describes the situation that made the conflict possible, taking into account its participants, their relationship, and the environment where the conflict takes place.
Etisalat Company’s Conflict Management Practices Conflict management serves as a vital component of modern management to achieve the prosperity and success of a company. This dimension is most applicable for the selection and application of a relevant organizational conflict management […]
Male-Female Conflict in Education System Many people claim that girls outperform boys due to the feminization of the system where such masculine attributes as competition and assertiveness are the subject of debates.
Functional Conflict, Its Sources and Resolution Styles The decision to shut down the cafeteria and do away with the bonus plan does not consider the interests of the employees who work hard to ensure the success of Beauchamp.
Walt Disney Company’ Conflict This situation also strained the relationship between the CEO and the company’s stakeholders. This dispute between the CEO and the two members of the board also affected the company’s performance.
Singapore Airlines Conflict Management and Negotiation The study will entail analysis of the policies used by Singapore Airlines to manage conflicts among employees, the ethical dilemma facing the HR staff, and the alternative solutions.
Southwest Airline Company: Unresolved Conflict The purpose of this report is to explore unresolved conflict at Southwest Airlines Company and provide an alternative creative solution to resolve the conflict.
Cultural Conflict Between Christian Western Countries and Islamic Countries of the East In the eyes of the democratic western world, the violence is directly attributed to the oppressive political systems of the East.
American Involvement in African and Eastern Conflicts There was confusion on how to utilize the minimal influence that the United States had without discouraging the pro-west orientation of the South African government and economy.
Social Worker Profession and Conflict Theory I find social work fascinating because it requires me to be stress-tolerant and motivated to help those in need, and my work data is based on reading a journal of articles written by experts in […]
Perceptions of Parties in Conflict Individual perceptions can only be addressed during conflict management by listening to the concerns and issues raised by conflicting parties. Individual perceptions can be addressed during the conflict management process by actively listening to involved […]
Causes and Conflict of the Peloponnesian Wars While each of the four issues deserves attention, the desire of Athens to control all the other states of Greece seems to have served as the major impetus for the Peloponnesian Wars outbreak.
Event Management and Evaluation With Conflict Theory As such, the event and the performance of the staff and the managerial team worked in accordance to appropriately provide for them.
Religious Impact on Cultural Conflicts Numerous conflicts in the modern world include a religious component. The conflict between the colonists and the natives resulted as a result.
Thrive Skilled Pediatric Care: The Nurse Manager’s Conflict The example of the conflict situation was related to the relationships between the clinician and nurse. It was vital for the manager to be ready to persuade both sides to show respect and readiness to […]
Colonialism in the Case of Conflict Between Wet’Suwet’en and Coastal GasLink The example of the conflict between Wet’suwet’en and Coastal GasLink is indicative of the ongoing colonization of indigenous settlements in Canada.
Managing a Sexual Harassment Conflict at Sony In Sony, as in any other company, conflicts also occur, and managers strive to establish a common language between all sides involved, though the result of the conflict may be disappointing for one of the […]
Conflict of Interest vs. Code of Ethics A code of ethics differs from a conflict of interest because it is a set of guidelines established to regulate professional conduct. The commission acts as the representative of public interests in overseeing and implementing […]
Workplace Conflicts of Interest The alignment of interest increases the chance of accurate perception, and conflict of interest raises the probability of erroneous perception. Evidently, the interest of a buyer, in this case, is to purchase the goods that […]
Culture and Individualism: The Conflict Analysis The described stance is supported by a range of philosophical and cultural perspectives, including the notions of multiculturalism, cultural relativism, and the theory of rational choice, to name just a few. Therefore, active cross-cultural communication […]
Conflicts in the Workplace: The Role of Leaders Leaders should know how they handle conflicts, foster a collaborative workplace culture, and take conflict resolution courses. Training leaders is essential for corporate culture by boosting staff motivation, raising participation and output, lower employee burnout, […]
The Kashmir Conflict Between India and Pakistan Both countries need to prioritize the people of Kashmir; otherwise, their moral dignity will plummet, and they will indulge in immoral actions violence.
Workplace Conflict Gap Analysis The issue caught the attention of the management and an investigation was launched into the matter by conducting interviews among all the members of the team.
The Balfour Declaration of 1917: Beginning of the Israel-Palestine Conflict Despite the passing of the century, the main ideas of the Balfour Declaration of 1917 still govern the US foreign policy in the Middle East. The first signs of the possible conflict were in the […]
Leadership: Conflict and Conflict Management Overall, the concept of leadership and additional terms that are embedded into it are quite flexible because they can be aligned with specific individual characteristics and objectives that a person is pursuing.
The Gender Conflict Theory and Martineau’s Approach to Social Analysis To understand the prevalence of modern biases in the relations between men and women, two theories are essential to explore the gender conflict theory and Martineau’s approach to social analysis. The latter explores the unjust […]
Interpersonal Conflict Among AGC Corp.’s Employees In the case study team, the Canadian, Mexican, and Chinese cultures might have posed difficulties in communication and sharing beliefs and practices. The priority is to communicate with the team to address the issue.
Uses of Stand4 App in the Peace and Conflict Resolution Field If someone from anywhere in the world shares a message on peace and conflict resolution in the app, that message will spread to as many users as possible.
Sociology and Theory of Conflict On the other hand, my friend who got bitten by a dog in the past may now only think of these animals with fear and resentment. The best example of functional perspective is religion and […]
Counseling for Family Conflicts Resolution Family conflicts are considered in the project, and it is expected that the intervention will lead to a decreased incidence of the given phenomenon.
Gender-Based Conflicts in Relationships Indeed, gender-based conflicts occur often, and it causes individuals to discuss relationships between males and females. The article is dedicated to conflicts between women’s and men’s interests.
Colonial Style and Post-Colonial Ethnic Conflict in Africa Colonization of Africa is a historically formed process, the purpose of which was the development, conquest, and use by the colonizers of the entire territory of the continent.
The Human Body as a Site of Active Conflict The paramount, major conclusion is that the hypothesis that the simulation of pre-industrial conditions associated with nutrition, fasting, and physical activity can stimulate insulin sensitivity and improve metabolism is true.
Pediatric Operating Room: Conflict Management Strategies For example, in the pediatric care unit, when the patient needs long-term care, conflict occurs mainly between the parents and the care team due to differences in the religious and cultural beliefs of the parents.
Post-Conflict State Building in Sierra Leone Obtain practical data related to the functioning of the state mechanisms in Sierra-Leone. Outline the key enablers and barriers of post-conflict state building in Sierra-Leone
IT Systems Theories: Conflict Resolution in the Workplace It is the responsibility of the supervisor to determine the true scope of the problem within the business organization. The scheme will assist to examine the issue, areas consequential in the problem like the structural […]
Arab-Israeli Conflict’s Cultural and Political Context
Researching of Conflict Styles
Addressing Interprofessional Team Conflict
Interpersonal Conflict: Causes, Outcomes, and Resolutions
Conspicuous Consumption: Conflict Theory
The Role of Workplace Mediation in Conflicts
Intergroup Conflict at Primerica Company
State-Building, Expansion and Conflict
How to Handle a Conflict in the Workplace
The Ongoing Ukrainian Conflict: Historical Context and International Response
Discussion: Managing Conflict of Interest
Conflict and Reconciliation in South Sudan
The US, Russia, and China Cybersecurity Conflict
Women and Girls in Armed Conflicts
The Conflicts in Organizations: Experiences in the Kindergartens
The Specific Expectation: Adopting a Problem-Solving Approach to Conflict
The Sarah Celeb vs. Star Weekly Conflict Statement
Medical Care Crisis From Conflict Perspective
Russo-Japanese War and American-Japanese Conflicts in the Pacific
Conflict Resolution at Workplace
Five Conflict Management Styles
Analysts, Securities Firms, and Conflicts of Interest
Communication Skills for Conflict Resolution
Post-Conflict State-Building: Approaches and Strategies
Cultural Differences and Origins of Conflict
Conflict Management in the Healthcare Workplace
The Business Conflict: Red-Holdings Case
Impact of Conflicts in a Group
Conflict Resolution for the Helping Professions
Discussion of Conflict Capability
Impact of Conflict Resolution for Best Conversations
Transformative Mediation: Conflict Management
The Moral Conflict in Antigone: The Familial Values Against the Law
Resolution of Conflicts of Heirs to an Estate
Machiavelli’s Views on Free Will and Class Conflict
The Work Conflict and Its Influence on the Future Reactions to Conflicts
Contrast, Conflict and Tension in The Glass Menagerie by Tennessee Williams
Resolving Conflicts in the Healthcare Setting
Global Health Challenges and Cultural Clashes and Conflict Resolution
Analysis of Role of Conflict in Society
Conflicts in the Workplace: Solving and Decision-Making
Interpersonal Conflicts in the Workplace
Conflicts in Social Work Depicted in Movies
Communication Conflict and Climate in Relationships
Free Speech vs. Anti-Discrimination Practices Conflict
Win-Win Solutions in a Potential Conflict Scenario
Withdrawal as Conflict Solving Technique
Racial Conflict in Ferguson
Interpersonal Conflict: Management, Economics and Industrial Organization
Sociological Perspectives: Functional, Conflict, or Symbolic Interaction
Theories in Have a Nice Conflict by Scudder et al.
Criminal Justice Inequality in Conflict Theory
The Palestinian-Israeli Conflict
Age Diversity and Conflicts in the Workplace
Culture and Conflict Reflection Essay
Organizational Behavior: Employees Conflict
Social Conflict Theory Overview
COVID-19 Pandemic and Conflict Theory
Conflict and Social Change
Exploring Workplace Problems, Issues, or Conflicts: Managing Complex Healthcare Systems
Fundamental Analysis of Regional Conflicts on Dubai Financial Markets
World Wars and National Conflicts: What Were the Reasons?
How Climate Change Affects Conflict and Peace
Third Party Intervention in Conflict
Successful Negotiation in Conflict
The Nature of Power in Conflict
Communication and Moderating Conflict
Communication and Conflict Styles
Deviances Viewed by Labeling, Conflict, and Merton’s Strain Theories
Conflict of Interests at the Workplace
Cross-Functional Teams Conflicts
Charting a Course for Conflict Resolution – “It’s a Policy”
Manifestation of Strategic Cultures in Cyber Conflict
The Karabakh Conflict: True Causes and the Role of Mediation
Irregular Warfare: Asymmetric Conflicts in Recent Years
Conflict: The Cutting Edge of Change in a Medical Team
Conflict and Change in Medical Teams
Edwards Engineering Inc. and Kiel A.G. Conflict
Conflict as a Result of an Ineffective Leadership Style
Social Networks: Functional Analysis and Conflict Theory
Consulting Service-Client Problematic Cooperation: Communication & Conflict
Conflict Management in Human Services
Conflicts of Police Officers With the Members of the Minority Groups
Emotional Intelligence and Conflict-Handling Styles in Nurses
Ethical Conflict in Nursing
Negotiation Strategies: Investor-Government Conflicts
Conflict Management: Styles, Strategies, and Their Effect
Conflicts Between Nursing Ethics and Law
Principles of Conflict Resolution
Conflict Scripts and Styles Learnt in Childhood
Conflict Between Research and Ethics
Factortame Litigation: Conflict Over Fishing Waters Legislation
Aerial Experiment Association & Wright Brothers Conflict
Adverse Drug Reactions Reporting Conflict
Armed Conflict as a Public Health Problem
Effectiveness of European Regime Vs English Common Law System in Conflict of Law
European Regime Approach to Jurisdiction in Conflict of Laws
Conflict Management Efficiency in Team Leaders
Cultural Diversity and Conflict in the Health Care Workplace
Researching Conflict of Laws
Study-Work Conflict and the Risk of Burnout
The Conflict Between Banks and Financial Speculation
Communication and Conflict Management
Conflicts That Nurses Encounter in Their Practice
“Revisiting America: Readings in Race, Culture, and Conflict” by S. Wyle
Activities Coordinator and a Conflict of Interest Situation at Cooinda Nursing Home
The Parallel Between Crime and Conflicts in Africa, Asia and Latin America
Conflict and and Crisis in the Neovida Research Hospital
Theories and Styles of Conflict Resolution
Assessing the Role of Conflict in the Health Care Environment
Humor Application in Conflict Management: Facilitating and Regulating Communication
Methods of Conflict Resolution: Solving the Disagreements
Stages of History, Capitalism, Class Conflict, and Labor Theory in Adam Smith’s Writings
The Israel and Palestine Conflict: One Land Two Claimants
Peace and Conflict in Film Adaptation of Book “Hungry Games” by Collins
Major Conflict Between Britain & Their US Colonies
Environment and Land Conflict in Brazil
Syrian Conflict and Women Rights: Way to Equality or Another Discrimination
Conflict Resolution Plan Draft and Strengthening the Team
Internal Conflicts Within the Ottoman Empire During the Era of Decline
Mediation and Arbitration: Ways of Resolving Conflicts
Communication Techniques as a Way to Resolve Conflicts
The Impact of Improper Conflict Resolution
The Impact of Global and Regional Conflicts on Infrastructure in the US
Effective Business Meetings and Conflict Management
Opening Scene of a Play: Conflict, Intrigue, Suspense
International Journal of Conflict Management Critique
Using Conflict in Organizations Written by C.K.W De Dreu and E.V. De Vliert
Conflicts of Interest in Governmental Contracting
Gulf War Deterrence. The Most Viable Way of Dealing With Conflicts
Israeli-Palestinian Conflict: Key Issues at Stake
Teamwork Dynamics, Motivation, Conflict Resolution, and Leadership
The Conflict Between Two Key Employees
“The Final Failure” and “Crisis and Conflict”: Credibility of the Sources and Contents
Conflict Management Concepts Implementation and Outcomes
Intergroup Conflict and Its Management
Managing Conflict Situations in Nursing
Causes of Conflict and Its Resolution
PSDM Model Usage in Solving Family Conflicts
Orbit Limited: Conflict Resolution
Conflict Resolution: Definition of Problem, Criteria for Effective Solution, Root Causes
Collective Bargaining and Conflict
Conflict Management Approaches
Eros, Thanatos, and the Oedipal Conflict, Adam and Eve Themes or Patterns
Conflict in Breaking Smith’s Quarter Horse: The Story Full of Chaos, Unrest, and Deceit
Identity Based Conflict: Zamri and Gordon
Rwandan Conflict as a Deep-Rooted and Identity-Based Conflict
How Did the Movie “Life as We Know It” Demonstrate the Conflict in a Family Institution?
Human-Wildlife Conflict: Vehicle Collisions With Animals
Responding to Conflict Creatively
Negotiation and Conflict Resolution at the Workplace
Civil Peace as Absence of War or Physical Conflict
Options for Resolving an Environmental Conflict
The Conflict Between Fate and Free
“The Difference Between Conflict Prevention” by Robert Bakal
Culture War in Australia: Conflict Between the Conservatives and Liberals
Personal Conflict of King Lear in Play by Shakespeare
Child Soldiers Use in an Armed Conflict Is Justified
Natural Resources and Conflicts in Asian Countries
Understanding Conflict Management
Conflict and Collaboration: Workforce Investment Act
Israel and Palestine: Conflict Resolution
Conflict Resolution Strategies and Relationships
Fathers’ Work, Conflicts and Children’s Self-Esteem
Conflict and Culture, Based on Articles’ Analysis
Conflict and Marriage Satisfaction
Conflict in ‘The Yellow Wallpaper’ by C. Perkins Gilman
The Profound Social Conflict and Social Forces in USA
Matters of Social Conflicts
Conflict Theory: Gender Differences in Cultural Capital and Educational Opportunities
The Right Side in the Palestinian-Israeli Conflict
Israeli-Palestine Conflict and US-China Relationship
Religious Conflict in the History: The Key Causes of Conflicts
Communication at Work: Discussion, Relational Development, Conflict
Conflict Management in Empyrean Company
Diversity and Conflicts in Education in Idaho
Conflict of Poor and Wealth From Two Perspectives
Strategies to Handle Conflict
Conflict Management and Negotiations
Culture and Conflict: Yanomami Conflict
Conflict Management: Teambuilding and Dynamics
The Northern Ireland Conflict or “The Troubles”
Conflict Between Medical Research and Ethics
A Conflict Theory: Term Definition
HRM Skills of Communication and Conflict Resolution
Conflict Resolution Tactics and Bullying
Science and Technology Conflict Between the United States and Japan in the Late 1980s
The Wars of Weak and Strong: Asymmetrical Conflict
Workplace Overview Conflict Between Two Engineers
Conflict Between Lobby Groups and UK Retailer
Human Communication and Conflict Management in Family
Conflict Theory: Racial Profiling
Indigenous Groups and Ethnic Conflicts as Social Problems
Psychology: Conflict Resolution and Leadership
Conflict Resolution and Cross-Cultural Negotiation
Internal Conflict in Business: Greenway Industries
Conflict Management Challenges in Trade Unions
Kenya and Brazil: Comparing Environmental Conflict
Humanitarian Aid as a Cause of Conflict in Syria
Mass Communications: History and Review of the Profit vs. Duty Conflict
Israelis and Palestinians Ethical Conflict
Personal Conflict Resolving Skills
Geography. Australia’s and New Zealand’s Conflicts
Conflicts in European History: Relations Between the Individual and the Government
Culture and Its Effects on Ethnic Conflict: Theoretical Comparisons
Israeli-Palestinian Conflict: Policy Recommendation
Enron vs. Andersen: Ethical Issues and Conflicts of Interests.
Conflicts of the 20th Century: Roles of Civilizations
Implications of Religious Conflicts in Present World
The Role of the USA in the Israeli-Palestinian Conflict
America and Darfur Conflict Analysis
Chechnya and Russia: A History of Conflict
Ethnic Conflict in Somalia Analysis
The Conflict Between Individualism and Community in Andersen’s “Hands”
The Israeli-Palestinian Conflict: Origins and Evolution
Final Take Home Exam: The Arab-Israeli Conflict
Orientalism and East and West Conflicts
The Nagorno-Karabakh Security Conflict and Outcome
Non-Violent Resolution to the Conflict Between America and Iraq
Conflict as an Aspect of Managing People
The Ku Klux Klan: Conflicts & Compromises
Trends in Global Terrorism. Conflict Resolution and Iraq
Sociology of Ethnic Conflict Analysis
Educational Administration: Conflict Management and Resolution
The Iranian Revolution: Conflicts Between Leaders
Covert Conflicts in Business Organizations
Do the Structures of Global Governance Deal With the Drivers of Conflict in Fragile States?
Mergers, Acquisitions, and Cultural Dilemmas
China and the World: International Conflict
Peace Conflict and Social Identity
Politics, the Israel-Palestine Conflict, and Oil: After the WWII
World Political Science Discussion: Conflict Analysis
Conflicts Between Japanese Americans and Chinese Americans During the 1920s-1940s Period
Military Conflicts at the Civil War
Cultural Interpretations of Conflict: Western Perspective vs. Eastern Concepts
Diversity and Conflict: Working Approaches
Conflict Management Styles Applied in Healthcare
Conflicts in the UAE’s Governmental Organizations
Co-Development and Racial Conflict in “Kindred” by Butler
Conflict Management: Gender Pay Gap in Hollywood
Conflict, Negotiation, and Group Behavior
Neo-Nazism: Conflict and Power Theories
Theater Stage Manager’s Conflict Resolution
Conflicts and Disputes at Workplace, and Their Resolution
Parental Responsibilities and Related Conflicts
Conflict in a Multicultural Context
Organizational Behavior: Conflicts in the Workplace
Organizational Behavior and Workplace Conflicts
Hate Speech in “The Office”: Mitigating Conflicts
Workplace Conflicts and Their Sources
Managing Organizational Conflict: Rahim’s Meta Model
Conflict and Culture in the Organizational Behavior
Post-Soviet Eurasia’s Conflicts and Reconciliation
“Nash in Najaf”: Game Theory in Iraqi Conflict
Conflict & Crime Control vs. Consensus & Due Process Model
Zimmerman vs. Martin Conflict and Its Resolution
Conflict Management Styles: Zimmerman vs. Trayvon Martin
Approach to Negotiation and Conflict
Negotiation, Pricing and Conflict Resolution
Ethical Issues and Conflicts of Interest in the Company
The Class on Cross Cultural and Conflict
Containing Violence Conflict: Peacekeeping
The Scholarship Coordination Office: Conflict and Leadership
Teams and Conflict at Riordan Manufacturing
Cultural Differences and Conflicts
Interpersonal Communication: Relationship Climate and Conflict
Manufacturers and Retailers Conflicts
Class Conflict in Marxism and Other Theories
Leader’s Mood Impact on Conflict Resolution
Workplace Conflicts and Effective Communication
Schneider National Inc.’s Conflict Management
Conflict in the “Wanda’s Visit” Play by Durang
Journalistic Mechanisms for Covering Death in Violent Conflicts
Martyrdom Culture in Israeli-Palestinian Conflict
Group and Gender Conflicts and Their Resolution
The Rwandan Conflict and Social Network Approaches
Positive Conflict Management Strategies
Personal Communication and Conflict Styles
Custom Chip Inc.’s Management Issues and Conflicts
Conflict Analysis: Suitable Negotiation Process
Donaldson’s Type 1 Conflict and Its Resolution
Employee Empowerment and Conflict Resolution
Workplace Conflicts and Rational Choice Theory
Modern Workplace Issues: Stress, Conflict, Quality
Interpersonal Conflict Resolution at the Workplace
Intergenerational Conflict at the Workplace
Tucker Company’s Restructuring for Conflict Resolution
African Union Military Force in Darfur Conflict
Motivation and Conflict: Analysis and Design Methods
Co-Owners’ Conflict of Hiring New Employee
Concourse Equity Inc.’s Conflict Management
Managerial Conflict Resolution for Marketing Team
Cultural Conflicts in Fadiman’s “The Spirit Catches You and You Fall Down”
Forgiveness for Workplace Conflict Resolution
Oil in Fueling Violent Conflicts in Libya
Abu Dhabi Department of Culture and Tourism’s Conflict Management
Masdar City Project and Conflict Management
Abu Dhabi Sports Council’s Conflict Management
Justice and Conflict & Cooperation and Competition
Anxiety and Cultural Models in the Conflict
Conflict of Interest and Ethical Administration
Inner Conflicts in Twain’s “Adventures of Huckleberry Finn”
Conflicts of Interest in the Financial Services Sector
Personality Conflicts in Professional Relationships
Arab National Identity in Israeli-Palestinian Conflict
Hybrid Channel Conflict in the Business
Mergers and Acquisitions: Cultural Concerns
International Court Punishing Rape in Armed Conflict
The Israeli-Palestinian Conflict: Theory and Analysis
Team Communication: Conflict and Performance
Conflict Management in Nursing Decision-Making
Incentive Conflicts Caused by Communication Disruption
Geographic Factors of Civil Conflicts’ Duration
Teacher Shooting as an Organizational Conflict
Early Years Educators’ Work in Conflict Areas
Stress, Conflict and Misunderstandings in the Workplace
The 1994 Major League Baseball Strike and Conflict
Empire and Democracy Conflict by Thucydides
Sunni–Shia Religious Conflict in Iraq
Principal’s Conflict Defusing Technique
History of Yemen Conflict
Intragroup Conflict in a Nursing Environment
The Current Conflict Between Sunni and Shia
Qatar and GCC Countries Conflict
Human Resource Management: Conflict Case
Benchmarking and Creativity’s Conflict
Gender and Conflict in Prisons
Conflict in Hobbes’, Marx’s, Rousseau’s, Plato’s Works
The Arab-Israeli Conflict Analysis
Marbles Construction Company’s Conflict Management
Unnecessary Conflict in the Workplace: NDC Company
Man-Animal Conflict: “To Build a Fire” by Jack London
Employee Conflict Sources and Resolution Approach
Multicultural Conflict in the Engineering Setting
Interracial Conflict in “Dutchman” by LeRoi Jones
Empathy in Conflict Resolution
Interweaving Conflict in “Star Wars” Series’ Plot
Adolescent Development, Changes and Conflicts
Nile River Conflict Between Egypt, Ethiopia, Sudan
Newlywed Conflict on Expectations and Duties
Complementary Conflict Patterns in Families
Internal Conflicts in Congo and Yemen
Marxism vs. Feminism: Human Nature, Power, Conflict
Conflicts and Negotiations in the Real World
Middle Eastern Conflicts and Regional Factors
The Libyan Conflict and Required Leadership Skills
International Business Conflicts Resolution
Native Americans and Colonists’ Conflict
Project Regulation, Staffing, Conflict Resolution
Conflict Theory and Politics in Criminology
Conflict Criminology and Crime Causation Theories
Conflict Management: Importance and Implications
Western Media Portrayal of the Arab‐Israeli Conflict
Conflict in South Sudan and Its Influence
Regional Conflicts and Dubai Financial Markets
Media Contribution to Majority-Minority Conflict
Conflict in Teams: Leveraging Differences
Ethnic Conflicts in “A Different Mirror” by Takaki
Business Protocols and Personal Values Conflict
Teams and Conflict: Triggers and Solutions
Controlling Emotions in Conflict Situations
General Hospital’s Conflict Resolution
Ancient Rome: Visigoths’ and Rome’s Conflict
Sudan Conflict: Historical Stages and Events
The Balfour Declaration: Israel Creation and Palestinian Conflict
Common Conflict Areas in Marital and Couple Relationships
The Spratly Islands and Maritime Conflict
The UAE’s Reaction to Yemeni Political Conflict
The Renewal of Imperial Conflict
Indians and Colonists Relations and Conflicts
Organizational Conflict: Pros, Cons, Prevention
Cultures in Conflict and Modernity
Group Conflicts in Business Organizations
Middle East’s Conflicts and History: What Went Wrong?
Conflict of The Beatles and the Religious Far Right
The South Sudanese Inter-Ethnic Conflicts
Third Parties in Conflict Resolution
Ethnic Group Conflict in the United States
ISIS and the Middle East Conflict
War and Conflict in North Africa and Southwest Asia
Israeli-Palestinian Conflict: Optimistic Prognosis
Conflict Resolution in Management Teams
Conflicts in Anglophone and Francophone Africa
Conflict in Syria: Jihadi and Western Views
Conflict Resolution Theory in Arab-Israeli Issue
Arab League and US in Israel-Palestine Conflict
Uppsala Conflict Data Program’s Report for 2012
Asia Pacific Regional Cooperation and Conflicts
Project Success and Interpersonal Conflicts
Maritime Conflict: Offshore Political Geography
Ethnicity Significance in the Post-World War Conflicts
Palestinian-Israeli Conflict in the Film Industry
The Israeli-Palestinian Conflict: History and Concept
Race Conflict in London: Mark Duggan Case
Battle of the Holy Land: The Israeli-Palestinian Conflict
The Conception of Conflict Between Iran and the US
Global Conflict and Poverty Crisis
Class Conflict: Karl Marx and Mikhail Bakunin Ideas
Customer Service Conflict Management Strategies
“Divine Intervention” Film: The Palestinian-Israeli Conflict
Bahrain Conflict: Historical and Analytical Study
Conflict in Afghanistan: Pakistan Funds the Taliban Fighters
Ethnic Conflicts and Misrepresentation of Rwandan Hutus
Water Related Conflicts in Africa
Basic Conflict in Antigone by Sophocle
Negotiation and Conflict Resolution in Business
Hutus and Tutsis Ethnic Groups Conflict
Early Scholars’ Views on the Internet
Family Conflicts Assessment
When Ethics and Euthanasia Conflict?
Wasta Company Conflict Managment
Employee Motivation, Conflict and Personnel Management
Prejudice, Aggression and Social Conflict
Climate and Conflicts: Security Risks of Global Warming
Communication: Negotiations, Pricing, and Conflict Resolution
Conflict Theory as a Tool to Study Social Situations
Human Security in International Conflicts
Conflict Over Human Rights
Dealing With Political Conflicts: Strengths and Weaknesses
Ethno-Religious Nationalisms in Conflict in Bosnia
India Political Conflicts in the XVII Century
Organisational Conflict Resolution
War and Conflict in Africa and Asia
Conflict and Racial Hostility
Riordan Manufacturing: Diversity and Conflict Management
Effective Leadership: Coaching and Conflict
Role of Coaching in Conflict Management
The Main Characters’ Conflict in “Yellow” by Del Shores
Structural Functionalism and Social Conflict Theories
Management Issues: Conflict Mediation
Organizational Conflict, Its Characteristics and Principles
Public vs. Parochial Schools: The Principle Points of Conflict
Managing Conflicts: U.S. Harvest Scandal
Charter Team Work: Goals and Conflict Resolution

❓ Essay Questions on Conflict

Are Science and Religion in Conflict?
Can the Functional and Conflict Theories Help Us Understand Change?
Does Ideology Cause Conflict or Is It Just an Exacerbating Factor?
Does Nationalism Inevitably Breed Rivalry and Conflict?
Does Nuclear Deterrence Work in Preventing Conflict?
How Does Class Conflict Affect Society and What Are Its Consequences?
How Does Lloyd Jones Present the Setting, and Use It to Develop Conflict?
How Does Lofgren Manage Conflict?
How Modern and Ancient Military Conflict Differs?
What Are the Five Main Causes for Conflict?
How the London Docklands Conflict With Its Current Development?
How Would Conflict Theory Explain Homelessness?
What Are Conflict and Functionalist Perspectives?
What Are Some Types and Sources of Channel Conflict?
What Are the Causes of Ethnic Conflict?
What Are the Factors That Caused the Northern Ireland Conflict?
What Causes Conflict in History?
What Are the Historic and Current Factors Contributing to the Palestinian Conflict?
What Causes Conflict Between Adolescents and Their Parents?
When Does Ethnic Diversity Turn Into Ethnic Conflict?
Why Have Nuclear Weapons Not Been Used in Conflict since 1945?
What Was the Greatest Conflict in History?
What Is Ideology Conflict?
Which Two Ideology Were Involved in a Conflict during the Cold War?
What Conflicts Is the US Currently Involved In?
What Is the Biggest Conflict Right Now?
What Are the Causes of Conflict in Europe?
What Are the Major Conflicts in Africa?
Chicago (A-D)
Chicago (N-B)

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Supervisor Essentials Training Conflict Resolution Principles

Supervisor Essentials Training Conflict Resolution Principles - Essay Example

Subject: Management
Type: Essay
Level: Masters
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Author: harveyleslie

Extract of sample "Supervisor Essentials Training Conflict Resolution Principles"

My sister is two years younger than me and since her birth, I felt that all I had has been now snatched from me and provided to her. Such thoughts made me feel jealous of my sister. So, I always tried to hurt her and compete with her in all aspects from my parent’s attention to toys etc. But this initial rivalry was then transformed into a healthy relationship based on trust and sharing due to my mother. She was very much annoyed by my attitude, so in order to improve my behavior she decided to give me autonomy. One day she left both of us alone for a few hours and went to the market. I was almost five years old at that time and felt the responsibility my mother imposed on me. In those few hours, I didn’t try to hurt my sister instead did everything to let her feel comforted. I prepared instant noodles for her. All that I did enhanced our relationship and I considered her a blessing. Then as my mother returned she inquired about how I managed the house and then explained the rationale behind her decision.

Since that day I learned the value of our relationship and never competed with her on anything and the rivalry was replaced with love and care.

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Essay about Personal Conflict
Essay about Personal Conflict. This essay sample was donated by a student to help the academic community. Papers provided by EduBirdie writers usually outdo students' samples. According to Hocker & Wilmot conflict is an "expressed struggle" between at least two "interdependent parties who perceive incompatible goals, scarce resources, and ...
Essays About Conflict in Life: Top 5 Examples and Prompts
There are several types of conflict that a person experiences throughout their life. First, discuss simple conflicts you observe around you. For example, the cashier misunderstands an order, your mom forgets to buy groceries, or you have clashing class schedules. 3. Review On Movies Or Books About Conflicts.
Mastering The Art Of Writing A Great Conflict Essay
A hook sentence - an interesting fact, question, quote, or anecdote. Introduction part that makes readers aware of the conflict. Thesis statement. 3 body paragraphs, each with one issue of the conflict and several proofs. Address whether the conflict was resolved or not. You may also discuss the ways of avoiding or solving the conflict.
Experience of Interpersonal Conflicts
Experience of Interpersonal Conflicts Essay. Interpersonal conflicts are inseparable elements of living in human society and building relations with other people. Even though their scope varies, there are some universal strategies, which can be deployed to solve them, referred to as communication theories. The key to using them successfully is ...
Interpersonal Conflict: Definition and Analysis Essay
The phenomenon of a conflict is generally defined as "an antagonistic state of opposition, disagreement or incompatibility between two or more parties" (Hussein & Al-Mmaary, 2019, p. 10). Therefore, the notion of a conflict encompasses a rather broad range of issues in personal interactions, from a misunderstanding to the feeling of mutual ...
Analysis of Personal Conflict Experience
Analysis of Personal Conflict Experience. Throughout life, I have learned that conflicts can be small or large, with 2 or 15 people…a particular conflict that I experienced encompasses all 4 qualities. My close group of friends of around 15 people who I generally get along very well with, all have a common enemy.
Personal Conflict Resolving Skills
One needs to stay normal, cool minded, ready to listen, ready to reason, ready to carry out their relationships the way they used to be. If there is a drastic change in these above mentioned characteristics of a person then the skills to handle stress are not used appropriately and it needs to be revised again.
Essays About Conflict: Top 5 Examples and 7 Writing Prompts
Conflict is a clash between two parties, often because of religious, social, or political disagreements. The ongoing war between Russia and Ukraine began in early 2014 and is an example of armed conflict. It affects the citizens, economy, tourism, and other sectors of the two countries, with impacts reaching other areas of the world.
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Personal Conflict Style Assessment Using the conflict management style survey to determine my conflict management style was an insightful experience. The scores from the analysis show the role of collaborator (45), compromiser (30), controller (21), accommodator (19) and avoider (13) are the order of conflict management styles must relied on in work-related conflict situations.
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All three types of conflict—task, process, and personal (relational) conflicts—are usually disruptive, especially personal conflict, which is highly disruptive (De Dreu & Weingart, 2003; Jehn, 1995, 1997). A review and meta-analysis by De Wit et al. showed that, under specific conditions, task conflict can be productive for teams.
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Reflective Essay . How do you handle conflict? In this essay, I am going to describe different ways that I, myself, handle conflict. There are many different ways to handle conflict. The main ways that I am going to describe are conflict between two people and my own personal conflict style that was found by doing a survey in class.
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Conflict arises from differences, both large and small. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Sometimes these differences appear trivial, but when a conflict triggers strong feelings, a deep personal need is often at the core of the problem.
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Writing an essay on conflict resolution can provide a deeper understanding of this skill and its significance. To help you get started, here are 106 conflict resolution essay topic ideas and examples: The importance of conflict resolution in personal relationships. Conflict resolution techniques used in international diplomacy.
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Conflict refers to a situation in which groups and people think, or have incompatible goals and objectives. Conflict is a wide concept, but many people belief only violence and war is conflict. However, conflict takes place in all levels of society and in all situations. Generally, organizations, individuals and people experience various types ...
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Writing an essay about a personal experience or relationship can be a powerful way of both discovering the meaning of your own past and sharing that past with others. When you write about something in your past, you have two perspectives: Your perspective in the present. The perspective you had at the time the true event occurred.
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Personal Narrative: Conflict Essay Example. The tale I'm about to tell you is a conflict that has affected me all my life. You may be thinking "Maddy, you were just shy, you didn't have anxiety.". But I don't think most people understand how hard on you it really is.
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3021. Friendship is a complex tapestry woven with threads of joy, shared moments, and occasional challenges. This narrative recounts a personal journey with a close friend named Chin, highlighting the ups and downs that tested the resilience of our bond. It serves as a reflection on the importance of empathy, communication, and the profound ...
Informative Essay Sample on Personal Conflict Resolution
Managing Conflict. When caught up in a dispute, I begin with identifying and defining the anomaly in modes that are neutral; i.e. by muting all the criticism and disdains and also avoiding personal feelings and emotions Ross & Weber (1998). I employ open forum approach, which is inclined towards letting other people speak out their opinions ...
622 Conflict Topics & Essay Samples
Examples of Conflict Negotiation. Face giving is the action that is intended to defend and understand the inclusion of other party in the negotiation. Face-loss is an activity that leads to loss of dignity, self-esteem, and reputation to the […] John Updike's "A&P": Themes & Conflicts Analysis Essay.
Personal Conflict Essay Examples
Personal Conflict Essay Examples. Everybody has a past that shapes and molds the person they are today. A person's culture, family life, friends, and social status are some of the determining factors that assist in shaping them. My best friend Shalom has been raised in a drastically different way than me and this has shaped her views of how ...
Supervisor Essentials Training Conflict Resolution Principles Essay
Insert Name Insert Grade Course Insert 17th December, 2012 Interrelationship of the Post-conflict resolution Tools Introduction Conflict has been and persists to be a common scenario in all human societies and interactions....conflict resolution and post conflict reconstruction have been cited as major efforts that characterize humanity in the event of a war or a conflict....