UNIT 15 VALUES: CONFLICT AND RESOLUTION

Conflict

Introduction:

• Conflict can occur within oneself or with the external world.
• It can involve friends, family, spouses, colleagues, politicians, or the system.
• Conflict leads to stress, low morale, and decreased productivity.
• Bad values overpower good values during conflicts.
• Conflict induces negative traits like selfishness, egoism, disrespect, arrogance, and impatience.
• Human beings prefer living in a comfortable zone; disruption in this zone can trigger conflicts.

Common Conflict Indicators:

• Anger
• Frowning
• Raising hands
• Abusive words
• Showing fists
• Kicking, beating, and hitting

Objectives:

• Understand the meaning of conflict.
• Analyze causes and forms of conflict.
• Discuss ways to resolve conflict.
• Discuss interaction in relation to conflict.
• Discuss the effects of conflict.

Meaning of Conflict:

• A struggle or clash between opposing forces, interests, or ideas.
• It can be internal (within oneself) or external (with others).

Causes of Conflict:

1. Differences in Values and Beliefs: Conflicting ideologies or principles.
2. Interpersonal Issues: Miscommunication, jealousy, and personality clashes.
3. Resource Scarcity: Competition for limited resources.
4. Environmental Changes: Disruption in the comfort zone.
5. Power and Authority: Struggle for control and influence.

Forms of Conflict:

1. Internal Conflict:
   • Intrapersonal: Struggle within oneself (e.g., moral dilemmas, decision-making).
2. External Conflict:
   • Interpersonal: Between individuals (e.g., friends, family).
   • Intragroup: Within a group (e.g., team disputes).
   • Intergroup: Between groups (e.g., organizational conflicts).
   • Societal: Within society (e.g., political, cultural conflicts).

Conflict Resolution Strategies:

1. Communication: Open, honest, and respectful dialogue.
2. Mediation: Neutral third-party intervention.
3. Compromise: Finding a middle ground.
4. Collaboration: Working together towards a common goal.
5. Accommodation: Yielding to others’ needs or demands.
6. Avoidance: Withdrawing from the conflict (not always recommended).

Effects of Conflict:

1. Negative Effects:

   • Stress and anxiety.
   • Decreased productivity.
   • Damaged relationships.
   • Low morale.
   • Aggressive behavior.

2. Positive Effects (if managed well):

   • Improved understanding.
   • Enhanced problem-solving skills.
   • Stronger relationships.
   • Personal growth and development.

Interaction vis-à-vis Conflict:

• Conflict affects how individuals interact.
• Effective interaction can mitigate conflict.
• Understanding others’ perspectives can reduce misunderstandings.
• Developing interpersonal skills can lead to better conflict management.

Golden Values for Interaction:

• Respect everyone.
• Say thanks.
• Say sorry.
• Speak the truth.
• Enjoy little things.
• Be humorous.
• Appreciate everyone.
• Be satisfied.
• Avoid abusive language.
• Listen patiently.
• Help others.
• Stand in queue.
• Learn table manners.
• Never boast about wealth.
• Never laugh at others' inconvenience.
• Be able to laugh at oneself.
• Do not humiliate others.
• Be thankful to God.
• Be a good human being.

Conflict: Notes

Definition:

• Conflict is a situation involving a serious disagreement or argument due to opposing ideas, opinions, feelings, or wishes.
• Conflicts can occur at all interaction levels: at work, among friends, within families, and between partners.

Impact of Conflict:

• Weakens or strengthens relationships.
• Causes resentment, hostility, and possible relationship endings if handled poorly.
• Can be productive, leading to deeper understanding, mutual respect, and closeness if managed well.

Body Reactions During Conflict:

• Angry eyes
• Clenched fists
• Pounding heart
• Stomach knots
• Butterflies in the stomach

Managing Conflict:

• Naming a conflict helps in claiming a solution.
• Honest evaluation can avoid future conflicts and address the reasons for old ones.

Reasons for Conflict:

1. Health Reasons:

   • Physical illness, tiredness, hunger, headaches, stress, financial crisis, etc., can trigger unpleasant reactions leading to conflict.

2. Conflicting Values:

   • Different values and beliefs on issues like child rearing, women’s rights, hunger, poverty, etc., lead to conflicts.

3. Perception:

   • Varying standards of evaluation and differing perceptions of situations cause conflicts.

4. Socialization:

   • Different upbringing and environments create diverse views and generational gaps, leading to conflicts.

5. Expectations:

   • Unrealistic expectations and taking things for granted (e.g., parents with children, spouses, employers with employees) lead to frustration and conflict.

Forms and Reactions to Conflict:

• Conflicts vary in size and form, from small fights to large wars.
• Conflicts are a normal part of life and can be both negative and positive experiences.
• Different reactions include calmness, explosive anger, avoidance, negotiation, and proving points.

Steps to Foster Social Interactions:

• Design cooperatively structured activities.
• Divide participants into small groups.
• Provide a small area for participation.
• Choose interactive materials and equipment.
• Teach social skills.
• Encourage age-appropriate behaviors.
• Provide social support.
• Promote the development of peer companions.
• Foster friendships.

Value Dilemma: Notes

Definition:

• A dilemma is a situation of uncertainty and confusion where a decision is difficult to make.
• A value dilemma specifically involves confusion about which values to uphold in our behavior.

Conceptual Understanding:

• Imagine standing at a crossroad (A, B, C, D), uncertain which road to take to reach your goal. This mirrors life's value dilemmas, where choosing a value-laden path can be challenging.
• Our mind is often in conflict, reflecting the uncertainty in making value-based decisions.

Causes of Value Dilemmas:

1. Social Stratification:
   • Our society is highly stratified, leading to conflicting values.
2. Lack of Socialization:
   • Individuals not well-socialized with good values struggle more with value dilemmas.
3. Allurements and Temptations:
   • Numerous allurements and temptations can lead individuals away from value-laden paths.
4. Personal and Social Conflicts:
   • Internal conflicts and external societal pressures contribute to value dilemmas.

Consequences of Value Dilemmas:

• Social evils like corruption, dowry deaths, bride burning, unwed mothers, female infanticide, child labor, domestic violence, unstable relations, and divorce.

Conflict Management: Notes

Definition and Importance:

• Conflict management is the practice of handling and resolving conflicts in a constructive manner.
• Proper conflict management prevents tension and stress, leading to healthier relationships and better outcomes.

Approaches to Conflict Management:

1. Win-Lose Approach:

   • Common approach where one party's gain is another's loss.
   • Involves competition, dominance, aggression, and defense.
   • Often results in a victorious party and a defeated one, but can lead to long-term losses for everyone.

2. Lose-Lose Strategy:

   • Involves compromise where neither party fully wins.
   • Both parties get partially satisfied, often leading to a less optimal resolution.

3. Win-Win Approach:

   • Focuses on collaborative problem-solving to maximize both parties' goals.
   • Involves open and direct communication, avoiding threats and coercion.
   • Requires patience and skill in human relations, leading to improved social relationships.

Conflict Resolution Strategies:

1. Diffusion:

   • Validating the other’s stance to move towards a healthier resolution.
   • Postponing immediate reactions to achieve positive goals.

2. Empathy:

   • Involves understanding the other’s thoughts (Thought Empathy) and feelings (Feeling Empathy).
   • Encourages the other person to fully express their thoughts and feelings.

3. Identification:

   • Understanding both sides of the problem and defining common agreements and disagreements.
   • Active listening and using "I" statements to avoid blame.

4. Brainstorming:

   • Generating and discussing many ideas to find mutually beneficial solutions.

5. Evaluation:

   • Reviewing alternative solutions, considering pros and cons to narrow down to the best options.
   • Honest evaluation, even if it involves compromise.

6. Selection:

   • Choosing the most mutually acceptable solution.
   • Ensuring mutual commitment to the decision for successful resolution.

7. Implementation:

   • Agreeing on the details of action, responsibility, and contingency plans if the agreement breaks down.

Remedies to Avoid Conflict:

• Practice good values such as:
  • Forgiveness
  • Understanding
  • Cooperation
  • Respect
  • Empathy
  • Patience
  • Positive attitude
  • Politeness
  • Courtesy
  • Consistency
  • Obedience
  • Discipline
  • Respect for age and gender
  • Belief in a just world

Conflict Resolution Technique (CRT):

Steps:

1. Identify the Conflict:

   • Write down the name of the conflict you want to resolve.

2. Divide the Paper:

   • Divide the paper into two parts (right and left or up and down).

3. List Factors:

   • On the right or upper part, write factors that pull you to avoid conflict.
   • On the left or down part, write factors that push you into conflict.

4. Analyze and Resolve:

• Analyze the factors and work towards resolving the conflict.

Moral Conflict: Notes

Definition:

• Moral conflict arises when two groups have radically different views on what is acceptable behavior or values.

Features of Moral Conflict:

1. Misunderstanding:

   • Different systems of meaning and norms lead to communication issues.
   • Examples: Addressing elders by name is disrespectful in India but acceptable in Western cultures.

2. Mistrust:

   • Groups develop feelings of suspicion and danger towards each other.
   • Different moral views lead to conflict escalation.

3. Strained Communication:

   • Communication often consists of personal attacks and rigid beliefs.
   • Example: America and Pakistan blaming each other for terrorism.

4. Negative Stereotyping:

   • Groups attribute negative traits to those with differing views.
   • Actions or words of one group offend the other, leading to denunciation.

5. Non-negotiability:

   • Ideological beliefs prevent consensus.
   • Example: Failed dialogues between governments and terrorist organizations.

Effects of Moral Conflict:

• Dehumanization of opponents.
• Potential for hateful actions and violence.
• Human rights violations and attempts at genocide.

Dealing with Moral Conflict:

1. Changing the Stories:

   • Use narratives and storytelling to find commonalities.
   • Helps each side understand the other's perspective.

2. Reframing:

   • Third parties help redefine conflicts to focus on attainable interests.
   • Shifts focus from non-negotiable positions to mutually beneficial outcomes.

3. Dialogue:

• In-depth communication to understand and find common ground.
• Constructive dialogues have reduced political differences globally.

Lesson on Life: The Right Decision

Story Summary:

• Situation: A group of children were playing near two railway tracks: one in use, the other disused.
• Dilemma: A train is coming, and you can divert it to the disused track where only one child is playing, saving the majority on the operational track.
• Common Choice: Divert the train to save the many at the expense of one.
• Reflection: The lone child made the safer choice, yet is sacrificed due to the ignorance of the majority. This reflects how minorities are often overlooked in favor of the majority, even if the minority is right.

Key Points and Lessons:

1. Decision-Making in Conflict:

   • Rational vs. Moral Choice: Choosing to save many at the cost of one seems rational, but overlooks the correct decision made by the lone child.
   • Impact of Majority Rule: Often, the majority’s decisions prevail, even if they are not the best informed or safest.

2. Understanding Consequences:

   • Hasty Decisions: Immediate decisions might not always be the best; thorough consideration is necessary.
   • Potential Risks: Diverting the train could endanger the passengers, as the disused track might be unsafe.

3. Ethical Reflection:

   • Minority Rights: The story highlights the importance of considering minority perspectives, which may be more farsighted.
   • Moral Insight: What is popular isn’t always right, and what is right isn’t always popular.