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Aggressive behavior is never a solution to a problem. Turning your back and pretend there is no problem is equally fruitless in social relations. The excellent attitude is to face the conflict honestly and deal with it through communication that leads to a congenial conclusion. In human relations, conflicts or misunderstanding is inevitable in an inter-reliant community we live in. We are living in an environment where human interaction is base on trust and collaboration.

Evading conflict or forthcoming transformation adversity will obliterate the fundamental nature of a veritable community.It is better to be straight and truthful with each other and transform our conflicts in a transparent and more attentive manner. Conflict transformation is not a way to simply eliminate or control the conflict but to recognize and work with its communicative nature.

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Humans who are in a relationship normally create social conflict, and once it happens, it would change or transform the dealings, and the relationship surely affected. Conflicts predictably change relationships, altering communication and social patterns and may alter images of one self.Conflict transformation is discouraging “left alone” attitude towards conflict because doing so may lead to destructive consequences. Transformation includes converting the means conflict is articulated. It can be express in through non-violent encouragement, reconciliation, or endeavored cooperation. The success of conflict transformation relies on the awareness and recognition of fear, anger, grief, bitterness and other human emotions that must be superficially accept and deal with. II- Conflict Transformation StrategiesUnpredictable, conflict may come unexpectedly but there are various strategies to confront them. First, both parties involved in the conflict must be willing to undergo the process.

Keep in mind that people do have different personalities and no two individual share exactly the same views on an issue. We must also be aware that individual principle and a person’s position in the conflict are two different things. A person’s principle is a deep-seated value and harder to curve while a person’s position in a conflict is negotiable and confined in a specific situation.III- Conflict Transformation Techniques It may be valuable to have a specific community component or a third party assistance other than those directly involve in the conflict but solving an individually specific issue is different and not recommended. An “Unassisted Transformation” requires parties involved in conflict to practice conflict transformation technique without external assistance.

With “Mediation,” parties involved in the conflict first attempt to come up with the solution themselves.If they do not arrive in an amicable resolution then third party mediation will be utilize. In a scenario when a mediator from the community failed to reconcile the conflicting parties, professional mediator from recognized institution will be use and take the process in conflict transformation.

As a mediator, one must be impartial and be conscious with own prejudice and protrusion. He or She must take care and prioritize the persons involved rather than giving more emphasis on issues.Let the conflicting parties feel confident among them and be willing join and share personal experiences and susceptibilities if applicable. As a mediator, one must support the progress of the transformation process. IV- The Proper Environment for Transformation The environment or venue for transformation is important for neutrality. Choose a neutral place wherein participants are comfortable, free of stress, interruptions, or distractions. In every situation, timing is very important if one wants to succeed in his endeavor.Set the proper time for conflict transformation and do not rush the process.

This will enable preparations and enough time to think logically. For the participants, mutually agree on one qualified mediator that you trust and credible enough for both of you. V- Basic Steps to Transformation At the start and during the conflict transformation process, the following steps must be taken with or without a mediator.

Prepare yourself, be aware of your feelings, and try to analyze the conflict in general and be logical about it.Settle on the process for conflict transformation and look forward in resolving the conflict. Set your mind to treat each other with respect, listens, and be open to learn and consider other views or personal belief. With a mediator, affirm you initial interest and goals and speak to the mediator rather than the other party. Give way, focus on important points of the conflict, and do not drag other people’s opinion other than those present in the room. Identify your own actions and feelings about the conflict and do not get involve or interpret other person’s actions.

Restate both initial interest, positions in the conflict, and continue bringing them up and slowly work on a solution. Keep an open heart and believe that all individuals have inherent goodness in them. Identify the areas in which you can satisfactorily accept a resolution and try setting attainable criteria. Finally, remember the points of agreement or write it down and sign it. The mediator may review the resolution to ensure that it is achievable by both parties and check whether the resolution is followed in a later time.VI- Conclusion Conflict theories like “Conflict Resolution” and “Conflict Management” is different from Conflict Transformation. Conflict Resolution indicates that conflict is “bad and must be ended”(CRC, 1998). It also believes that conflict is “short term” occurrence that could be end in an intervention process.

Conflict Management is right in assuming that conflict is long-term processes that cannot be easily resolved but the term “management” suggests that “people can be directed or controlled” (CRC, 1998) like an object.A better Conflict Transformation touches the “cause-and-effect” of relationship both ways (CRC, 1998). It means solving the conflict using the people and relationships natural occurrence, “from the people and relationship to the conflict and back to the people and relationship” (CRC, 1998). Since conflict, usually “transforms” insights by highlighting the disparity between people and positions, conflict transformation effectively improve common understandings of people with different values and interest.

VII- References Conflict Research Consortium (CRC), “Conflict Transformation,” International Online Training Program on Intractable Conflict, University of Colorado, [online], http://www. colorado. edu/conflict/peace/treatment/contrns. htm Hill C. , 2000, “Conflict Transformation,” [online], http://www.

cobbhill. org/craConflictTransformation. html Lederach, Maiese, 2003, “Transformation,” Beyond Intractability, [online], www. beyondintractability. org/m/transformation.


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