Conflict Concept

Posted on Tem 21, 2009 | 1 comment

Conflicts and their managements have always been occurred during the history and It has always been important for the human social life. This is logical. Look at your around, at your relationships, although the sound is bad, you can see the conflicts and disagreements everywhere. If these challenges are everywhere, then we have to consider and manage them.

Struggling to obtain the scarce sources, the differences during the tactical and strategical analysis process while reaching to the same target, controversies in ideological and religious systems, socio-economical standards and class struggles are considered to be the main reasons of disagreements during the interaction processes of people. These disputes may turn into conflicts with time if it is not intervened.

In general perception, the concept of conflict is perceived as a wicked act and it makes people hurt, however, conflicts are disputes between opposing individuals or groups and they are imposed based activities against others. The physical controversies or violences are the extreme examples of the disagreements and in many cases the differences can be solved before turn itself into that kind of ultimate conditions.

In general, the managers are criticized if there is a disagreement or conflict, but this is a faulty perception. Opposite of this perception, differences will be in everywhere and almost in every cases. So, the important key is how to manage these disputes and prevent turning itself to a conflict. Some people think that the conflict must be solved immediately and some think that the disagreement will be solved by itself in time. These approaches which are criticized theoretically can cause negative situations in practicle life. The controverties that is drifted or is not intervened, can be improved itself and turn into conflict in time. On the other hand, the ones who think that the disagreements or conflicts must be solve immediately, can over-lock the integrality of the issue and can become distance from efficient solutions. Hastiness is not quite best act in order to find and optimum solution. This conceptually sounds like Gestalt and I will write about it later.

A conflict has a dynamic structure, it is not static. In that case, the most important thing is the analyzing this dynamic structure. A well-analyzed conflicts consist of many hints that show all the phases of conflicts and can give extra information about how you can manage it. Actually, from the beginning to the end, it is possible to divide the phases of conflicts into six main parts;

• Basic differences
• Disagreement
• Irreconcilability
• Campaign
• Legal Challenge
• Violence

The basic deffrence which reaches the violence phase, does not mean that it passed all the phases. In fact,  most of conflicts in violence phase has very complicated structure. Sometimes, the phase process can be invertible, it depends on the psychological, sociological and economical aspects of the people who have the differences.

Next, I will write about some more technical information about the topics below;

• Conflict Resources
• Sociology in Conflicts
• Emotional Points of Conflicts
• Strategy in Conflict Management
• Communication in Conflict Management Process