Dr. Delwar HossainProfessor of International RelationsUniversity of DhakaE-mail: h.delwar@gmail.com

Dealing with Conflicts: Management, Resolution, Prevention or Transformation?

Ineffective Ways to Deal with Conflicts

Conquest/Intimidation. Trying to win an argument will turn a disagreement into a battle for dominance.

Avoidance. Ignoring problems does not make them go away.

Bargaining. Compromise can be a laudable way to resolve a conflict, but not when greater objectives get subverted by the resolution process.

Quick fix. A band-aid solution, like changing a moral position to get rid of a criminal, can not solve a conflict. This strategy also rewards unacceptable behaviour, harms your credibility, and is unfair to other people.

Impediments to the process

Expectation to win Negative role played by some

segments Mistrust and suspicion Hostile propaganda against each

other Lack of commitment to the

welfare of people Lack of culture of tolerance

Rationale/assumptions

Exhaustion and fatigue in conflict parties (CHT conflict, Tamil crisis)

Benefits outweigh sustaining conflict (Cold War, globalization)

Development of interest and expertise to deal with conflicts

Pragmatist approach/realism (Dayton peace accord, 1995)

Basic Approaches to Deal with Conflicts

Avoidance

Major features Unassertive and uncooperative Individual does not pursue her or his concerns Conflict is not addressed and does not go away May involve diplomatically sidestepping issue,

postponing until a better time, or simply withdrawing

Appropriate when: Matter is trivial. There is no chance of gaining what you want. The potential damage of confrontation would

be great.

Accommodation

Major Features Unassertive and cooperative. Individual neglects her or his concerns to

satisfy others. May involve selfless generosity or charity,

obeying other’s order against wishes, or yielding to other’s view.

Appropriate when: You realize you are wrong. The issue is much more important to the

other party. Competition would damage the cause.

Compromise

Main aspects Intermediate in both assertiveness and cooperation. Objective is to find an expedient, mutually

acceptable solution that partially satisfies both parties.

May mean splitting the difference, exchanging concessions, or seeking a quick middle ground position.

Appropriate when There is time pressure. All parties satisfied with part of their requests. Potential disruption of more assertive modes

would be more damaging.Drawbacks No one is fully satisfied. Solution is often short-lived. Perception of a sell-out may create cynicism. You lose sight of larger issues, principles and

objectives.

Competition

Main points Assertive and uncooperative. Individual pursues own concerns at

other’s expense. Whatever form of power is available is

used to win one’s own position.Appropriate when: Quick, decisive action needed, such as

in emergencies.Drawbacks: Others do not “buy in” to solution. May lead to reduced communication and

cooperation, damaged relationships, atmosphere of fear, resentment and ill will.

Collaboration

Main points Both assertive and cooperative. All parties try to find solution that fully

satisfies all. Requires digging into the issue and underlying

concerns, to find alternatives that meet all needs.

Might take the form of exploring a disagreement to learn from each other to find creative solutions.

Good and long-lasting solutions may be found that address the root causes of the conflict.

Styles/Ways of Dealing with Conflicts

“ Conflict resolution implies that conflicts can be resolved--finished, completed, overcome, or permanently settled.”

Conflict resolution- termination of conflict- assurance of peace- eliminating basic incompatibilities- CR cannot move forward without CM

“The label conflict management was intentionally chosen by communication scholars because the term evokes a process view of the choices and behaviors that come into play during conflicts.”

Conflict management- de-escalation of conflict - preventing upsurge of violence at the state and non-

state levels- providing a cooling off period - reducing negative fallouts- building institutions- maintaining healthy environment/relations

Cond.

Conflict prevention- The goal of prevention is to create a situation in

which differences and conflicts can be addressed in a non-violent and constructive manner.

- Forms of prevention includes preventive action, peacemaking, peacekeeping, and post conflict peace-building.

Conflict transformation is a process by which conflicts are transformed into peaceful outcomes. It is a process of changing relationships, behaviors, attitudes and structures from negative to positive.

- Whereas conflict transformation involves transforming the relationships that support violence, conflict management approaches seek to merely manage and contain conflict, and conflict resolution approaches seek to move conflict parties away from zero-sum positions towards positive outcomes, often with the help of external actors.

Methods of Conflict Resolution/Management

Mediation Third Party Arbitration Cease fire and withdrawal of forces

from the conflict zone Dialogue and negotiations Confidence building measures Interim agreement Regional arrangements

Basic Skills

What is the issue?

What are the stakes involved?

What is the relationship the parties in conflict?

Is a third party available? If so, how is the third party perceived by those in conflict?

What stage has the conflict reached?

Openness rather than defensive or offensiveness

Accepting the legitimate interests or concerns of the opportunity

The other’s point of view with empathy

Understanding hidden feelings and concerns

Responding with empathy, even when disagreeing with other’s point of view

World Bank-IMF and Conflict

The World Bank and IMF do not have mandates to intervene in the political relations of countries. But by basing their financial assistance on certain conditions, such as the rule of law, transparency and good governance, they are implicitly promoting long-term structural conflict prevention.

Questions?