Conflict Escalation / Constructive Conflict

 Conflict Escalation / Constructive Conflict

            During the process of conflict, there are means of intervention which will prevent the escalation of the dispute.  If the practitioner or the opposing parties recognize the triggers and implement certain intervention methods, they may avoid conflict escalation.  “The challenge is to identify the conditions that promote a precipitous escalatory jump” (Deutsch, Coleman, Marcus, 2006, p. 854).  These conditions are most prevalent when people are annoyed, aggressive, possess an unstable self-esteem, or are easily provoked.  In addition, the relationship between the parties must be taken into consideration.  People with agonizing associations are prone to retaliate when provoked.  Yet studies show “that more cohesive groups (involving more positive relations between the members) engage in more conflict but are less prone to escalation” (Deutsch, Coleman, Marcus, 2006, p. 857).  The key is to recognize these conditions (triggers) as early as possible.  Hence, there is not a particular stage in the conflict process during which there should be intervention in order to prevent conflict escalation.  Instead, it is the responsibility of the practitioner or the parties themselves to be aware of the possible conditions which may cause conflict escalation.  Once the practitioner intervenes and addresses these conditions, the parties may avoid the escalation.

            Now, in effort to identify constructive conflict, certain guidelines must be utilized.  First, the opposing parties must identify and show consideration to one another’s culture and language, and dispel stereotypes.  “Associations based on our primordial sentiments create a conscientiousness of kind that separates us from those who are different” (Kimmel, 2006, p. 629).  Therefore it is critical for individuals to be aware of the differences from other cultures.  Individuals may achieve this awareness by conquering the levels of cultural awareness:

1. Cultural chauvinism
2. Ethnocentrism
3. Tolerance
4. Minimization
5. Understanding
6. Integration (Kimmel, 2006).

Second, individuals must enhance their peace-building skills.  These include empathy, imagination, innovation, commitment, flexibility, and persistence.  “To be effective peace builders, we must be devoted to the developments of relationships and the creation of consensual meanings and outcomes” (Kimmel, 2006, p.642).  In doing so, constructive conflict “will benefit all parties in their efforts to end destructive conflict, solve problems, and build relationships” (Kimmel, 2006, p. 642).

References:

            Deutsch, M., Coleman, P.T., Marcus, E.C., (Eds.). (2006). The Handbook of Conflict

            Resolution: Theory & Practice. (2^nd ed.). San Francisco: Jossey-Bass.

Kimmel, P.R. (2006). Culture and conflict. In M. Deutsch, P.T. Coleman, & E. C. Marcus

            (Eds.), The Handbook of Conflict Resolution: Theory & Practice. (2^nd ed.).

            (pp. 625-648). San Francisco: Jossey-Bass.