conflict resolution analysis essay

Conflict Analysis and Resolution Procedures Essay

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Introduction

Building the case, analysis of the conflict, conflict resolution plan, reference list.

Human beings are touted as the most complex creatures among all living things. Their complexity originates from their possession of intellect. What makes humans intriguing is the fact although they are endowed with this ability to operate in the higher realm where harmony and peaceful existence would be effortlessly attained, they often choose not. As a result, conflicts have become commonplace and are accepted as an inherent aspect of human existence. This has led to the development of a plethora of mechanisms via which conflicts can be abated. This essay explores the conflict phenomenon with a specific focus on the analysis and application of the conflict resolution procedures that exist in the conflict ethos to real life.

This analysis shall be based on an observed conflict in which a married couple finds themselves in a continuum of conflicts that eventually lead to their separation. This couple, Husband and Wife , five or so years after tying the knot find it difficult to continue living peacefully and harmoniously. Their constant conflicts surface in all sorts of manners and measures which cannot all be enumerated but the gist of the conflicts is at all times more or less the same.

The husband believes that he is the boss in every aspect of their life and that the Wife cannot at any time come up with any constructive idea. Initially, she tries to be the good and respectable wife who keeps her cool and seeks to stay out of her husband’s way on all issues that are likely to brew a confrontation between them. After a while, she finds her efforts unappreciated and begins to get jumpy and easily irritated by the husband’s perception of life.

Her argument is that she is more intelligent and can reason better than the husband on most issues that affect them as a couple. This argument is founded on the fact that she has better high school grades and has a college education, while the husband does not. Although she has the decency of not telling this to his face, she tells it to friends who somehow get the information back to the husband. This causes the husband to conclude that her reasoning is immature and decides to frustrate her more so that she ‘matures up’. Despite her college education, she is forbidden from seeking any form of employment because the husband has a stable job and can provide. In essence, he provides only the basic things he feels are necessary from his perspective as a man. When the wife’s complaints become ‘too much’, he resorts to beating her up as a way of silencing her. He wants her to realize that he is the man of the house and deserves total submission and loyalty.

At some point, the woman decides to leave so that in her absence, the husband may realize how important she was to him. The husband is not perturbed by her move and decides to keep his cool.

From this case it is clear that there was, as Deutsch (1973) notes, a displaced conflict which was the cause of the never-ending confrontations between these partners. Superficially speaking, there were numerous conflicts between the partners but that was a symptom of an underlying issue which both partners were not willing to face directly. Deutsch (1973) argues that displaced conflicts are often based on issues that are too dangerous or complicated for the conflicting parties to address directly. The everyday conflicts that were experienced in this marriage are what Deutsch (1973) calls the manifest conflict. This type of conflict is triggered by an underlying issue which is often a very delicate matter. The underlying issue is referred to as the underlying conflict by Deutsch (1973). From this state of affairs, it is arguable that a displaced conflict takes the form of three different forms of conflict which occur simultaneously. This is because a displaced conflict is said to occur when there are manifest conflicts that are recursive due to a hidden trigger; the underlying conflict.

Applying this to the case in question, it emerges that the partners both had their own motivations which placed them on conflicting paths. The wife felt that she was supposed to be treated differently due to her perceived superiority but could not voice it out. This means that she considered it a delicate matter which could not be discussed openly with the husband. She thus remained silent on the issue and hoped that through acting the good wife, it might occur to the husband that he had a very intelligent wife.

The husband for his part finds it annoying every time the wife does not ‘behave’ as a wife should. Within himself, there is a particular way in which he wanted the wife to behave, but did not have the courage to sit her down and tell her. He too, assumed that by acting in a particular way (treating her cruelly), she would realize that there was something she was not doing right. Instead of adjusting in the right direction, she kept moving away from the desired behavior. His reaction was to increase a little more pressure on her (physical beating). Ignorantly, he thought that would forcibly bring her into submission.

Being conscious of the fact that conflicts are an inherent part of human existence is vital in the process of dealing with them. Fincham, Beach & Davila, (2004) note that each individual is driven by needs. Thus in the process of seeking to satisfy these needs, individuals often find themselves on a conflicting path. However, there are conflict resolution mechanisms that have been carefully formulated by experts and have proved effective in resolving conflicts. A prime example of these mechanisms is the eight step model postulated by Dr. Dudley Weeks in his book The Eight Essential Steps to Conflict Resolution, 1994. His eight step model is used to develop a conflict resolution plan for the case in this essay.

To begin with, the counselor or arbitrator should request both partners to choose a time when they have no other commitments that can disrupt their session and mentally prepare beforehand to be honest and true to themselves during the process. The location for the meetings should also be mutually agreed upon by both partners so that each feels comfortable. Introductory remarks during the meeting should be friendly and encouraging to make the atmosphere relaxed. This can help people to open up and share openly. This is the first step of conflict resolution; creating an effective environment.

Clarifying perceptions is the second step. This is a phase that helps each of the three people involved in the resolution process to get to know what is going on. Every detail of the situation needs to be laid bare so that any misconceptions are all cleared. All parties need to be honest at this point.

The third step is to focus on the individual and share needs of the partners. The partners need to be guided to understand that they need each other. Each of them should be open and honest about their needs which are then weighed against the shared needs. It is at this point that the partners are encouraged to look at issues from a “we” perspective and not “I” (Schneewind & Gerhard, 2002). This can help the partners to realize that at times, it is worthy sacrificing their needs in favor of the share needs shared needs for the sake of their relationship. This phase can also help the partners realize that more often than not they secretly share common needs.

The partners are then encouraged to work on building shared positive power. Approaching issues in a united fashion brings with it a synergistic effect that eventually benefits both more than it would benefit each partner acting individually. This way, the partners understand that their powers when harnessed and pooled together positively cannot allow any obstacle to stand in their way.

The fifth step encourages the partners to look always forward and never look backward. This means that the focus should be in the future and not the past. The only time it is advisable to look back is when seeking to draw on past lessons to use them in the present or in preparation for the future.

Step six of the conflict resolution plan urges the partners to jointly generate options when confronted by a situation. The options should then be considered together with open minds which allow objective reasoning to arrive at mutually consented workable options. Any arising disagreements should be cast aside to allow focus on the chosen workable options.

The seventh step encourages the partners to consider the workable options from step six and use them to find out what is really doable and what is not. The focus should then be directed to the options that are doable in order to move forward. These should include ideas that do not unfairly benefit any side but both so that eventually, the actions taken meet the shared needs.

Finally, the partners need to make mutually beneficial agreements on how to deal with any issue they encounter. This way, they will be able to consider each other’s needs when looking at own their interests. Effort should be made by both to stay committed to the agreements and shared goals because this way, chances of finding themselves on conflicting paths are remote.

Conflict resolution calls for total honesty from the conflicting parties if it is to be achieved effectively (Levine, 2009). This implies that humans are called upon to operate in the higher realm of self awareness to avoid conflicts. In the case used in this essay, the partners are egocentric because each of them wants things to go their way. Although they do not get to tell each other so, it is evident in their actions and this propagates their conflict to dangerous levels. This couple like many others out there was perfectly compatible; they just did not realize it. What they needed most was help but did not seek it. This is often the case with many couples. The cry for help is often too late in coming and does not change much. Yet procedures such as the one outlined in the essay are effective and have helped many. Just for the record, the couple eventually got back together but the conflicts continued.

Deutsch, M. (1973). The resolution of conflict; constructive and destructive processes . New Haven: Yale University Press.

Fincham, F. D., Beach, S. R., & Davila, J. (2004). Forgiveness And Conflict Resolution In Marriage. Journal of Family Psychology , 18 (1), 72-81.

Levine, S. (2009). Getting to Resolution: Turning Conflict into Collaboration . Berrett-Koehler Publishers, 2nd Edition.

Schneewind, K. A., & Gerhard, A. (2002). Relationship Personality, Conflict Resolution, And Marital Satisfaction In The First 5 Years Of Marriage. Family Relations , 51 (1), 63-71.

Weeks, D. (1994). The Eight Essential Steps to Conflict Resolution. G. P. Putnam & Sons.

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Article contents

Conflict analysis and resolution as a field: core concepts and issues.

• Louis Kriesberg Louis Kriesberg Maxwell School of Citizenship and Public Affairs, Syracuse University
•  and  Joyce Neu Joyce Neu Facilitating Peace
• https://doi.org/10.1093/acrefore/9780190846626.013.512
• Published online: 20 November 2018

Core concepts of the interdisciplinary social science field of conflict analysis and resolution (CAR) are discussed. Work in the field is based on numerous generally accepted ideas about the nature of conflict and constructive approaches to conflict. These ideas include ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. Other important core concepts relate to stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace. Finally, current and future issues regarding CAR conceptualizations and their applications are examined.

• conflict management
• constructive conflicts
• de-escalation
• future work
• interaction
• interconnected conflict
• nonviolent struggle
• normative concerns
• stages of conflict

Introduction *

This article addresses core concepts of the interdisciplinary social science field of conflict analysis and resolution (CAR), primarily in terms of ideas, as expressed in the literature, about the ways in which conflicts can be done constructively. In focusing on the ideas that constitute the field, it looks at relevant theory and research, treating CAR as an interdisciplinary social science field, particularly as it relates to international relations. Additionally, it considers some relatively prescriptive writing when it derives from a degree of empirical evidence. Significantly, peace studies is one of the sources for the field, and it now overlaps with and contributes to the field (Kriesberg, 1991 ). Peace studies work helps to foster normative concerns about the goals sought in waging conflicts and the strategies for reaching them.

The contemporary CAR approach builds on academic research and theorizing, as well as on traditional and innovative practices. Scholars of the approach share a number of generally accepted ideas about the nature of conflicts and constructive approaches to resolving them. These ideas provide the foundation for analyzing conflicts, finding ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. The CAR approach tends to rely minimally, if at all, on the use of violence in waging and settling conflicts. It also tends to emphasize the role of external intermediaries in the ending of conflicts and in conflict processes that generate solutions yielding some mutual gains for the opposing sides. Another important foundational concept is stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace.

As CAR evolves, workers in the field debate the salience of various ideas and even the meaning of basic concepts in the field. This engagement has led to increased contributions to the CAR literature by scholar-practitioners. These contributions offer a view based on experiencing the realities of various conflicts. This section discusses these ideas and realities, noting some contemporary variations in their interpretation (Bercovitch, Kremenyuk, & Zartman, 2009 ; Coleman, Deutsch, & Marcus, 2014 ; Sandole, Byrne, Sandole-Staroste, & Senehi, 2009 ; see also the companion article by Neu and Kriesberg, “Conflict Analysis and Resolution: Development of the Field of Scholarship (forthcoming),” in this encyclopedia.)

This article has three main sections. The first, “ Constructive Approaches to Conflict ,” explores the generally accepted ideas about the nature of conflict and about constructive approaches to conflict and how they play out in the scholarship on analyzing conflicts, finding ways of waging conflicts constructively, tracing the interconnectedness of conflicts, and assessing the multiplicity of actors. The second, “Conflict Stages,” addresses stages of conflicts: emergence, escalation, de-escalation and settlement, and sustaining peace. The third, “Current and Future Issues,” discusses concepts that are likely to become more controversial as the social-political context becomes less supportive of the CAR approach.

Constructive Approaches to Conflict

There is general consensus within the conflict analysis and resolution (CAR) community on some core ideas about social conflicts. First, social conflicts are universal and potentially beneficial, providing opportunities to achieve desired change. Second, social conflicts are waged with different degrees of destructiveness, and the parties in conflict determine how constructively or destructively they will conduct the conflict. Third, social conflicts entail contested social constructions; each party has its own view of what the fighting is about and who its opponents are. Fourth, social conflicts can be transformed; no matter how entrenched the conflict, outside actors or the parties themselves can take positive steps to move toward peaceful transformation. Fifth, social conflicts are dynamic and tend to move through stages; these stages reflect the constantly changing nature of the conflict and therefore may not always be linear (Kriesberg & Dayton, 2017 ).

Social constructions . Each party interprets its own and its adversaries’ identities, as well as which issues are at stake, from its own vantage point. Differences between parties’ interpretations, therefore, often are contentious.

Heterogeneity of adversaries . Within each party, there are different interests and goals—notably, among and between its leaders and their constituencies others. As relationships within the party change, a shift in the direction of the conflict may be feasible.

Variety of inducements in waging conflict . These include coercive sanctions to force change, positive inducements to reward constructive change, and the use of persuasion to appeal to the other’s best interests and values.

Interconnectedness . Conflicts are interrelated and overlap in time and social space. A conflict is not a closed system and so may be amenable to the intervention of external intermediaries who can help transform the conflict.

Consideration of others . Establishing long-term legitimate relations among adversaries by considering the opponents’ concerns and interests as well as the long-term interests of their own people may be the most difficult challenge for everyone, but it often brings mutual benefits (Kriesberg, 2015 ).

Mediation . Third-party intervention to assist de-escalation and negotiations among adversaries can help to transform and settle conflicts.

Dynamism . Conflicts move through stages during which parties can act with greater or lesser constructiveness to advance positive conflict transformation.

Analyzing Conflicts

There is long-standing general agreement that the initial step in engaging in or studying a conflict is to analyze it (Schirch, 2013 ; U.S. Department of State, 2008 ; Wehr 1979 ). This includes identifying the parties in the conflict and the issues in contention, as the parties perceive them. In any large-scale conflict, each party is highly differentiated, and there will be some variation among different groups within each entity, even regarding what is in contention. Moreover, many other parties have an indirect interest in the conflict and are affected by its course, and they therefore may become directly engaged in the conflict or withdraw from engagement in the future. Thus, the parties and intermediaries in a conflict are likely to be affected by both the possible and the actual interventions of external actors. All parties ought to reflectively analyze a conflict before acting in it.

The perspectives of the analysts influence their analyses. Generally, people who are engaged in a conflict, whether as partisans or as interveners, tend to focus on the explicit positions of the parties in the conflict and how they are acting in the conflict. Those who are less directly engaged tend to place more emphasis on the structure of the relationship among the adversaries and the social context of the conflict. The former kinds of analyses tend to emphasize factors that are amenable to change in the short term; the latter kinds of analyses tend to emphasize structural factors that are less malleable in the short term.

The methods of engagement that people employ influence their analyses. Those who rely heavily on military methods often tend to see conflict as framed by military force; whereas CAR practitioners, who engage in training, workshops, and dialogue work, may emphasize the role of opposing narratives and misunderstandings when analyzing conflicts. Theoretical and ideological inclinations also influence analyses. Greater recognition of these different circumstances may help foster more comprehensive analyses and better synthesizing and sequencing of strategies.

Asymmetry between adversaries in a conflict greatly affects the course the conflict and how it is waged and ended. Members of the CAR field stress the multidimensional character of asymmetry and its fluidity, since they vary with different issues (Mitchell, 1995 ). Reducing certain asymmetries, then, is not necessarily conducive to transforming a conflict and settling it constructively. That depends in good measure on the direction in which a particular asymmetry is reduced. Thus, if one side has greater solidarity and cohesion than the other, asymmetry that is reduced by increasing the other side’s ability to effectively change policies would be conducive to mutual conflict transformation. By the same token, if one side has greater commitment to the issue in contention, asymmetry that is reduced by that side softening its unyielding position would be conducive to bringing about a mutually acceptable conflict transformation.

The changing character of power differences and other kinds of asymmetry are crucial in choosing the appropriate interventions. For example, if equitable accommodations are sought, certain kinds of mediation may not be advisable when the asymmetry in resources between the adversaries is very great.

Recognizing the complexity of this kind of conflict analysis, CAR scholars have produced a broad array of frameworks for conflict analysis (Fund for Peace, 2014 ; Goodhand, Vaux, & Walker, 2002 ; Mason & Rychard, 2005 ; Samarasinghe, Donaldson, & McGinn, 2001 ; U.S. Department of State, 2008 ), together with more in-depth examinations of conflict analyses (Levinger, 2013 ; Schirch, 2013 ).

Methods of Waging Conflicts

A cardinal tenet of CAR is that social conflicts are inevitable and often necessary to improve peoples’ rights. The critical matter in this regard is the way the conflict is conducted and the methods each adversary applies. Conflicts are commonly defined as struggles in which each side tries to hurt the other to advance toward its goals. A basic CAR insight, however, is that efforts to achieve a contested goal are not only coercive, involving only negative sanctions (Boulding, 1989 ; Kriesberg, & Dayton, 2017 ). Positive sanctions can be a second powerful kind of inducement to obtain desired goals. A third kind of inducement is to use persuasive appeals and arguments, relying on shared values and identities. These three kinds of inducements are combined in many ways to constitute a particular strategy at a given time.

Interestingly, this idea has been articulated by leading public figures who are not identified as practitioners in the CAR field. Joseph S. Nye ( 2004 ), for example, has influentially written about the importance of “soft power” in world politics, referring to the many noncoercive inducements that the United States can and does effectively deploy in foreign affairs. Armitage and Nye ( 2007 ) further elaborated on combining “soft power” and “hard power,” particularly military power, which would constitute “smart power.” Hillary Clinton, at her January 2009 confirmation hearings for secretary of state, spoke clearly about the importance of using smart power and not relying solely on military power.

As the field has expanded to address how adversaries may be brought to the negotiating table, more thought has been given to noncoercive inducements and also to applying coercive force that tends to avoid destructive escalation. One strategic method that has been increasingly examined and employed is nonviolent action (Chenoweth & Stephan, 2011 ; Schock, 2005 ; Sharp, 2005 ). Imposing nonviolent sanctions can avoid dehumanizing the enemy and holds out the promise of future mutual benefits.

Interconnectedness of Conflicts

One important reason for conflict fluidity is that each conflict is interconnected with many others (Dahrendorf, 1959 ). Many conflicts are nested in larger conflicts and also encompass smaller ones. Conflicts are generally also linked sequentially, each arising from a previous one. And each party in a large-scale conflict experiences numerous internal conflicts that arise among different factions, ranks, and identity groups (Colaresi, 2005 ). Furthermore, each party is simultaneously engaged in numerous conflicts with a variety of adversaries.

As the salience of one conflict increases, it tends to reduce the salience of the other conflicts. Enemy number one may slip to being enemy number two, making de-escalation in that secondary conflict easier and likelier. Partisans and intermediaries may choose strategies that are intended to alter the salience of a conflict and speed its peaceful resolution.

Multiplicity of Actors

Workers in the CAR field are sensitive to the reality that conflicts are rarely between two homogeneous, unitary entities. Rather, many parties are involved directly or indirectly in every conflict (Crocker, Hampson, & Aall, 1999 ; Touval & Zartman, 2001 ). Even when there appear to be only two sides, in actuality, each side has some characteristics of a coalition. Divisions among the members of each party in a conflict, particularly among leaders and other groups, significantly affect the course of a conflict. External conflict can strengthen internal solidarity, but not always and not forever (Wilkenfeld, 1973 ).

As a conflict de-escalates and moves toward resolution, some factions or allied groups may resist the movement or even reject a signed agreement. They are spoilers, unsatisfied with the terms of the accommodation with the adversary or with their portion in that accommodation (Goren & Elman, 2012 ; Stedman, Rothchild, & Cousens, 2002 ). The parties making the agreement then may try to placate and co-opt the rejectionists or to isolate, marginalize, and overwhelm them. If the parties have not dealt with their spoilers by the time the peace talks begin, then it falls to the third party to decide the best course of action for the talks—either talking to the spoilers or sidelining them. In varying degrees, spoilers are a widespread phenomenon. Attention to them is often critical in undertaking de-escalation and in constructing and sustaining an equitable accommodation.

Actors who are not directly engaged in a conflict can also affect its course (Ury, 2000 ). They are potential or actual intermediaries, allies, and antagonists. The actions of those who are directly engaged in a conflict are affected by concerns about the potential interventions of external actors. In the CAR field, the possible effects of a mediator in facilitating and hastening a negotiated end to a conflict is a major topic of study.

The demand for official Track I mediation to resolve armed conflict has increased and with it, the number of organizations and individuals interested in meeting this demand. There are multiple mediators in peace processes, who may have different skill levels, understandings of the conflict and parties, and conflicting interests. This may allow the parties to play one mediator off the other to the detriment of the process. One idea to minimize competition between potential mediating organizations was suggested by the African Union: to have the most local of the intergovernmental organizations take the lead mediation role (de Coning, 2015 ; Nathan, 2016b ). But considering the meager organizational resources of many regional and subregional organizations, this is not a plausible solution. Nathan ( 2016b ) has suggested that partnerships at the decision-making level of intergovernmental organizations would be more powerful in securing cooperation and coordination in peace processes. Recognizing the problem of multiple mediators, the United Nations issued guidelines emphasizing the critical need for “coherence, coordination and complementarity of mediation efforts” (United Nations, 2012 ).

Other international actors take part in peace processes as “friends of” the mediation or as interested states. They may not be directly involved in the talks, but they can have a positive influence if they support the goals of the peace process (Whitfield, 2010 ). Finally, representatives of civil society, women, and youth from the conflict areas will be present as participants in the talks, observers, or advisers to the parties or the mediation team or both.

Conflict Stages

A central tenet of the CAR approach is that conflicts are not immutable and that even highly intractable conflicts decline in intractability as policies and circumstances change. This happens as conditions change within the adversaries, in their relationships, and in their social contexts. This understanding is manifested in the recognition that conflicts move through a series of general stages. There is little consensus about the names for the stages, but they may be identified by terms such as emergence , escalation , de-escalation , termination , and recovery (Kriesberg, 1982 ; Pruitt & Rubin, 1986 ). In 1992 , the UN secretary-general, Boutros-Ghali, issued his “Agenda for Peace,” bringing attention to the different phases of peacemaking and peacebuilding (Boutros-Ghali, 1992 ). The stages are not clearly bounded or always linear; past stages may recur. Furthermore, groups engaged in the conflict may not participate at the same pace in all the stages. Nevertheless, it is analytically useful to distinguish between the different stages to highlight the relevant CAR factors and processes at each stage.

The field of CAR initially focused on negotiating the end of conflicts, sometimes using mediation. Soon, concern about the prior and later stages of the conflict increased. Greater attention was directed at getting adversaries to the negotiating table and on the quality and sustainability of agreements that are reached. With the increase in outside intervention in internal societal wars and attention to nonstate actors, the field expanded to include giving greater attention to preventing the outbreak of warfare and to recovering from past violent outbreaks. The field presently incorporates the full range of conflict stages, and practitioners often specialize in particular stages of conflict. The ideas and practices that are particularly important at each stage are discussed next.

Conflict Emergence

Conflict emergence draws attention to the underlying conditions that precede an overt conflict. Thus the conditions of structural violence, of unsatisfied human needs, and of exploitation are often pointed to as crucial in characterizing a latent conflict preceding the outbreak of a manifest conflict (Burton, 1990 ; Dahrendorf, 1959 ). In actuality, conflicts often break out not because of the actions of the most oppressed, but because of the actions of the more powerful. The oppressed may have reason to fight, but they often do not believe that some particular group is responsible for their poor circumstances or that they can change those others in a way that will improve their conditions. The more powerful, however, have reason to believe that they can readily get more of what they want from the weaker party. Acting on this belief, they may provoke resistance and a violent conflict.

Adversaries’ beliefs about collective identities, the perceived capabilities of each side, judgments about what is fair and just, and the chance of achieving sought-for goals determine if and when a conflict becomes manifested in deeds. This is why the ideologies that are constructed and adopted by members of a collectivity are critical in conflict emergence. Political, religious, military, and intellectual leaders can utilize a suitable ideology to arouse and mobilize supporters against an enemy and influence the means to be used in the struggle against that enemy. This also is highly relevant for conflicts that stress ethnic differences or differences in religious or political systems of thought.

Conflict Escalation

How a conflict emerges influences how quickly and destructively it escalates. Often, a burst of violence at the initial manifestation of a conflict results in a rapid and sustained escalation, which can entrap the adversaries, who will want to keep fighting in order to justify the losses they have already experienced (Brockner & Rubin, 1985 ). A careful, proportional, tit-for-tat series of exchanges, however, can often contain the scale of the escalation and result in cooperation (Axelrod, 1984 ). The way adversaries interact is the basic determinant of the duration and destructiveness of a conflict’s escalation (Dayton & Kriesberg, 2009 ). Attention to the growing role of nonviolent action and to transforming feelings and thought via social media has increased attention about constructive escalation (Kriesberg & Dayton, 2017 ).

External interventions, often in the form of mediation and consultation by, for example, representatives of the Organization for Security and Co-operation in Europe and other international governmental organizations, helped prevent destructive escalation in Eastern Europe after the dissolution of the Soviet Union (McMahon, 2007 ; Möller, 2006 ). External actions or the threat of them can also help to contain a conflict, inhibiting wide-ranging violent attacks. They can also help channel the means of the struggle to electoral politics or nonviolent actions. Unofficial Track Two conflict resolution training and the facilitation of workshops can contribute to such channeling.

Conflict De-escalation and Settlement

Before the emergence of the CAR approach, research and theorizing about de-escalation were relatively neglected topics. Now there is considerable work on the factors and processes that contribute to de-escalation, conflict settlement, and, particularly, negotiating agreements.

Processes and factors that are internal to each adversary, pertain to their relationships, and are components of the external context can contribute to turning an escalating conflict around. Internally, some groups come to believe that the burdens of continuing to fight to achieve some contested goals are costlier than those goals are worth. The relationship between adversaries may change as conciliatory gestures by one side are convincingly made (Mitchell, 2000 ). Changes in the global system’s power relations or salient norms can help shift a conflict toward de-escalation.

The transition from confrontation to de-escalation is a matter of great interest in the field. The idea that a turning point is reached when the adversaries are locked in a hurting stalemate is an influential one (Touval & Zartman, 1985 ). Indeed, members of the opposing sides often come to believe that neither side can impose the settlement it would like, and they begin to search for a settlement they can accept. The discovery or construction of a new option may then appear highly attractive. An interplay between the conflict conditions at a given time and the possible new options marks the suitable time for a particular solution to be proposed and accepted.

Sustaining Peace

There has been a growing literature since the 1990s about the content of peace agreements, recovering from violent societal conflicts, reconciliation, building legitimate institutions of governance, and other matters pertinent to fashioning an enduring and equitable peace (Bar-Siman-Tov, 2003 ; Pouligny, Chesterman, & Schnabel, 2007 ). Peace agreements are difficult to obtain and to sustain. Of 121 armed conflicts between 1990 and 2005 , only one third were concluded by peace agreements (Harbom, Hogbladh, & Wallensteen, 2006 ). Yet since the 1990s, negotiated settlements have become the preferred way to end wars (DeRouen et al., 2010 ).

Walter ( 2002 ) defines the success of a peace agreement in terms of duration: if there is no violence for at least five years after the agreement is signed and the parties make efforts to implement the terms of the agreement, then it is successful. Hampson ( 1996 ) suggests that a “partial success” would be when the parties observe the terms of the agreement they have signed. A more complete success would entail putting in place structures and institutions that discourage the parties from going back to war. Westendorf ( 2015 ) posits that a minimalist view of success would be physical security and the absence of war—that is, a negative peace. A maximalist view would be establishing a positive peace—which would require a deeper and longer term commitment to making the changes needed to establish conditions that are popularly viewed as equitable and legitimate institutions that can address potential conflicts.

Durable peace agreements are characterized by (a) adequate state capacity to implement the agreement (DeRouen et al., 2010 ), (b) third-party intervention during the peace process and post-agreement implementation (DeRouen et al., 2010 ; Hampson 1996 ; Walter 2002 ), (c) inclusion of a mechanism that foresees and addresses problems that may arise during implementation; and (d) participation of civil society and women in the peace process and in post-agreement implementation (Nilsson, 2012 ; O’Reilly, Ó Súilleabháin, & Paffenholz, 2015 ; Wanis-St. John & Kew, 2008 ).

Some of the reasons given for the fragility of peace are that civil society is not always in a position to provide the space and resources for peacemaking, that ongoing violence is socially and politically destabilizing, and that most peace processes have a narrow focus on governance reform (Brewer, 2010 , p. 30).

Current and Future Issues

Given the diversity of CAR’s sources, the changing topics of inquiry, and the increasing domains of work, it is to be expected that many contentious issues are currently matters of disagreement and dialogue. Consideration of seven such matters follows.

Universal or Cultural

An enduring controversy relates to the universality of particular ideas in the CAR approach. As in the case of conflict emergence, some in the field emphasize a particular set of universal human needs, which, when unsatisfied, result in conflicts. Others stress that ways of negotiating, forms of mediation, styles of confrontation, and many other aspects of conducting and settling conflicts vary among different national cultures, religious traditions, social classes, gender, and many other social groupings (Abu-Nimer, 2003 ; Cohen, 1997 ; Faure, 2005 ). Moreover, within each of these groups are subgroupings and personal variations. The differences between groups are matters of central tendencies, and there is a great overlapping of similarities. More needs to be known about the effects of situational as well as cultural effects and about the ease with which people learn new ways of contending and settling fights. The UN declarations and conventions on human rights offer CAR analysts and practitioners standards that can guide CAR practice and yield equitable and enduring settlements (Hayner, 2009 ).

Discipline or General Approach

A major internal issue in the CAR field concerns the extent to which CAR is and should be a focused discipline, a collection of loosely related arenas of research and practice, or a shared broad general approach. In the 1950s, the vision of many workers in the field was of a new comprehensive, interdisciplinary, research-grounded theory, but that was not realized.

Considerable agreement does exist about particular conflict processes and empirical generalizations. Without a comprehensive theory, however, inconsistencies among various generalizations and propositions are not reconciled. Moreover, without a comprehensive theory or theories of the middle range, it is difficult to know under what conditions a particular social process or empirical generalization is or is not operative, and to apply such knowledge to practice. On the other hand, the more general and necessarily abstract perspective about social conflicts lacks the precision needed to make reliable applications. Despite these considerations, empirical generalizations and knowledge of relevant conflict processes can be useful guides to effective actions that minimize the destructiveness of conflicts if used in conjunction with good information about a particular conflict.

Complicating the CAR approach are the differing places occupied by theory and practice. Each has varied in prominence within the field, and both are, in principle, regarded as important. In actuality, however, theory and practice have not always been well integrated. Theory has rarely sought to specify or assess major theoretical premises or propositions. Often, it is largely descriptive of patterns of actions. And though more research on assessing practice is being done, it has been focused on particular interventions, executed and assessed within a short time frame. Although in some spheres, there is a strong interplay between theory and practice, notably regarding negotiation, mediation, nonviolent action, and problem-solving workshops, additional work is needed to integrate other realms.

Nonviolence or Limited Violence

Another contentious issue relates to the use of violence in waging conflicts. There is widespread agreement among CAR analysts and practitioners that violence is wrong, particularly when it is used to serve internal needs rather than for its effects on an adversary. The presumed internal needs may be psychological, status- or power-based, or economic in nature and situated within individuals, organizations, or larger collectivities. Adherents of CAR generally agree that violence is morally and practically wrong when violence is used in a broad, imprecise manner and when it is not used in conjunction with other means to achieve constructive goals. The increasing use of “smart bombs” and missiles from drones pose moral and practical problems about what is good policy regarding the recourse to such allegedly targeted killing. From its origins, some workers in the CAR field have opposed resorting to the use of violence in any conflict, whereas others have believed that limited violence is necessary and effective in some circumstances, as, for example, is articulated in just war theory.

These differences in values and beliefs are becoming more important with the increased use of military intervention to stop destructive and escalating domestic and international conflicts and gross violations of human rights. The challenges are made greater by the increased cooperation of CAR adherents with governments. Much more analysis is needed about how specific violent and nonviolent policies are combined and with what consequences for the various parties under particular conditions. More specificity is needed beyond the generalization that great reliance on naked violence often fails. When violence is undertaken, in desperation, against a mightier antagonist, it most likely fails.

Neutral Process or Good Result

A long-standing issue in the CAR field is whether the emphasis should be on the process by which a conflict is settled or on the justice and consequences of the settlement. If the process is emphasized, the value of the neutrality of the intermediary is stressed and less attention is directed at the nature of the conflict to be settled. This matter is particularly acute in considering when and how mediation is best undertaken (Laue, 1982 ). Some practitioners in the field stress mediator neutrality and the mediator’s focus on the process to reach an agreement. Others argue that a mediator either should avoid mediating when the parties are so unequal that equity is unlikely to be achieved or should act in ways that will help the parties reach a balanced and just outcome (Nader, 1991 ).

Internal Affairs

As is no doubt the case in any field, research findings and best practices have not always been applied internally within the CAR field. Gender bias, for example, remains a challenge. There is notable progress, in many CAR programs in universities, women now appear to be in the majority. According to the ISA’s Committee on the Status of Women in the Profession, women earned 58% of doctoral degrees in the social sciences, and 42% of those in political science. Yet the committee found that women constituted only 12.3% of full professors compared to 23.5% for men (Hancock, Baum, & Breuning, 2013 ). With the rise of contingent workers at universities, women faculty members are disproportionately employed in part-time positions (Curtis, 2013 ). Women and men faculty express the same preference for research and share the opinion that service is an imposition, yet women spend significantly more time teaching, mentoring, and providing service to the university than do their male counterparts (Chenoweth et al., 2016 ; Misra, Lundquist, Holmes, & Agiomavritis, 2011 ).

Gender bias extends to whose research gets taught and whose work is cited. Consistent with numbers in the top international relations journals, 82% of the assigned reading in international relations proseminars was written by male authors. Work by women and mixed-gender teams made up the remaining 18% (Colgan, 2015 ). Other research shows that international relations articles written by women were cited less than those by men and that even when a research article by a woman is published in a top journal, it receives significantly fewer citations than had that article been written by a man (Maliniak, Powers, & Walter, 2013 ).

External Relations

The way CAR relates to other fields and to its social context raises several issues. As the number and variety of would-be intermediaries in large-scale conflicts increase, the relations among CAR-associated organizations and other kinds of governmental and nongovernmental actors becomes more problematic. The engagement of many organizations allows for specialized and complementary programs but also produces problems of competition, redundancy, and confusion. Adversaries may try to co-opt intermediary organizations or exploit differences among them. For example, human rights organizations and conflict resolution organizations can complement each other; but they may also interfere with each other’s work (Babbitt & Lutz, 2009 ).

To enhance the possible benefits and minimize the difficulties of relations among many intervening organizations, coordination of some sort can be helpful. Research indicates that a variety of measures may be undertaken, ranging from informal ad hoc exchanges of information to regular meetings among organizations in the field and having one organization be the “lead” agency (Kriesberg, 1996 ; Nan, 2008 ). The Applied Conflict Resolution Organizations Network (ACRON) was founded in the late 1990s to promote collaboration among conflict resolution organizations to become “a true force for peace” (Applied Conflict Resolution Organizations Network, 2000 ). ACRON went through a name change in 2003 , finally becoming, in 2006 , the Alliance for Peacebuilding (AfP). The AfP brings together 125 organizations and 1,000 individuals engaged in peacemaking and peacebuilding work. Although coordination will always remain a work in progress, the AfP has succeeded in providing global linkages that have strengthened peacebuilding efforts.

The funding for CAR work usually comes from external sources, which raises another set of issues. The Hewlett Foundation ended its 20-year program of support for conflict resolution programs in 2004 , and no comparable source for sustaining programs of theory, research, and applications has since appeared. Tuition charges help support education and training; service fees help sustain nongovernmental organizations doing applied work; and government agencies and various foundations provide funds for research and service projects. All this keeps the work relevant for immediate use. However, the small scale and short duration of this kind of funding hamper the making of long-term and large-scale research assessments and the theory building that are needed for creative new growth and appropriate applications.

Autonomy or Dependence

Finally, issues relating to autonomy and professional independence deserve attention. CAR analysts and practitioners may tailor their work to the preferences, as they perceive them, of their funders and clients. This diminishes the goals that in their best judgment they might otherwise advance. These risks are enhanced when tasks are contracted out by autocratic or highly ideological entities. Furthermore, as more nongovernmentals are financially dependent on funding by national governments and international organizations, issues regarding autonomy and co-optation grow.

On the other hand, CAR ideas are increasingly picked up by people who do not consider themselves as being in the CAR field. For example, the evidence that countries with democratic political systems do not fight wars with each other has been used as a reason to try to make countries democratic, even by warfare. Obviously, officials and other actors who do not accept the CAR approach as a whole may selectively use elements of it. Such usage sometimes appears to be misusing the approach and making it ineffective. Nevertheless, as people who do not think of themselves as being in the CAR field adopt particular methods and ideas of the field, those methods and ideas are diffusing into society and gaining + credibility.

On the Future

Undoubtedly, the sociopolitical context in the United States and in many other countries in the 21st century has become less conducive to the rise and acceptance of the CAR approach. As discussed in Neu and Kriesberg, “Conflict Analysis and Resolution: Development of the Field of Scholarship (forthcoming),” the sociopolitical context in earlier decades supported the emergence and institutionalization of the CAR approach. Several recent developments have contributed to the deterioration of this support. Notably, in the United States, political parties have become highly polarized with a high level of mutual hostility (Dionne, Ornstein, & Mann, 2017 ). Growing economic inequality, stagnating wages for many, and increasing wealth for a few generated grievances among the nonrich. Some of the rich used their resources to further enrich themselves—by denying inconvenient scientific facts, disregarding democratic civility, weakening trade unions, and denigrating opponents of these actions. Republican Party leaders often joined in promoting such practices. Moreover, Democratic Party leaders failed to deal with the growing public dissatisfaction with these developments (Frank, 2016 ).

Many other broad, external changes contributed to the foregoing changes. These include technological changes relating to the evolving social media that reduced previously widely shared views of reality. Conversely, technological developments have also contributed to the growing integration of the world, with accompanying economic effects. Following the U.S.-led invasion of Iraq in 2003 , a surge of wars prompted waves of refugees entering Europe. Terrorist attacks added fears, gave rise to anti-Muslim feelings, aroused ethnonationalist sentiments, and contributed to authoritarian tendencies in many countries around the world. In the United States, the election of Donald J. Trump to the presidency of the United States is a symptom of and promotes views and behaviors that are antithetical to the CAR approach. This is illustrated by his bullying style, lack of empathy, and discounting of empirical evidence.

Many aspects of the reaction to these developments in the United States and elsewhere, however, are consistent with and lend support to the CAR approach. A reliance on many aspects of nonviolent action has been evident in massive demonstrations and acts of solidarity with people threatened by the policies of the Trump administration. Resistance has taken many forms, including forming broad coalitions and creating new social organizations, notably in the national Indivisible movement (Dionne, Ornstein, & Mann, 2017 ). Moreover, many of the persuasive efforts convey empathy for and propose alternative policies to alleviate the grievances that drove some people to vote for Trump. Generally, the persuasive efforts foster mutual regard for all people and attention to evidence-based understandings of reality.

The new circumstances should be met with new adaptations among workers in the CAR field. Broadly, this would include giving more attention to enhancing human rights and satisfying human needs in the ways conflicts are waged and transformed. Attention to such matters would extend to sustainable peacebuilding. This could include work on the ways governmental officials and nongovernmental organizations work together constructively (Gerard & Kriesberg, 2018 ). Humans, over many thousands of years, have gradually come to live together with declining rates of violence (Pinker, 2011 ). Work in the CAR field can contribute to continuing that progress, despite setbacks.

Links to Digital Materials

Note : The following list is not intended to be comprehensive; it is, however, illustrative of the diversity of CAR resources. Many of the descriptions are from the organizations’ websites.

ACCORD: The African Centre for the Constructive Resolution of Disputes (Durban, South Africa). ACCORD is a South Africa–based civil society organization working throughout Africa to bring creative African solutions to the challenges posed by conflict on the continent. ACCORD publishes the African Journal on Conflict Resolution , Conflict Trends , and Policy and Practice Brief .

Alliance for Peacebuilding (Washington, DC). The Alliance for Peacebuilding (AfP) leads a community of more than 100 organizations building peaceful and just societies around the world. In this integrated field, the AfP amplifies the strengths of its members through collaboration, tackling a spectrum of issues too large for any one organization to address alone.

Berghof Foundation (Berlin, Germany). The Berghof Foundation is an independent nongovernmental organization that supports efforts to prevent political and social violence and to achieve sustainable peace through conflict transformation. The foundation publishes the Berghof Handbook for Conflict Transformation .

Beyond Intractability (Boulder, CO). Created by a team of more than 400 distinguished scholars and practitioners from around the world, the Beyond Intractability/CRInfo Knowledge Base is built around an online “encyclopedia” with easy-to-understand essays on almost 400 topics. The essays explain the many dynamics that determine the course of conflict along with the available options for promoting more constructive approaches.

The Carter Center (Atlanta, GA). The Carter Center, a nonprofit organization in partnership with Emory University, is guided by a fundamental commitment to human rights and the alleviation of human suffering. It seeks to prevent and resolve conflicts, enhance freedom and democracy, and improve health.

Centre for Conflict Resolution (Cape Town, South Africa). The center aims to contribute to a just and sustainable peace in Africa by promoting constructive, creative, and cooperative approaches to the resolution of conflict through training, policy development, research, and capacity building. The center produces a wide range of publications including seminar reports , policy briefs , books , and occasional reports .

HD: The Centre for Humanitarian Dialogue (Geneva, Switzerland). The Centre for Humanitarian Dialogue (HD) is a Swiss-based private diplomacy organization founded on the principles of humanity, impartiality, and independence. Its mission is to help prevent, mitigate, and resolve armed conflict through dialogue and mediation. The center publishes reports on the conflicts and issues in which it is involved.

Centre for Mediation in Africa (Hatfield, South Africa). The center strives to make mediation efforts throughout Africa more effective by offering academic and practical courses in mediation, researching new and current best practices, and supporting organizations such as the United Nations, the African Union, and those African governments involved in the mediation process. The center produces research on mediation best practices.

Conflict Management Initiative (CMI) (Helsinki, Finland). The Conflict Management Initiative (CMI) works closely with all conflicting parties in some of the world’s most intractable conflicts to forge lasting peace through informal dialogue and mediation. CMI was founded in 2000 by Nobel Peace laureate and former president of Finland Martti Ahtisaari.

Conflict Resolution Information (Boulder, CO). A free online clearinghouse, indexing peace- and conflict-resolution-related webpages, books, articles, audiovisual materials, organizational profiles, events, and current news articles.

Conciliation Resources (London, UK). The mission of Conciliation Resources is to provide practical support to help people affected by violent conflict achieve lasting peace. It draws on shared experiences to improve peacebuilding policies and practice worldwide. Conciliation Resources publishes the Accord series.

Crisis Group (Brussels, Belgium). An independent, nonprofit nongovernmental organization committed to preventing and resolving deadly conflict, Crisis Group conducts analyses of major current conflicts based on fieldwork and makes policy suggestions. It publishes alerts, reports, and briefings on the various conflicts it works on.

European Institute of Peace (Brussels, Belgium). The European Institute of Peace (EIP), launched in May 2014, is an independent partner to the European Union and Europe, augmenting its global peace agenda through mediation and informal dialogue. The EIP pursues multitrack diplomacy and acts as a flexible external tool in support of EU mediation efforts where the EU has limited freedom to act. It also serves as an operational hub, connecting existing expertise and sharing knowledge and lessons on European mediation.

Institute for Peace and Security Studies (Addis Ababa, Ethiopia). The Institute for Peace and Security Studies (IPSS) at the Addis Ababa University is the premiere institute for education, research, and policy dialogues on peace and security in Africa. The IPSS produces two types of policy periodicals, the IPSS Policy Analysis and the IPSS Policy Brief to provide comprehensive policy options in the areas of peace, security, and governance.

INCORE: International Conflict Research Institute (Ulster, UK). INCORE is a joint project of the United Nations University and the University of Ulster. It provides a Conflict Data Service and a comprehensive database and resource guide to conflict-prone regions and countries.

Kofi Annan International Peacekeeping Training Centre (Accra, South Africa). The Kofi Annan International Peacekeeping Training Centre (KAIPTC) is one of three institutions designated by the Economic Community of West African States (ECOWAS) as a regional Centre of Excellence for the delivery of training and research in the areas of conflict prevention, management, and peacebuilding.

Nairobi Peace Initiative–Africa (Nairobi, Kenya). The Nairobi Peace Initiative–Africa (NPI-Africa) is a continental peace resource organization, engaged in a broad range of peacebuilding and conflict transformation initiatives in Africa.

Peace and Collaborative Development Network (Washington, DC). Created by Dr. Craig Zelizer in 2007, the Peace and Collaborative Development Network (PCDN) is the go-to hub for the global change-making community. The PCDN is a rapidly growing social enterprise that gathers over 35,500 professionals, organizations, and students engaged in social change, peacebuilding, social entrepreneurship, development, and related fields.

Peace Research Institute of Oslo (Oslo, Norway). Peace Research Institute of Oslo (PRIO) conducts research on the conditions for peaceful relations between states, groups, and people. It publishes the journal Security Dialogue and the Journal of Peace Research .

Stockholm International Peace and Research Institute (Stockholm, Sweden). The Stockholm International Peace and Research Institute (SIPRI) is an independent international institute dedicated to research into conflict, armaments, arms control, and disarmament. SIPRI provides data, analyses, and recommendations based on open sources to policymakers, researchers, media, and the interested public. SIPRI produces the annual SIPRI Yearbook .

United States Institute of Peace (Washington, DC). An independent, nonpartisan institution established and funded by the U.S. Congress. Its goals are to help prevent and resolve violent international conflicts; promote postconflict stability and development; and increase conflict-management capacity, tools, and intellectual capital worldwide. The USIP offers online and on-site courses, and the United States Institute of Peace Press has been publishing books on CAR since 1991.

UN Peacemaker (New York, NY). UN Peacemaker is the online mediation support tool developed by the United Nations Department of Political Affairs. Intended for peacemaking professionals, it includes an extensive database of peace agreements, guidance material, and information on United Nations mediation support services. UN Peacemaker is part of the United Nation’s overall efforts to support UN and non-UN mediation initiatives.

West Africa Network for Peacebuilding (Accra, South Africa). The West Africa Network for Peacebuilding (WANEP) is a leading regional peacebuilding organization founded in 1998 in response to civil wars that plagued West Africa in the 1990s. Over the years, WANEP has succeeded in establishing strong national networks in every member state of the Economic Community of West African States (ECOWAS) and has over 500 member organizations across West Africa.

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106 Conflict Resolution Essay Topic Ideas & Examples

Inside This Article

Conflict resolution is an essential skill that plays a crucial role in various aspects of our lives. Whether it is in personal relationships, the workplace, or even on a global scale, conflicts are inevitable. However, it is how we address and resolve these conflicts that determines the outcome and impact they have on our lives and the world around us.

Writing an essay on conflict resolution can provide a deeper understanding of this skill and its significance. To help you get started, here are 106 conflict resolution essay topic ideas and examples:

• The importance of conflict resolution in personal relationships.
• Conflict resolution techniques used in international diplomacy.
• The role of empathy in conflict resolution.
• Conflict resolution strategies for parents and children.
• The impact of unresolved conflicts on mental health.
• Conflict resolution in the workplace: best practices.
• The role of effective communication in resolving conflicts.
• Conflict resolution in multicultural societies.
• The influence of gender on conflict resolution.
• Conflict resolution and negotiation skills in business.
• The role of compromise in resolving conflicts.
• Conflict resolution in online communities.
• The impact of conflict resolution on organizational productivity.
• Conflict resolution and its effect on community building.
• The role of forgiveness in conflict resolution.
• Conflict resolution in educational settings.
• Conflict resolution in the criminal justice system.
• The impact of cultural differences on conflict resolution.
• Conflict resolution in the healthcare industry.
• Conflict resolution in sports teams.
• Conflict resolution and human rights.
• The role of power dynamics in conflict resolution.
• Conflict resolution and social media.
• The impact of conflict resolution on economic development.
• Conflict resolution in environmental disputes.
• Conflict resolution and international cooperation.
• The role of mediation in conflict resolution.
• Conflict resolution in the family business.
• The impact of conflict resolution on personal growth.
• Conflict resolution and social justice.
• Conflict resolution and restorative justice.
• The role of negotiation in conflict resolution.
• Conflict resolution in political campaigns.
• The impact of conflict resolution on romantic relationships.
• Conflict resolution in the classroom.
• Conflict resolution and conflict prevention.
• The role of compromise in international conflicts.
• Conflict resolution and the media.
• Conflict resolution in the digital age.
• The impact of conflict resolution on community engagement.
• Conflict resolution and public policy.
• Conflict resolution and mental health stigma.
• The role of leadership in conflict resolution.
• Conflict resolution in the family court system.
• Conflict resolution and peacebuilding.
• The impact of conflict resolution on employee satisfaction.
• Conflict resolution in the nonprofit sector.
• Conflict resolution and social inequality.
• The role of trust in conflict resolution.
• Conflict resolution in the music industry.
• Conflict resolution in urban planning.
• The impact of conflict resolution on interpersonal relationships.
• Conflict resolution in the military.
• Conflict resolution and workplace diversity.
• The role of emotions in conflict resolution.
• Conflict resolution and environmental conservation.
• Conflict resolution in international trade disputes.
• Conflict resolution and community policing.
• The impact of conflict resolution on team dynamics.
• Conflict resolution in diplomatic negotiations.
• Conflict resolution and conflict transformation.
• The role of dialogue in conflict resolution.
• Conflict resolution and social change.
• Conflict resolution in healthcare teams.
• Conflict resolution and human rights violations.
• The impact of conflict resolution on organizational culture.
• Conflict resolution in online gaming communities.
• Conflict resolution and the justice system.
• The role of compromise in interpersonal conflicts.
• Conflict resolution and urban development.
• Conflict resolution in the tech industry.
• The impact of conflict resolution on workplace communication.
• Conflict resolution and gender equality.
• Conflict resolution in community organizations.
• Conflict resolution and sustainable development.
• The role of active listening in conflict resolution.
• Conflict resolution in international peacekeeping missions.
• Conflict resolution and social entrepreneurship.
• The impact of conflict resolution on employee well-being.
• Conflict resolution in the film industry.
• Conflict resolution and environmental justice.
• The role of negotiation in interpersonal conflicts.
• Conflict resolution in public health emergencies.
• Conflict resolution and poverty reduction.
• Conflict resolution in online dating.
• The impact of conflict resolution on family dynamics.
• Conflict resolution and international human rights law.
• Conflict resolution and workplace ethics.
• The role of compromise in political conflicts.
• Conflict resolution in the fashion industry.
• Conflict resolution and sustainable agriculture.
• Conflict resolution in international aid organizations.
• The impact of conflict resolution on organizational effectiveness.
• Conflict resolution in online marketing campaigns.
• Conflict resolution and racial justice.
• The role of empathy in interpersonal conflicts.
• Conflict resolution in disaster response efforts.
• Conflict resolution and social media activism.
• The impact of conflict resolution on team performance.
• Conflict resolution in international business transactions.
• Conflict resolution and sustainable tourism.
• Conflict resolution in humanitarian interventions.
• The role of compromise in environmental conflicts.
• Conflict resolution and sustainable energy.
• Conflict resolution in international sports competitions.
• The impact of conflict resolution on community empowerment.

These essay topics cover a wide range of areas where conflict resolution plays a significant role. Whether you are interested in personal relationships, international affairs, or social justice, there is a topic that suits your interests. Remember to conduct thorough research and provide examples to support your arguments. Good luck with your essay!

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Essay Samples on Conflict

How to resolve conflict without violence: building peaceful communities.

Conflict is an inevitable aspect of human interactions, and while disagreements are a natural part of life, it is essential to address and resolve them without resorting to violence. By employing effective methods and strategies, individuals and communities can navigate conflicts constructively, fostering harmonious relationships...

• Conflict Resolution

The UPS Teamsters Strike: Navigating Negotiations and Economic Impact

The Looming UPS Teamsters Strike After months of negotiations, the UPS Teamsters union and UPS management reached a tentative agreement on July 26, 2023, potentially averting a nationwide strike. The Teamsters strike had been authorized for early August if a deal was not reached, which...

• Employee Engagement

The Enduring Issue of Conflict: From Imperialism to WWI and WWII

Introduction Conflict is a very significant enduring issue in history. Conflict is a serious disagreement or argument. There can be conflict between individuals, groups of people, and even nations, is significant because it affects a lot of people and has long-lasting effects. Some issues of...

• Enduring Issue
• Imperialism

Conflict Theory and Ageism in Aging Discrimination

The advantage characteristic of the conflict theory is that it creates a continuous constant, drive for the middle and upper topmost class of young people to accumulate compile, wealth to maintain preserve their social class. This is good because it ensures guarantee the economy grows....

• Discrimination

The Link Between Identity and Purpose in Life in "Never Let Me Go"

It is known to man that when one knows what when you can find your purpose find a sense of identity to yourself. In “Never Let Me Go” The story focuses on Kathy H., who portrays herself as a guardian, talking about looking after organ...

• Book Review
• Never Let Me Go

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Ton Of Conflict In Sonny's Blues

There is a ton of conflict at work in 'Sonny's Blues.' The general clash in this story is between black presence and white society, and this has unequivocally affected how the storyteller sees the world. He depicts this battle of experiencing childhood in Harlem, where...

• Sonny's Blues

My Personal Opinion on the Types of Conflict Resolution

Normally there are four types of conflict resolution strategies: Avoiding, Competing, Accommodating, and Collaborating. Avoiding is about a withdraw of a conflict. Competing is about a team being divided into two parties and instead of being collaborative they just fight and compete about who idea...

• Collaboration
• Conflict Resolution Theory

Kokata: Traditional Conflict Resolution Mechanism of the Kambata People of SNNPRS

Governments may find it usually difficult to find solution for a conflict of any type-be within a particular group, between groups or relating to between their own and outside groups, for example border conflict. This may be as they aspire to address conflict only using...

Analysis of the Salam Model of Conflict Resolution

Man is essentially a social being who necessarily must interact and compete with other members of his social setting to achieve anything. The Holy Qur’an alludes to this innate quality of man when it states that “And everyone has a goal which dominates him; vie,...

• Competition

Theme of Conflict In 'A View From The Bridge'

Conflict is a theme which has quite a large role in this play because all the characters have a little bit of conflict between each other. In 1930s Brooklyn, there was conflict between two cultures due to Italians moving over to America. This caused conflict...

• A View From The Bridge
• Arthur Miller

Don Nardo's The Persian Gulf War and Its Detalisation of Conflicts

The Persian Gulf War By Don Nardo goes into detail about the conflict between Iran and Iraq, Kuwait, United States and more. In the introduction it starts off by stating “The world was stunned on August 2, 1990, by alarming news.[...]¨(7). The alarming news was...

• Persian Gulf

Conflict among Nations as a Global Issue Throughout History

Throughout history, enduring issues have developed across time and societies. One such issue is conflict, this is a disagreement between two opposing parties. This issue is significant as it can destroy empires, encourage innovations, and kill or displace civilians. You can see the significance of...

• Controversial Issue

An Argument for Constructing a Resolution Strategy for Ethnic Conflict

Global conflict refers to the disputes between different nations or states. It also refers to the conflicts between organizations and people in various nation-states. Furthermore, it applies to inter-group conflicts within a country in cases where one group is fighting for increased political, economic, or...

• Ethnic Identity
• Religious Pluralism

Different Conflict Situations In A Diverse Workplace

Joanne Barrett, a recruitment specialist states that when in a workplace with employees of different cultures, backgrounds, beliefs and values, conflict is bound to happen. Showing respect towards fellow colleagues in the organisation is important as to help solve it. Barret suggested that employers and...

How Conflict Can Be Normal In All Relationships

While conflict can be normal in all relationships, it should be a last resort by all means. Relationships should be a mutual effort and be based on communication. Reason being, it can lead to an unhealthy relationship, create a negative perception of the relationship, and...

• Relationship

Issue Of Conflict Mineral Mining In Congo

It is no major secret that the area of land that makes up the Democratic Republic of the Congo (referred to in this paper by its shortened name, the Congo) has been in a state of conflict for the past 40 years or more, with...

• Natural Resources

Reflection On Conflicts And Its Management In My Company

There is no universal explanation of what a conflict is, but can be considered, any situation in which the people’s perspectives, interests, goals, principles, or feelings are divergent. To ensure cooperation and productivity in any given company, every aspect of conflict must be appropriately dealt...

The War In Yemen: Roots Of The Conflict

The current war in Yemen has been ongoing for three years, since 2015. The Houthi rebels and Yemen’s government are in a bloody war. Roots for conflict started with the failure of a political change when the then president handed over his power to his...

• What Is History

Cultural Conflicts In Multinational Corporations: Michelin Company Case

Michelin was established in the 1800s in France. There are over 120,000 employee around the world and most 20,000 people are working in North America. In 2004, the department of North America faced some challenges includes decreasing in performance and lack of competitiveness. After evaluation,...

Best topics on Conflict

1. How to Resolve Conflict Without Violence: Building Peaceful Communities

2. The UPS Teamsters Strike: Navigating Negotiations and Economic Impact

3. The Enduring Issue of Conflict: From Imperialism to WWI and WWII

4. Conflict Theory and Ageism in Aging Discrimination

5. The Link Between Identity and Purpose in Life in “Never Let Me Go”

6. Ton Of Conflict In Sonny’s Blues

7. My Personal Opinion on the Types of Conflict Resolution

8. Kokata: Traditional Conflict Resolution Mechanism of the Kambata People of SNNPRS

9. Analysis of the Salam Model of Conflict Resolution

10. Theme of Conflict In ‘A View From The Bridge’

11. Don Nardo’s The Persian Gulf War and Its Detalisation of Conflicts

12. Conflict among Nations as a Global Issue Throughout History

13. An Argument for Constructing a Resolution Strategy for Ethnic Conflict

14. Different Conflict Situations In A Diverse Workplace

15. How Conflict Can Be Normal In All Relationships

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Conflict Resolution & Analysis

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Introduction to Conflict Resolution: Concepts and Definitions

Related Papers

Tom Woodhouse

Working paper CEsA CSG 164/2018

Ricardo Sousa

This paper provides a brief review of almost one century of academic research within the discipline of International Relations with a focus on the thinking about Peace and Conflict and its links to approaches in Conflict Resolution. The framework of analysis is based on the definition of science, what is studied and how it is studied, which delimits the analysis into the four debates in IR: between 1919 and the 1940s, the idealist versus realist debate; in the 1950s and 1960s, the traditionalist versus behaviourist debate; in the 1970s and 1980s, the inter-paradigm debate, and, since the 1990s, the rationalist versus reflectivist debate. This paper identifies how the classical conception of security centred on the state, the military and external threats was broadened by different approaches to include other actors (individuals, groups, societies, civilizations), other sectors (economic, political, social, environmental) and internal threats. In tandem, it maps the epistemological and sometimes ontological challenges to positivism and rationalism found in (Neo) Realism, (Neo) Liberalism and Marxism, by a set of post-positivist and reflective theories or approaches, such as the cases of Human Security, Feminism, Post-structuralism, Constructivism, Post-Colonialism, Critical Studies, and the Copenhagen School. The emergence and development of all these theories and approaches are historically contextualized alongside developments of Conflict Resolution approaches.

Negotiation Journal

Eileen Babbitt

Journal of Conflict Transformation and Security, Vol. 2 n.2

Alexandros Nafpliotis

Suzanne Ghais , Anthony Wanis

Richard E Rubenstein

Carrie Menkel-Meadow

Volker Franke

Meera Sabaratnam

Dr.Ayman Zain Hayajneh

[…] In this work, we are focusing on the recognition of the ripe moment for a third-party’s intervention to a conflict, or, on the other hand, the moment when the conflicting parties get in an uncomfortable and costly predicament. Briefly, we try to find that specific time when the involved parties seek or are amenable to proposals that offer a way out. It is, besides, clear that the conflicting parties resolve a conflict only when they are ready to do so. […]

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Beyond Intractability

The Hyper-Polarization Challenge to the Conflict Resolution Field We invite you to participate in an online exploration of what those with conflict and peacebuilding expertise can do to help defend liberal democracies and encourage them live up to their ideals.

Follow BI and the Hyper-Polarization Discussion on BI's New Substack Newsletter .

Hyper-Polarization, COVID, Racism, and the Constructive Conflict Initiative Read about (and contribute to) the  Constructive Conflict Initiative  and its associated Blog —our effort to assemble what we collectively know about how to move beyond our hyperpolarized politics and start solving society's problems. 

By Paul Wehr

September 2006

As conflict emerges, it produces considerable confusion. Interactions between the conflicting parties change, sometimes radically and abruptly. Levels of unpredictability, uncertainty and emotion rise. Unwise and costly decisions are made from a lack of understanding of what is occurring. Since the way in which a conflict emerges largely determines how costly it will subsequently be, those involved must have the clearest possible understanding of what is going on.

Even the simplest interpersonal conflict has many elements. Conflicts involving multiple parties, large numbers of people, and complex organizations such as governments get to be enormously complicated. Some conflict theorists, such as Kenneth Boulding [1], present general principles for analysis. Others, such as Morton Deutsch [2], take a very detailed, microanalytical approach to understanding conflict. Still others, such as Herbert Blalock [3], do both. Every conflict has certain basic elements permitting us to produce a roadmap by which a conflict opponent, a third party intervenor, or simply a student of conflict can find their way through a particular situation. [4] The primary items in this roadmap include the following:

Conflict Context : The mapper first gathers information about the history of the conflict and its physical and organizational settings. Conflict does not emerge in a vacuum. Sometimes one conflict is nested within another. A conflict between neighbors, for instance, might be nested within a larger context of racial conflict within the community or society at large. A conflict between co-workers might be affected by the corporate atmosphere of downsizing and threats to job security. In both of these (and many other cases) the "facts" may not be as simple as they seem.

Parties : Parties in a conflict differ in the directness of their involvement and the importance of its outcome for them. Primary parties are those who oppose one another, are using fighting behavior, and have a direct stake in the outcome of the conflict. Secondary parties have an indirect stake in the outcome. They are often allies or sympathizers with primary parties but are not direct adversaries. Third parties are actors such as mediators and peacekeeping forces which might intervene to facilitate resolution.

Causes and Consequences: It is not always possible to distinguish a cause of a conflict from a consequence. In fact, as a conflict emerges , cause and consequence tend to blend. Hostility might be a consequence of one phase of a conflict and a cause of the next. Perceived goals and interests incompatibility is perhaps the most basic cause of social conflict. Identity defense is also common, particularly in the contemporary world where group awareness and rights have assumed high visibility. Cultural differences and particularly language are sources of separateness and difference. They create a sense of self and self-defense which is probably the primary motive for conflict.

Contrasting beliefs and values are operating vigorously in much social conflict. These range from the negative image [enemy image] one has of one's opponent to one's opinion about a Supreme Being. Disagreement over facts characterizes much conflict and is probably the most readily resolved. Then there is conflict which occurs out of the need one or both parties have simply to fight, no matter about what. (See the article on spoilers , for example.) The conflict is a goal in itself. Finally, the explanation for the conflict may be a low capacity for cooperative conflict resolution within the conflict context.

Goals and Interests: There is an important distinction between these two concepts. Goals are the more or less acknowledged objectives of parties in a conflict. They usually can put them into words. Sometimes goals are referred to as positions ; specific demands being made by one party or the other. "If you wish to end the conflict, you must do this or that." Interests , on the other hand, are what really motivate the parties, what they really need to achieve: security , recognition , respect , justice and so on. [5] An important purpose of mapping is to help opposing parties to distinguish their goals/positions from their true interests/needs and bring those goals and interests as close to unity as possible.

Dynamics: A conflict is constantly moving and changing. Even if parties are at stalemate , aspects of the conflict context will be changing. Runaway responses [6] of parties to one another are made more visible through conflict mapping. Dynamics such as unrestrained escalation and polarization carry participants away from cooperative resolution toward greater hostility. Perception changes occur within the opposing sides which reinforce the runaway responses: stereotyping opponents, seeing them as the negative mirror-image of oneself, imputing to them increasingly malign motives.

Functions: The functions of a conflict are its purposes, the positive consequences it may be having for the opposing parties. These may be simply tension release or aggressive impulses directed at a more vulnerable party. But a conflict always has some purposes for those involved. In a particularly intense university departmental conflict over tenure, minority faculty both inside and outside the department gained new visibility, solidarity, and alliances with other low-power groups in the university. The department also became a bit more unified as it defended itself against what it felt was a unfair accusation. Knowing the consequences of such functions may reveal ways other than the conflict to produce them and thus move the conflict toward cooperative resolution.

Regulation Potential: Every conflict context contains its own conflict-limiting elements. There may be third parties who could intervene. Internal limiting factors such as the simple wish of the parties to maintain their relationship can be used. External limiting factors such as law and higher authority might be introduced.

Using the conflict map: A conflict mapper can use this mapping guide in numerous ways. It can be used by each party on its own, in an effort to clarify the conflict from their own perspective. Or it can be used jointly, in an effort to understand both sides' view of the conflict. A third party (such as a mediator) could interview the conflict parties with the guide, draft a map, ask the parties to modify it from their perspectives, redraft it, and present it as a first joint step toward cooperative resolution. Alternatively, this could be done by parties on one side who would solicit cooperation from their opponents in creating an accurate conflict map.

--------------------------------------------------------

[1] Kenneth Boulding. Conflict and Defense . Lanham, MD: University Press of America, 1988.

[2] Morton Deutsch. The Resolution of Conflict: Constructive and Destructive Processes . New Haven, CT: Yale University Press, 1973.

[3] Herbert Blalock. Power and Conflict. Newbury Park, CA: Sage, 1989.

[4] Paul Wehr. Conflict Regulation . Boulder, CO: Westview, 1979.

[5] John Burton. Conflict: Resolution and Provention . New York, NY: St. Martin's Press, 1990.

[6] James Coleman, Community Conflict . New York, NY: Free Press, 1957.

Use the following to cite this article: Wehr, Paul. "Conflict Mapping." Beyond Intractability . Eds. Guy Burgess and Heidi Burgess. Conflict Information Consortium, University of Colorado, Boulder. Posted: September 2006 < http://www.beyondintractability.org/essay/conflict-mapping >.

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429 Conflict Essay Topics

🏆 best essay topics on conflict, ✍️ conflict essay topics for college, 👍 good conflict research topics & essay examples, 🌶️ hot conflict ideas to write about, 🎓 most interesting conflict research titles, 💡 simple conflict essay ideas, 📌 easy conflict essay topics, ❓ essay questions on conflict.

• Conflict Theory, Functionalism, Symbolic Interactionism
• Managing Conflict Discussion: Personal Experience
• Ugli Orange Case and Filley’s Conflict Management Theory
• Hamlet’s Internal Conflict in Shakespeare’s Play
• Media and Functionalism, Conflict, and Interactionism
• Conflict in “A Very Old Man With Enormous Wings” by Márquez
• Main Conflicts in “The Catcher in the Rye” by J.D. Salinger
• Role of Religion in Functionalism and Conflict Perspectives This paper seeks to establish the role of religion in three major sociological theories (functionalism, conflict and Interactionism).
• Power, Politics and Conflict in an Organization In any organisation, there are office politics involved. Politics emerge due to the scarcity of important resources.
• The Role of Conflicts in Hamlet by William Shakespeare A number of conflicts come out in the play Hamlet by William Shakespeare: internal conflict of Hamlet, the conflict between Hamlet and King Claudia and others.
• Conflict Resolution Techniques In terms of the topic, the notions of conflict types, conflict resolution strategies, and conflict resolution skills will be taken into consideration.
• Theme and Conflict in “A Doll’s House” by Henrik Ibsen The main conflict in the play ‘A Doll’s House’ by Henrik Ibsen shows how men in this society controlled women in everything, even their own choices in life.
• Troy and Cory Conflict in “Fences” Play by Wilson Fences is a play in two acts written by August Wilson. The plot follows the life of Troy Maxon. One of the central conflicts of the play is between Troy and his son Cory.
• Conflict Management in the Army The paper states that conflict management skills are essential for an army leader. A competent leader can resolve interpersonal disagreements.
• Conflict Theory: Background, Critical Aspects, and Personal Views Conflict theory is one of the models that make it possible for people to learn more about societies, and it is believed to have originated from the works of Karl Marx.
• A Driving Conflict in Wilson’s Fences Play In Fences, Wilson uses the conflict of Troy versus family to drive all the elements of the play, as evidenced by family conflicts over a college scholarship and Troy’s infidelity.
• Hypothesis Writing: Israeli-Palestinian Conflict The conflict between Israel and Palestine can be seen as one of the characteristic attributes of politics in the Middle East.
• Conflict Theories: Gay Marriages and Feminism Conflict theories purport that, families can take different structures and do not view change as a clash or dysfunctional. This theory has been a catalyst for gay marriages and feminism.
• Meaning of Conflict and Its Importance for Organizations The paper defines conflict and negotiations, explores the tactics and strategies that improve the conflict outcomes, and explains why conflicts are important for organizations.
• Tesla Inc.’s Workplace Safety Conflict Tesla Inc. was founded by Elon Musk in 2003 and has become one of the most innovative companies on the market.
• Israeli-Palestinian Warfare: The Gaza Conflict The Gaza Conflict is one of the many conflicts within the Israeli-Palestinian warfare. The Gaza strip has been under attack for decades.
• Gender Roles in Modern Society: Structural-Functional vs. Conflict Perspectives Some people are obsessed with their biological or social differences, while others prefer not to pay much attention to these concepts.
• Examples of Conflict Between Personal and Professional Values Under conditions where personal and professional values are hard to deal with, a social worker has a right to apply the morally responsible measures in dealing with the problem.
• Functionalism vs. Conflict Theory on Social Stratification The primary difference between fundamentalism and the theory of conflict lies in each model’s views regarding the nature of stratification.
• Conflict and Power: Police and Community Collaboration This paper includes an analysis of the nature of the conflict between law enforcement and citizens in the US, as well as some strategies that can contribute to solving the problem.
• Workplace Conflict: Case Study and Solutions Conflict within a company may be defined as a process that generally involves people disagreeing at work and may range from minor disagreements to considerable workplace violence.
• Conflict and Functionalism Theories Functionalism theory developed from the work of Durkheim, who evaluated how part of society unite to form a whole society.
• Conflict Between Friendship and Justice I was angry with my friend Omar because he openly discriminated against other people in my presence. He was especially skeptical about homosexual people.
• Conflict Resolution at Walmart The paper concerns conflict resolution at Walmart. It analyzes the challenges that Walmart needs to overcome and the application of management theories.
• Walt Disney Company Conflicts Management One of the sources of disputes at Disney entails the different values held by the various stakeholders. Conflict occurs when people fail to understand each other.
• The Conflict Theory in Today’s World The Conflict Theory is still relevant today because wealth disparity, racism, and sexism are becoming more and more prominent due to increased exposure.
• Parent-Child Conflict Resolution: Communication Problem The psychological view upon the problem of the parent-child conflict covers many aspects explaining the nature of generations’ contradictions.
• Conflicts in “The Rich Brother” by Tobias Wolff In the short story “The Rich Brother,” Tobias Wolff vividly portrays a conflict between rich and poor brothers.
• Conflicts in Harper Lee’s Novel “To Kill a Mockingbird” Harper Lee’s novel To Kill a Mockingbird reveals the central conflict of society and humanity that is represented through Boo’s disagreements with the entire town Maycomb.
• Cultural Conflict Description This paper discusses cultural conflict that was observed or personally experienced with people of a different background, and provides reflection and conclusions.
• Ethics vs. The Law: Main Conflicts Ethics is a philosophical branch that defines what is right and what is wrong concerning the actions of people, as well as the decisions they make.
• Leadership and Conflict Management The primary goal of the following paper is to present a practical way to employ conflict management skills within a team.
• Negotiations and Conflict Resolution The paper discusses the statement: Negotiators who frame a conflict as ‘winner takes all’ will have a harder time than those who believe it is possible for everyone to win.
• Conflict in “The Stranger” Novel by Albert Camus In the novel “The Stranger” by Albert Camus, readers follow the story of Meursault, whose mother recently died and who killed an Arab for no understandable or obvious reason.
• Controlling and Managing Interpersonal Conflicts in the Workplace This paper states that it is critical for the supervisor to learn how to control and manage interpersonal conflicts in the workplace.
• 20th Century Ideological Conflicts The end of World War II did not mean the end of ideological struggles between the great powers, as the new conflict named the Cold War began soon after.
• Israeli-Palestine Conflict and Global Community The paper describes the causes of the Israeli-Palestine conflict and discusses what historians have claimed as the role of the wider international community in the conflict.
• United Nations in the Israeli-Palestine Conflict In some cases, the UN has played a major role in contributing to conflicts. One such case is the Israeli-Palestinian conflict that still remains an issue to this day.
• The Israel-Palestinian Conflict and Its Solution The paper gives a look on the Israel-Palestinian conflict and tries to come up with a solution to the conflict through the formulation of new strategies.
• Conflict Resolution in Nursing Sufficient conflict resolution is an essential component of any organization’s successful performance because conflicts occur in any sphere where human interaction is involved.
• Impact of Workplace Conflict on Patient Care The paper states that disruptive behaviors in the healthcare workplace harm the patient health outcome due to the inefficient functioning of staff.
• Conflict Management and Classical Theory Analysis This paper explores classical conflict theory, which emphasizes that conflicts arise due to differences in people’s views and poor quality of communication.
• Karl Marx’s Conflict Theory and Alienation The current paper is devoted to Karl Marx’s conflict theory and the construct of alienation analysis and identifying its usefulness for social workers.
• Marxist Conflict Theory According to Karl Marx, despite the systemic nature of the social relations between the members of society, they contain a huge number of conflicting interests.
• Google Inc.’s Male and Female Employees’ Conflicts In all contexts that involve interactions between different people, communication skills are necessary to ensure the passage of the intended message.
• Conflict Stages and Its Resolution in Healthcare The purpose of this paper is to describe the case related to the development of a conflict in a healthcare setting, identify its type and discuss four stages of a conflict.
• Structural Functional and Dysfunctional Conflicts Conflict is something that occurs in any workplace, it is an inevitable part of the work routine. Sometimes it can be helpful, as conflicts highlight a particular problem.
• Nurses’ Intergroup Conflict and Its Stages This paper investigates an intergroup conflict based on nurses’ experience and attitude towards new employees, describes four main stages that can be a part of any conflict.
• Conflicts between Antigone and Creon This paper analysis Antigone by Sophocles. This story begins after banishment of Oedipus, the king of Thebes. Antigone’s act sparks a conflict between her and her uncle, Creon.
• Conflict Management Steps and Styles In all the various forms, various types of conflict termination are realized: such as mutual reconciliation or destruction of opposing agents.
• Mother-Son Conflict in Toole’s “A Confederacy of Dunces” John Kennedy Toole’s novel A Confederacy of Dunces unveils diverse issues. They include relationships with others and ways to fit in the community.
• Shakespear’s Hamlet: Conflict Between Seeming and Being This is an analysis of the characters such as Hamlet, Ophelia, Rosencrantz, and Guildenstern clarifies the play’s obsession with the theme of the conflict between seeming and being.
• Conflict Resolution in a Healthcare Setting The senior management of a healthcare setting must find a way to resolve a conflict in order not to undermine employees’ productivity and the quality of the provided care.
• Interpersonal Conflict and Worldview Interpersonal conflict – the form of struggle that involves two or more people different from intrapersonal conflict, which only involves a struggle within yourself.
• Conflict Management in the Workplace In most workplaces, there are instances where different people with varying opinions and needs enter into an argument.
• Conflict Theory Applied to the American Civil War The research question of the planned research will be as follows: How does the conflict theory inform the causes of the American Civil War?
• Conflict: Positives, Negatives, and Strategies Conflict is a significant part of interpersonal interactions, arising from a perception of incompatible goals between interdependent parties.
• Man vs. Society Conflict in ”The Lottery” by S. Jackson The purpose of this paper is to discuss the conflict in “The Lottery” by S. Jackson as that of man vs. society.
• A Personal Experience of a Destructive Conflict The paper presents a discussion of a personal experience of a destructive conflict, the kind of conflict style that happened, and how the conflict was resolved.
• Characters Conflict in “The Hound of the Baskervilles” by Doyle Sir Arthur Conan Doyle’s The Hound of the Baskervilles is the continuation of the adventures of the genius detective Sherlock Holmes.
• Power, Politics, and Conflict in Business Organizations Conflict is an attribute of both power and politics, and this paper aims to observe how it results from organizational resource scarcity within the business sector.
• Role Play on Conflict Resolution Conflict resolution within an organization is one of the most critical leadership skills that foster cohesion, enhances work relationships, and improve the overall outlook of products.
• Conflict Management Styles This article describes a specific conflict that occurred in the shoe store queue and describes ways to resolve the conflict.
• Concept of Saving Face in Conflict Resolution Human beings are flesh and blood with emotion and words can scar one for life. Before one opens their mouth to confront another party they should think about their words.
• Gender and Cultures in Conflict Resolution The conflict resolution measures should not solely end conflicts, but should also help to restore the fighting communities together.
• Group Dynamics, Managing Conflict, and Managing Stress and Employee Job Satisfaction This paper discusses of whether a high cohesiveness in a group leads to higher group productivity, or not. Analysis of the effect of the quality of decision-making within the group.
• Personal Experience in the Covert Conflict I experienced the negative consequences of the covert conflict while living with the roommate who avoided expressing the real emotions and feelings.
• Nurse-Physician Conflict and Resolution Nurses communicate with a variety of health professionals. When it comes to nursing, conflicts in the workplace can have serious effects on patient health.
• Nurse Manager’s Role in Conflict Resolution The causes of conflicts can range from simple misunderstandings and communication failures to more profound clashes of values, personalities, or objectives.
• Conflict Resolution and Action Plan in Hospital In this assignment, a recurring conflict in a hospital setting in Miami will be discussed for the purpose of developing an effective action plan for subsequent conflict resolution.
• Change and Conflict Management in Church Over the last few decades, the Christian church has been rocked with major sex scandals, which hints at the necessity to rethink modern leadership.
• Interpersonal & Internal Conflict in Shakespeare’s “Hamlet” Conflicts are integral parts of our lives, and knowing how to resolve them is one of the essential skills to learn.
• Myths Featuring Conflicts Among Members of a Gods Family The purpose of this paper is to compare and contrast two myths that depict a conflict between a family of gods.
• Advanced Practice Registered Nurse’s Role Conflict Resolution The APRN role conflict is pervasive within interdisciplinary teams. The most appropriate approach in resolving the APRN role conflict is the collaborative style.
• Conflict in Former Yugoslavia The conflict in the former Yugoslavia was caused by the long standings borders between several nations that should have never occurred.
• Conflict and Negotiation in the Workplace When people are working together, conflicts are inevitable; however, when solved and managed effectively, they can lead to better understanding among team members.
• Conflict Resolution in Business The function of a conflict is drawing attention to the problems that exist within a group of people and catalyze its resolving.
• Role, Conflict, Social Exchange Theories in Nursing Role theory, conflict theory, and social exchange theory should be discussed in the case of the nurse that is regularly challenged to prove her self-worth and skills.
• Compromise and Collaboration in Conflict Resolution The choice of conflict resolution approach depends on the situation. Compromise and collaboration are the most popular approaches with their own benefits and disadvantages.
• Conflicts in the Film “A Clockwork Orange” One of the A Clockwork Orange movie’s conflicts that can be observed is between the values of individual choice and society’s need for control.
• Conflict Self-Assessment and Resolution In this article, the author considers various conflict situations, ways to resolve them and methods of conflict Self-Assessment.
• Technology’s Impact on Workplace Conflict Technology is a significant part of modern business because it simplifies several tasks in an organization’s day-to-day functions.
• Conflict Resolution Case: Details and Stages There are many options for resolving various conflict situations. To use them, it is necessary to think soberly and sometimes even predict possible conflicts.
• Transformational Leadership Approach to Conflict Management in Emergency Care The research stresses the leadership importance in the conflict management process and highlights its vitality for bringing positive changes to the emergency departments.
• Labeling Theory and Conflict Theory The study of various theories to identify the most appropriate and convincing that can explain the unique relationship between capitalism and crime.
• Conflict Perspective to Analyze Personal Problems The main three perspectives used by sociologists today are the functionalist perspective, the symbolic interactionism, and the conflict perspective.
• Conflicts and Resolution at Engineering Companies The purpose of the current exploration is to discuss the cases of internal and external conflicts in a project team, with a special focus on the engineering context.
• Team-Building Activities and Conflict Resolution Team building is an important instrument that assists organizations in building teams that are able to accomplish objectives and tasks which are defined by organizations.
• Conflict Resolution Between Nurse and Patient This paper discusses the case of intense disagreement between a nurse and a patient regarding the use of antibiotics as a treatment method for a viral infection.
• Conflict Management in Nursing Practice This paper explores the nature of conflict in the context of patient care, its four stages, and suggests the best strategy for resolving the conflict.
• Coser’s Theory and an Example of a Social Conflict This paper discusses the concept of social conflict, which arises due to contradictions between different social groups, and its significance in societal progress.
• Pronatalism in Functionalist and Conflict Theory Views This paper looks into the consequences of taxing the childless population at the expense of families and the views of functionalists and conflict theorists toward pronatalism.
• The Conflict in Libya and Anatomy of a Failure The conflict in Libya is a result of both endogenous and exogenous political factors that have resulted in the division of the nation into two administrative groups.
• Team Building and Conflict Resolution at Workplace Teamwork is recognized more as a collaborative effort by the members for the mutual benefits of corporation and organization employee relations resulted as cooperation among the team members.
• Emotional Factors in Conflict Management This essay will point out the emotional factors embroidered within this field and relate them to the theories and hence evaluate the role played by the emotional factors.
• Conflict Management and Team Building Communication is one of the most crucial elements in stable and healthy relationships. It can also affect conflicts positively, as it can help people to identify the causes of disagreements.
• Deontological and Consequential Ethical Conflict The case under discussion provides a moral dilemma when adhering to the rules contradicts the desire to do someone good.
• Teamwork and Conflict Management in Nursing A nursing leader should accept that conflicts are a natural part of building team cohesion. A good understanding of key factors may help to develop a conflict resolution strategy.
• Workplace Conflict Resolution and Team Building This paper provides several recommendations for resolving a number of conflict situations in the workplace and creating an effective team.
• Conflict Theory in Nursing Practice This reflective journal entry elaborates on some issues that nurses face in their daily practice, and what theories can support them when resolving the arising problems.
• Child Soldiers in Modern Armed Conflicts The overview of modern wars shows that children compose the category that is regarded as one of the main victims of armed conflicts.
• Territorial Conflicts in Animals and Humans The territory is a concept that is common in this world and an animal or a human may want to fight to defend it if another party wants to claim it from them.
• Worker Exploitation in the Social Conflict Theory The conflict theory suggests that the different social groups within the society are engaged in a constant struggle over the scarce resources and for dominance over each other.
• Strategies for Workplace Conflict Management It is essential to recognize the stage of conflict and intervene to resolve it. It is necessary to develop management skills to identify the causes and consequences of disputes.
• Religious Diversity and Sources of Conflict Religious diversity is a prospective source of conflict in almost every cohesive society. There may be some friction due to people’s frequent ignorance about different religions.
• Workplace Conflict Between Nurses The task of nurse leaders is to provide visionary leadership to foster a constructive work environment where disagreements are dealt with more effectively.
• The Armed Conflict in Nigeria and Its Impact The primary aim of the research is to explore the impact of armed conflict in Nigeria. This conflict features less in media as compared to the wars in Syria and Yemen.
• Conflict and Coexistence: Jews and Christians This study will evaluate the conflict between Jews and Christians in Germany and how Christians used their good relationship with the state to influence and dominate the Jews.
• Homosexuality as a Problem in the Conflict Theory The term “sexual behavior” encompasses various actions that people engage in to show their sexuality. Sexual arousal is a part of these behaviors’ biological and cultural aspects.
• Intercultural Conflicts: Occurrence and Solutions The Intercultural Conflict chapter of Exploring Intercultural Communication by Grothe discusses the theoretical basis of conflicts, their definition, occurrence, and solutions.
• Conflict Between Employee, Customer, and Manager The situation described in this paper exemplifies the conflict between the employee, the customer and the superior manager.
• Ways of Managing Conflict Once all of the issues in the dispute had been resolved, the parties understood and agreed to the terms of their agreement.
• Conflict Resolution at the Workplace Mutual conversation among employees is one of the critical factors which result in good relationships among the workers.
• The Rise of Criminological Conflict Theory Three key factors that explain the emergence of conflict theory are the influence of the Vietnam War, the rise of the counterculture, and anti-discrimination movements.
• Difficult Interactions and Conflict Resolution Conflict is defined as a confrontation or disagreement between people because of differences in attitudes, interests, perceptions, or needs.
• Leadership Strategies for Conflict Management in Nursing This paper will discuss the servant, transformational, and authoritarian conflict management styles, as they are the most prominent in the relevant literature.
• Resolving Conflict & Dealing with Difficult People Successful communication is an essential part of human life, and it defines one’s overall promotion in all spheres. Some conflicts prevent us from being good at communicating.
• Sources and Levels of Organizational Conflict The purpose of this essay is the examination of the sources and levels of conflict and the evaluation of potential outcomes of the conflict solution.
• Resolving Business Conflicts: Negotiation Strategies Currently two different articles under consideration are “Chrysler Debtholder Talks Pick Up Pace” by Krisher and “Globe Union Seeks Public Negotiations” by McConville.
• Conflict Theory in the Society Social conflict theory asserts, that individual behavior is connected to conflicts within the group and between the groups. It is common in contemporary society.
• The Golden Arches Theory of Conflict Prevention The chapter “The Golden Arches Theory of Conflict Prevention” of “The Lexus and The Olive Tree” by Friedman highlights the influence of McDonald’s and the economic side of war.
• Conflict Management in the Healthcare Sector This paper will examine the extent to which my capacity to deal with disagreements can ruin or facilitate effective leadership in the healthcare sector.
• Power & Conflict in Individual & Group Behavior Relationships within work teams are pretty complex due to the intricate balance of power and conflict in the workplace setting.
• Conflict Resolution: The Nursing Context In the healthcare setting, conflict resolution is necessary to consider as confrontational situations occur on a regular basis.
• Effective Conflict Resolution Strategies & Theories There are five behavior strategies in a conflict, such as withdrawal, coercion, compromise, concession, and cooperation.
• Resolving Workplace Conflict: Challenges and Strategies All factors that affected the workers, at personal level and work had to be factored in, and effective mechanisms needed to be put in place to cater for these.
• Conflict Resolution: Compromise and Collaboration Conflicts are usually caused by the incompatibility of principles, aims, interests, or experiences. The success of conflict resolution depends on the selected strategy.
• Communication and Cultural Conflicts Conflicts due to variations in values, beliefs, and practices are bound to occur when people communicate to achieve shared objectives, complement each other, and share resources.
• Conflict Management in Healthcare Facilities Heads of different health faculties must effectively resolve the issues of conflict in their areas as health care leaders are not immune.
• General Hospital’s Case of Conflict Management The paper studies the case of General Hospital, its conflict management styles and strategies of cost reductions negotiations needed to stay competitive.
• “Disgrace” by John Maxwell Coetzee: Conflict Resolution This is a literary analysis of Disgrace by Coetzee that demonstrates conflict resolution styles of David and Lucy Lurie differ due to their social environments and sexual genres.
• Seminar: Conflict and Power Dynamics The categories of conflict resolution are compared based on the transaction cost involved, satisfaction with the outcomes, recurrence, and effect on the relationships.
• American Apparel: The Ethical Conflicts This study of American Apparel found ethical conflicts such as untimely paying employees, using taboo topics to promote their product, and insults and abuse by supervisors.
• Role Ambiguity, Role Strain and Role Conflict I was a college student who was constantly busy with academic life and work. I was a full-time student, worked part-time at a retail store, and was also the president of a student organization. Despite my busy schedule, I felt fulfilled and enjoyed being involved in multiple activities. However, everything…
• How Conflict Influences Decision-Making One of the last conflicts that occurred at work was a dispute with a colleague regarding the fact that I noticed that he did not fulfill a number of his duties.
• The Role of Power in Conflicts in the Workplace This paper states that legitimate power presents itself as the most effective power in solving conflicts in an organization.
• Conflict of Interest in Speech Therapy Conflict of interest in clinical practice and especially in speech therapy is a phenomenon emerging due to the presence of varying perspectives of personal and professional nature.
• A Managerial Conflict in the Workplace This paper will encompass an analysis and an overview of the conflict in the work setup. Conflict entails a disagreement between two managers.
• Relational Dialectics and Conflict Management Relational dialectics can be described as a concept of communication theories that analyses contradictions and tensions that exist in relationships.
• Conflict Between Supervisor and Employee: Case Analysis This paper discusses the conflict between supervisor and employee. Also, it shows the collaborative model of conflict resolution.
• The Conflict between Russia and Chechnya The paper describes the conflict between Russia and Chechnya, the causes of that war, and what’s happening today.
• Conflict of Interests of the Patient and the Doctors The paper discusses the conflict of interests of the patient and the doctors. They both should be adequately addressed, but the needs of James and his proper treatment are a priority.
• Violence and Conflict for Children and Women Domestic violence is an “epidemic” in most countries of the world. There are certain features of psychological work with women and children who have suffered from violence.
• Media Coverage on Israeli-Palestinian Conflict The media highlights the occupation as an immoral and illegal act by Israelis which should be resisted in its entirety.
• The IRA and the Irish-English Conflict The conflict between Irish people and British was caused by a series of events which started with demands for independence by the nationals of Irish.
• Conflict Resolution: A Constructive Approach The lack of strategic vision and poor group management in an organization can result in low commitment and conflict situations, lack of understanding, and satisfaction.
• Workplace Conflict Management Strategies and Examples In this paper, three useful strategies aimed at coping with and managing conflict in the workplace will be presented with examples of their application.
• Workplace Interpersonal Conflicts Among the Healthcare Workers The work in a healthcare setting is rather demanding and may sometimes require much more than a thorough preparation and the knowledge of one’s job.
• Moral Issues in 21st-Century Conflict Killing an innocent person is an immoral act in itself, and it means nothing whether it has some noble purpose or not.
• Conflict Resolution for Nurses and Other Providers Arguments between nurses and other healthcare providers may be inevitable but can be solved by the methods of conflict resolution.
• Nursing Leadership and Conflict Resolution The paper unveils the working mechanism of the qualities of a leader, and the ability of the leader uses an array of strategies to mitigate conflicts at the working place.
• Conflict Resolution by the African Union The article “After 50 years of the OAU-AU: Time to Strengthen the Conflict Intervention Framework” provides insightful information on the mechanisms provided by the African Union to address conflict.
• Healthcare Conflict Resolution Case This paper dwells on the details of the conflict in a Healthcare Setting between Kimberly and Jade and describes the stages of the conflict.
• Zimbabwe’s Political Elites and Ethnic Conflict Zimbabwe used to be one of Africa’s most prosperous states, backed up by a thriving tourism industry, a lucrative precious metals sector and a robust agricultural industry.
• Conflicts: Main Reasons and Resolution Conflict resolution is a complex issue that implies numerous points of view on the same problem and the ability to find the main reason for confrontation.
• Conflict in Nurse Work and Its Resolution Conflict is an inevitable part of nurse-patient relationships. This paper analyzes the conflict issue and determines the main aspects of its resolution.
• Nurses Role in Conflicts A nurse has always been a mediator in the relations between a nurse and a therapist, guaranteeing that any conflict will be solved and a compromising solution will be found.
• Conflict Resolution Strategies and Organizational Behavior The phenomenon of organizational conflict and its impact on the performance of organizations has generated increasing attention from organizational scholars.
• Rwanda Conflict and Its Resolving Options On April 1994, after the assassination of Hutu’s President, Juvenal Habyarima, the state of Rwanda fell into political turmoil. It is said to be instigated by the Hutu community.
• The Role of Conflict Management Plan Given the possibility of undesirable influences of conflict on teamwork, it is worthwhile for organizational heads to adopt strategies for the management of conflict.
• Organization Conflicts and Bullying Workplace bullying is a serious problem with huge costs attached to it in terms of loss of working days. The topic requires academic attention to ascertain the factors that induce such behavior.
• Intergroup Dynamics in Conflict Resolution This literature review delves into the existing literature on the theory of social identity and discusses new findings and shortcomings of the theory.
• The True Story of Che Guevara: Conflict & Terrorism
• Stakeholders’ Conflict of Interests in Healthcare Provision
• Human Nature: War and Conflict
• Conflict Management in Business
• Workplace Conflicts’ Impact on Employee Well-Being
• Functionalism vs Conflict Theory in Sociology
• Communication, Decision Making and Conflict Management
• The Conflict Theory: Crucial Aspects
• Conflict and Negotiation Analysis of Nick Cunningham Case Study
• Conflict Theory: Definition and Main Concepts
• “The Lottery” and “The Destructors”: Conflict, Characterization and Irony
• Sleepy Hollow General Hospital: Conflict of Interest
• Correlation Between Negotiation and Conflict Resolution
• Values and Conflicts in The Oresteia by Aeschylus
• Communication and Conflict Resolution Ways
• Internal Strife and Conflict in Literary Works
• 10-Hour Training Course for Teachers on Conflict Management
• Conflict and Negotiation Discussion
• Tourism and Socio-Cultural Conflicts in Lhasa, Tibet
• Evidence-Based Conflict Resolution Strategies in Healthcare
• Moro Conflict in Mindanao: Ethnic Civil Wars
• Social Construct of Ethnicity and Ethnic Conflict
• Conflict Management Plan in Health Care
• Affordable Care Act and Related Ethical Conflicts
• Time and Conflict Management in Nursing
• Four Intercultural Conflict Styles
• Self-Interest and Public Interest Conflicts
• Conflict Management and Leadership Skills
• Impacts of the China-Taiwan Conflict on the US Economy
• Work-Family Conflict and Women of Impact
• The 24 Hour Fitness Firm’s Employee Conflict
• Alternative Business Conflict Resolution in the Board of Directors
• The Veil Conflict: Wearing Religious Symbols in Schools
• Conditions Leading to Statehood in Israel- Palestinian Conflict 1948
• The Day of Revenge, BRAVO, and ALPHA Conflict
• Centurion Media: The Conflict of Interest
• Organizational Conflicts: The Key Aspects
• Implications of the U. S. Endorsement of Jerusalem on the Israeli-Palestinian Conflict
• The United States in the Russia-Ukraine Conflict
• Family Counselling and Therapy for High-Conflict Couples
• The Israeli-Palestinian Conflict
• Servant Leadership, Cooperative Groups, and Productive Conflict
• International Law and Conflicts in Jurisdiction
• Conflicts Between the British and the Colonists
• Managing Conflict: Understanding Interpersonal Communication
• Law of Armed Conflict Rebuttal
• Zionism Issues in Israel and Palestine Conflict
• Conflict Resolution for Hospital Leadership
• Emotional Intelligence in Conflict Resolution
• Conflict in the Workplace: Impact of Social Aspects
• Analysis of Age of Conflict in Viceroyalty of New Spain
• Conflict Resolution: Video Analysis
• Intercultural Conflict Communication Style
• Agency Conflict Between Company’s Owners and Shareholders
• Aspects of a Brewing Litigation Conflict
• Violence in Settlers & American Indians Conflicts
• Conflict Between Inward Traits and Outward Circumstances in “Paul’s Case”
• Workplace Disputes: Conflicts Between the Employee and the Employer
• Undefined Roles of Nurses and Doctors Lead to Conflict in Interpersonal Collaboration
• The American Civil War and North-South Conflict
• Sunni and Shia Forms of Islam and Their Conflicts
• Theories of Conflict Resolution
• Desdemona and Lago’s Conflict in “Othello” by Shakespeare
• The Conflict Resolution Process
• FlipHarp Company’s Conflict Resolution
• Workplace Conflicts: Jan and Mike Case
• Conflict Styles and Ways to Resolve It
• The Dakota Conflict Documentary’s Analysis
• Social Conflict Theory & Behavior Theory Analysis
• The Would-Be Borrower Communication Conflict
• Conflicts, Politics, and Conflict-Handling Styles
• Workplace Conflict in the Medical Sphere
• Europeans vs Native Americans: Why the Conflict Was Inevitable?
• Christianity vs. Judaism: A Medieval Conflict
• Conflict With Juvenile Offenders
• Codes of Conduct: Conflicts in Organization
• “Crucible of Fire” and “Canadian Soldiers in West African Conflicts” Articles Comparison
• Conflict Management as an Essential Skill
• Factors of Conflict Between American Colonists and the British Empire
• Communication Issues and Conflict Resolution
• Sports and Organizational Conflict: Articles Analysis
• Change and Conflict Management in Nursing
• Conflict Resolution. A Values-Based Negotiation Model
• Managing Conflict in Teams and Organizations
• Conflict Resolution: Conflict Prevention Methods
• Identity Establishment in Adolescence and Its Relation to Conflict
• Conflict Between Transgender Theory, Ethics, and Scientific Community
• The Emergence of Professional Disputes and Conflicts
• Conflict Management Issues
• Ethical Conflict Associated With Managed Care: Views of Nurse Practitioners’: Article Critique
• Conflict in Nursing: Conflict Resolution in a Healthcare Setting
• The Land Conflict Between White Settlers and Native Americans
• Criminological Conflict Theory by Sykes
• History of Settlers-Natives Conflict in Canada
• Labor Conflicts From 1877 to 1894
• Leadership for Conflict Management in Nursing
• Civility and Conflict Management in the Workplace
• Negotiation’s Strategy: Conflict Between Basran and Carpathia
• Conflict Style Assessment and Analysis
• Workplace Conflict Resolution by a Human Resource Manager
• The Palestine and the Arab-Israel Conflict
• The Inevitability of the 1947-48 Conflict Between Jews and Arabs in Palestine
• Race and Ethnicity and Meaningless Conflict
• Conflict Resolution Strategies Training Program
• Conflict and Order Theory on Race and Gender Issues
• Conflict 101: Questions. Analysis of the Conflict
• Conflict Handling Style in the Healthcare Environment
• China-Philippines Conflict: Differences in News Broadcast
• Military Conflict and Involvement Consequences
• Indirect Emotion Regulation in Intractable Conflicts
• American-Japanese Military and Race Conflicts in the Book “War Without Mercy: Race and Power in the Pacific War”
• Workplace Conflicts Among Healthcare Workers
• Conflict Between Augustine and Pelagius
• Conflicts and Political Goals in Afghanistan, Gaza and Iraq
• Communication and Conflict: Analysis of a Conflict Situation
• Social Order Perspective and a Conflict Perspective
• Environmental, Social or Political Conflict in Buddhism
• Developing States-World Trade Organization Conflict
• Conflict Management Definition and Problem-Solving Approaches
• “Lawrence and Aaronsohn: T.E. Lawrence, Aaron, Aaronsohn” by Ronald Florence: Arab-Israel Conflict
• The Industrial Revolution and Class Conflict
• Project Team: Definition, Principles of Function and Possible Conflicts
• Mediation and Advocacy to Resolve Conflicts
• The Conflicts of the Cold War in Latin America
• The Ethics of Global Conflict: Violence vs. Morality
• Mediation of Conflicts and Human Services
• Acuscan Company’s Conflict About the New Product
• The Israeli and the Palestinian People in Conflict
• “The Role of the United Nations Development Programme in Post-conflict Peace-Building”: Article Analysis
• Conflict Management Styles in Workplace
• The Problem of Palestinian-Israeli Conflict and Viable Solution
• Training vs. Patient Care Conflict in a Clinic
• Conflict Management: Term Definition
• Prioritizing Tasks: The Most Common Workplace Conflict
• Attribution Bias in the Intergroup Conflict
• Conflict Between Jews and Arabs in Palestine 1947-1948
• Dealing with Conflict in Healthcare Settings
• The Understanding of the Conflict Nature and Resolution in the Nursing Area
• Addressing Ethical Conflict in Healthcare
• Miami Hospital’s Nursing Conflict Resolution
• Remote Sensing. Satellite Imagery of Conflict in Aleppo
• Conflict Resolution in a Care Delivery Setting
• Resolving Conflict in the Healthcare Setting
• The Conflict Resolution and Moral Distress in Nursing
• Conflict Handling in the Healthcare Environment
• Organizational Communication and Conflict Management in the Healthcare
• Effective Communication and Conflict Resolution in Nursing
• Healing and Autonomy: The Conflict Between Conventional Medical Treatment and Spiritual Beliefs
• Nursing Conflicts, Their Types and Implications
• Group Decision-Making and Conflict Management
• Power & Conflict in Individual and Group Behavior
• Professional Conflict Resolution Skills in Nurses
• Document Conflict: Alternative Dispute Resolution
• United States-Iran Relations and Future Conflict
• United States-China Relations and Future Conflict
• Conflicts and Development in Emerging States
• Truth in Conflicts Management
• Civil Conflict and Economic Policy in El Salvador
• The History of Israeli-Palestinian Conflict
• Concept of Brotherhood: Russia-Ukraine Conflict
• Israeli Settlement in Palestine: Conflict Nowadays
• Peace & Global Security: Vietnam War & Israel-Palestine Conflict
• Handling Difficult Conversations and Ways to Avoid Conflict Escalation
• Moro Conflict in Mindanao: Why Men Rebel
• Moro Conflict in Mindanao: In Pursuit of Federalism
• Moro Conflict in Mindanao: Road to Peace
• The Colombian Conflict Effects
• European Union Mediation Directive for Conflict Resolution
• Conflict Management Strategies
• The Pattern of a Conflict: Tracing Your Own Life
• Asian International Politics and Military Conflicts
• Afghanistan’s Location as a Cause of Conflicts
• Effective Conflict-Resolution Strategies in Healthcare
• Conflict Resolution Skills in Nursing
• Conflict in IT Project Teams
• Conflict Resolution in Healthcare Workplace
• Environmental Health and Social Conflicts
• Ethical Conflicts of Obama and Trump Healthcare Reforms
• Recurring Conflict between Two Nurses
• Conflict and Social Technologies in the Workplace
• What Factors Led to the Indian Pakistan Conflict?
• Riverbend City Case: Conflict Management
• Kendall Regional Medical Center: Conflict Management
• Nursing Leadership: Isaac and Holiday Conflict
• Ethics and the Affordable Care Act’s Conflicts
• Psychiatric Nurse Practitioner in Conflict Resolution
• Kendall Regional Medical Center’s Change and Conflicts
• Colombian Armed Conflict and Social Proactiveness
• Conflict Between Medical Professionals
• Male and Female Escalated Conflict
• Kendall Regional Medical Center’s Conflict Management Plan
• University of Miami Hospital’s Nursing Conflicts
• Conflict Resolution in Healthcare Establishments
• Conflicts, Compromises, and Communication
• Conflict Resolution Decision in Healthcare Institutions
• Problem of Conflict Situations
• Sexism and Gender: Culture and Conflict Reflection
• Conflict Competence in the Workplace
• Conflict Resolution in Professional Nurse Activity
• Healthcare Facilities Conflict Management Plan
• Miami Hospital’s Conflict in Healthcare Teams
• Employee Conflicts Resolution and Ethical Dilemmas
• Conflict Handling Style in Healthcare Setting
• Work-Family Conflict Implications in Strain Levels
• Hospital Setting Miami: Conflict Resolution
• Negotiating Ethical Conflicts in Nursing
• Quality Improvement and Conflict Management in Healthcare
• Conflict Resolution in Hospital Setting Miami
• Conflict Resolution in Libraries of St. Lucie County
• The Nature of Conflicts in Nursing
• Conflict in “Barn Burning” by William Faulkner
• Conflict Resolution for Nurses in Acute Care Unit
• Conflict Management Plan for a Regional Medical Center
• Nursing Conflict and Cooperation
• How Mexico Drug Cartels Are Supporting Conflicts?
• Conflict Situations in Healthcare
• Change and Conflict Theories in Healthcare Leadership
• Conflict Resolution in the Miami Hospital
• Nursing Conflict Resolution Strategies
• Conflict Resolutions in Northern Ireland and Cyprus
• Conflict among the Nurses at the Hospital
• Conflict Resolution Strategies in Nursing Settings
• Executing Change in Healthcare: Conflict Management Strategies
• African Union Conflict Intervention Framework
• Democratic Communities and Third-Party Conflict Management
• Applying Negotiation and Conflict Resolution Knowledge
• Gas Blowouts in Bangladesh and Conflicts That Prevail Due to Gas Blowouts
• Governmental Social Movement: Class Conflicts
• Syria’s Conflict: Putin’s vs. Obama’s Position
• “Where the Conflict Really Lies?” – Philosophy
• International Relations: Korean Conflict and US Economy
• Social Movement Theory: An Analysis of the Class Conflict Social Movement Theory and Lenin’s Social Movement Theory
• Are Trade Integration and the Environment in Conflict?
• Does Ethnic Conflict Impede or Enable Employee Innovation Behavior?
• Are Religion and Conflict Inherently Linked?
• What Is Cultural Conflict in the Workplace?
• Does Gender Difference Play a Role in Marital Conflict?
• How Can Family Conflicts Lead to Deviant Behavior in Children?
• Why Did the Major Twentieth Century Conflicts Affect So Many People?
• Can Cultural Norms Reduce Conflicts?
• Why Does the Bible Conflict With Science?
• How Can Miscommunication and Misunderstanding Lead to Conflicts?
• What Is Social Conflict According to Karl Marx?
• Does Gender Diversity Help Teams Constructively Manage Status Conflict?
• Why Doesn’t Class Conflict Dominate Politics in Advanced Industrial Societies?
• How Does Conflict Relate to Social Inequalities?
• Can the WTO Reconcile Environmental and Trade Conflicts?
• What Are the Two Main Issues in the Current Israeli-Palestinian Conflict?
• Does Higher Inequality Lead to Conflict?
• How Can People Best Respond to Conflict?
• Does Poor Communication Cause Conflict in the Workplace?
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StudyCorgi. (2021, September 9). 429 Conflict Essay Topics. https://studycorgi.com/ideas/conflict-essay-topics/

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These essay examples and topics on Conflict were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 5, 2024 .

How to Write an Essay on Conflict

How to Write a Motif Paper

In both real life and in fiction, conflict describes an enduring struggle between two opposing forces. Whether you're watching a cartoon or reading a serious literary tome, conflict is a key component of plot. Writing an essay on conflict requires a focus, clarity, and an understanding of the different types of conflict presented in a story.

Identify the Type of Conflict

While most people think of conflict as a fight between two characters, it can be categorized as internal or external or both. Conflict can present itself in four primary ways: externally, as man versus man, man versus society, or man versus nature and internally, as man versus self, as exemplified by the tragic struggle of Shakespeare’s Hamlet trying to avenge his father’s murder.

Find Supporting Evidence

Whether you’re analyzing a piece of literature or a clash between two nations, you’ll first need to identity the two opposing forces that comprise your central argument, and then find evidence to support your claim. For example, if your central conflict is man versus nature – think Sebastian Junger’s “The Perfect Storm” – you’ll want to find specific examples of where the sea rises up against the sailors. As with any analytical essay, analyzing conflicts requires you to look for specific quotes, phrases or parts of dialogue that reinforce your position.

Draft Your Thesis

Once you've figured out your protagonist and antagonist and the type of conflict to address in your essay, narrow your focus and write a concise thesis statement that states the central conflict you plan to address. For example, If you’re analyzing “man versus society” in your essay, such as when Atticus Finch fights against a racist society in “To Kill a Mockingbird,” you could state, "In 'To Kill a Mockingbird,' Harper Lee uses Atticus Finch’s defense of Tom Robinson to both illustrate and combat the rampant racism that has infected his Southern town." Your thesis statement will provide you with a road map for the rest of your paper and will help you decide upon the main points of your paper. Your thesis should be the very last sentence in your introduction.

Start Writing

Once you’ve found your examples and written your thesis, write your first draft. Remember to start your essay with a “hook” – a question, a quote, or a statistic, for example that will introduce the conflict you’ll be analyzing. Start each body paragraph with a topic sentence that states a main point, and then support that point with three or four of your examples from your initial research. Repeat this process for each remaining body paragraph. Within the body of the paper, address whether the conflict was resolved, and how. In your conclusion, summarize your main points and restate -- but don’t repeat verbatim -- your thesis.

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• Purdue Owl: Literary Terms
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Jennifer Brozak earned her state teaching certificate in Secondary English and Communications from St. Vincent College in Latrobe, Pa., and her bachelor's degree in journalism from the University of Pittsburgh. A former high school English teacher, Jennifer enjoys writing articles about parenting and education and has contributed to Reader's Digest, Mamapedia, Shmoop and more.

• DOI: 10.1093/OXFORDHB/9780199760107.013.0016
• Corpus ID: 142595282

Conflict Analysis and Resolution

• R. Fisher , H. Kelman , S. Nan.
• Published 4 September 2013

45 Citations

Transformative leadership for peace negotiation, theories of war and peace, conflict and conflict resolution, social psychology of, “who will resolve this conflict if the politicians don’t”, ethnic conflict from an interdisciplinary perspective: lessons learned, policy implications, and recommendations for conflict amelioration and peace building, leadership and peacemaking: yitzhak rabin and the oslo accords, the teaching profession according to communication styles while solving conflict situations, incorporating best practices into design and facilitation of track two initiatives, the greatest magic of harry potter: reducing prejudice, protracted social conflict: a reconceptualization and case analysis, related papers.

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• How Conflict Examples Can Teach Us to Listen

Listening deeply to our counterparts is a critical negotiation skill. Here, we look at how conflict examples can help us transform unproductive conflict into opportunities to listen and learn.

By Katie Shonk — on June 3rd, 2024 / Conflict Resolution

Listening is perhaps the clearest path to understanding others and resolving conflict, but it can be difficult to practice. The desire to disagree, prove we’re “right,” and engage in hardball tactics often get in the way. Here, we consider how transformative listening can be, then study how deep listening plays out in conflict examples.

Learning When Forced to Listen

In the 1980s, Jessie Daniels entered the sociology PhD program at the University of Texas with a lot of assumptions about the world, as she writes in a new anthology of personal essays by sociologists, Between Us: Healing Ourselves and Changing the World Through Sociology . Some of those assumptions were profoundly shaken when she secured a research position with Dr. Joe Feagin.

Feagin assigned Daniels the task of transcribing interviews with middle-class Black Americans about their experience with racism. At the time, Daniels, who is white, naively assumed that because the Civil Rights Act had made racial discrimination illegal in the United States, the interviewees might be “overly sensitive, looking for discrimination where there was none,” she recalls.

In fact, she soon found, the interviewees were slow to complain. When they did share stories of possible discrimination, they agonized over how to interpret them. One woman, for instance, described being seated at the back of a restaurant, near the kitchen. “Oh, come on,” Daniels thought. “ That could happen to anyone .” But as Daniels noted, the woman on the tape “couldn’t hear me, and I couldn’t actually interrupt her, so I just kept typing.”

In her interview, the woman expressed how confusing the incident was: “It could be discrimination, or it could not be, but now I’ve got to spend my energy to try and figure this out, because you know, I don’t want to be one of those complaining types.” She concluded, “It’s an exhausting way to go through life.” From nearly every interviewee, Daniels heard similar stories of “internal calculation in response to discrimination.”

By listening closely to the interviewees—with no opportunity to question or rebut them—Daniels gained a deeper understanding of systemic racism and the pain and confusion it causes. “By the end of transcribing those interviews, something fundamental in me had shifted,” she writes. “Instead of arguing or disagreeing with the Black people I’d spent time listening to, I was in solidarity with them.”

Daniels’ story illustrates how listening deeply to other people can challenge our preconceived beliefs. Listening can be especially beneficial in bringing disputing parties together, as the following conflict examples suggest.

Transforming Your Listening Skills

In her book Transformative Negotiation: Strategies for Everyday Change and Equitable Futures , Sarah Federman explores real-world conflict examples to illustrate how negotiation can help those in financial precarity achieve greater stability. While teaching negotiation at the University of Baltimore, she learned to adapt traditional negotiation training to the lives of her students, who were coping with problems such as negotiating car insurance claims and adapting to life after incarceration.

Teaching active listening skills in negotiation was core to this training. In particular, Federman encourages her students to “ ask five information-seeking questions with no agenda ” of others in their lives. “This means they can only ask questions to better understand the person’s world, not to lead the person toward or away from a particular solution,” she writes.

One student asked the following five questions of his brother, who had been diagnosed with paranoid schizophrenia and recently discharged from the hospital:

• How do you feel?
• How do you like the new medication?
• How do we make sure you stay on the medication and go for quarterly checkups?
• Would you talk to me whenever you feel like the drugs are not working?
• Do you need anything?

By asking these questions and listening carefully, the student gained a new understanding of how much his brother had suffered and of his past behavior. As Federman writes, “Good listening can reduce household and workplace tension, preventing conflict and making negotiations easier when they occur.”

Listening Is Contagious

Turning to conflict examples in a galaxy far, far away, mediator and coach Danielle Blumenberg describes the power of listening in negotiation in an essay for the new anthology Star Wars and Conflict Resolution II: My Negotiations Will Not Fail , which gleans conflict-resolution strategies from the Star Wars universe. In the film The Force Awakens, Blumenberg describes encounters between the self-reliant scavenger Rey, hero Luke Skywalker, and dark side warrior Kylo Ren.

In one scene, Rey tries telling Luke about the “darkness she feels calling to her,” Blumenberg writes, but “Luke doesn’t listen well—instead, he reacts with fear and shuts her down.” In a later encounter with Kylo, Rey “mirrors Luke’s approach, casting accusations at Kylo and not seeking information.” Clearly, poor listening can become a vicious cycle.

But rather than shutting her down, as Luke did, Kylo “responds with curiosity”; he ignores her insults and begins asking questions. The next time they connect, Rey reciprocates by asking Kylo questions and seeking to understand his behavior. “Their mutual listening begins to move them past their conflict,” writes Blumenberg. The key to this breakthrough was Kylo’s ability to move beyond accusation and respond by listening closely—a negotiation strategy we can all adopt.

What have you learned from recent conflict examples in your life?

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Negotiating Peace in Ethno-Religious Infused Conflict: Applying Religiously Informed Socio-Secular Analysis to the Israeli-Palestinian Conflict

28 Pages Posted: 30 May 2024

David E. Guinn

Rockefeller College of Public Affairs & Policy

Date Written: May 16, 2024

For more than 100 years, Palestine has been the scene of recurring ethnic conflict: first between Zionists and local Arabs - then between Israelis and Arabs and Palestinians. Over the last 50 plus years, the US has been actively engaged in efforts to promote a peaceful resolution of the conflict. They have failed. Given the situation on the ground, I can’t say whether or any settlement could have been achieved through the efforts of the US, however, in this talk I will suggest that the US approach was deeply flawed. US negotiators sought to negotiate a peace settlement without addressing issues of religion or ethnicity in the midst of a conflict deeply permeated with those issues. This has impaired their ability to identify and evaluate the importance of issues that stand in the way of peace. It is my thesis that traditional religions and ethnic identity are both grounded in what I will refer to as the sacred—that which connects us to something greater than ourselves and gives life meaning – and that effective peace negotiations requires negotiators to confront these issues. To do so, I recommend that they employ what I refer to as a religiously informed socio-secular analysis and engagement framework. The goal is to facilitate effective dialogue and engagement that respects but then transcends parochial understandings about the conflict and how to resolve it. Using the Israeli-Palestinian conflict as a case study, in this Keynote Address for the 2024 American Society for the Study of Religion Annual Conference, I start with a brief overview of the approach adopted by US negotiators and the challenges to peace that their approach failed to reach. I will then elaborate on what I mean by the term religiously informed socio-secular analysis. While this approach can apply to traditional religious elements of the conflict, given the long history of diplomats actively avoiding direct engagement with traditional religion in international diplomacy, for purposes of illustration I will focus on how this framework can help us identify and understand key characteristics of ethnic identity on both sides that in many way function like a natural religion and serve as crucial forces within the conflict. I will then address how those characteristics apply to specific practical issues that negotiators need to be resolved as a part of any peace settlement and how those types of ethnic tensions can and have been addressed in past peacebuilding programs. Finally, I will end with some brief recommendations of changes in strategy to take advantage of this religiously informed socio-secular approach to negotiations and peacebuilding.

Keywords: Religion and conflict, ethnic conflict, nationalism, peacemaking, negotiation, Middle East conflict, war in gaza

JEL Classification: K33,K39,Z12,Z18

Suggested Citation: Suggested Citation

David E. Guinn (Contact Author)

Rockefeller college of public affairs & policy ( email ).

State University Plaza Albany, NY 12246 United States

HOME PAGE: http://https://www.albany.edu/rockefeller/faculty/david-e-guinn

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Even as the Biden administration renewed its push for a cease-fire in the Gaza Strip on Wednesday, Prime Minister Benjamin Netanyahu of Israel threatened “very intense” military action against Hezbollah in Lebanon.

Two days after the militant group launched a barrage of rockets and exploding drones from Lebanon into northern Israel, igniting several wildfires, Mr. Netanyahu visited soldiers and firefighters in the area and said the Israeli military was ready to strike.

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Home — Essay Samples — Sociology — Conflict Resolution — Analysis Of Strategies Of Conflict Resolution From Personal Experience

Analysis of Strategies of Conflict Resolution from Personal Experience

• Categories: Conflict Conflict Resolution Personal Experience

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Published: Jul 30, 2019

Words: 1136 | Pages: 2 | 6 min read

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Impact of high-resolution land cover on simulation of a warm-sector torrential rainfall event in guangzhou.

1. Introduction

2. case description and synoptic background, 3. model description and experimental setup, 4. simulation results, 4.1. simulation results of surface rainfall, 4.2. simulation results of radar reflectivity, 5. impact mechanism analysis, 5.1. surface sensible heat flux and latent heat flux, 5.2. generalized potential temperature and dynamic condition, 6. summary and discussion, author contributions, institutional review board statement, informed consent statement, data availability statement, conflicts of interest.

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Share and Cite

Wang, N.; Liu, Y.; Ping, F.; Mao, J. Impact of High-Resolution Land Cover on Simulation of a Warm-Sector Torrential Rainfall Event in Guangzhou. Atmosphere 2024 , 15 , 687. https://doi.org/10.3390/atmos15060687

Wang N, Liu Y, Ping F, Mao J. Impact of High-Resolution Land Cover on Simulation of a Warm-Sector Torrential Rainfall Event in Guangzhou. Atmosphere . 2024; 15(6):687. https://doi.org/10.3390/atmos15060687

Wang, Ning, Yanan Liu, Fan Ping, and Jiahua Mao. 2024. "Impact of High-Resolution Land Cover on Simulation of a Warm-Sector Torrential Rainfall Event in Guangzhou" Atmosphere 15, no. 6: 687. https://doi.org/10.3390/atmos15060687

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Coastline Automatic Extraction from Medium-Resolution Satellite Images Using Principal Component Analysis (PCA)-Based Approach

• Parente, Claudio
• Alcaras, Emanuele
• Figliomeni, Francesco Giuseppe

In recent decades several methods have been developed to extract coastlines from remotely sensed images. In fact, this is one of the principal fields of remote sensing research that continues to receive attention, as testified by the thousands of scientific articles present in the main databases, such as SCOPUS, WoS, etc. The main issue is to automatize the whole process or at least a great part of it, so as to minimize the human error connected to photointerpretation and identification of training sites to support the classification of objects (basically soil and water) present in the observed scene. This article proposes a new fully automatic methodological approach for coastline extraction: it is based on the unsupervised classification of the most decorrelated fictitious band derived from Principal Component Analysis (PCA) applied to the satellite images. The experiments are carried out on datasets characterized by images with different geometric resolution, i.e., Landsat 9 Operational Land Imager (OLI) multispectral images (pixel size: 30 m), a Sentinel-2 dataset including blue, green, red and Near Infrared (NIR) bands (pixel size: 10 m) and a Sentinel-2 dataset including red edge, narrow NIR and Short-Wave Infrared (SWIR) bands (pixel size: 20 m). The results are very encouraging, given that the comparison between each extracted coastline and the corresponding real one generates, in all cases, residues that present a Root Mean Squared Error (RMSE) lower than the pixel size of the considered dataset. In addition, the PCA results are better than those achieved with Normalized Difference Water Index (NDWI) and Modified NDWI (MNDWI) applications.

• coastline detection;
• Landsat 9 OLI;
• Sentinel-2;
• Principal Component Analysis (PCA);
• Normalized Difference Water Index (NDWI);
• Modified NDWI (MNDWI)