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CONFLICT FACTORS AND RESOLUTIONS
Conflict can be described as a process in which individuals or groups perceive that others have taken actions that are not compatible with their own interests and they work against each other. This process sometimes escalates to anger, resentment and actions designed to harm the other side. The key elements in conflict are opposing interests between individual or groups, recognition of such opposition, the belief by each side that the other will act to interfere with its interests, and actions that produce the interference. Social psychologists have addressed in their research the facts that cause conflict and what can be done to reduce this common part of social life. Incompatible interests constitute the defining feature of conflicts; however conflict involves more than opposing interests. Social factors may play a role as strong as or even stronger than incompatible interests initiating conflicts.
Once social factor that plays a role in conflict is faulty attributions. Faulty attributions are errors concerning the causes behind others' behavior. Erroneous attributions concerning the causes of negative outcomes can and often do play an important role in conflict, and sometimes cause conflicts to occur when they could have been avoided.
Another social factor is faulty communication. This is the fact that individuals sometimes communicate with others in a way that anger or annoys them even though it is not their intention to do so. An example of faulty communication is receiving harsh criticism, which is criticism you felt was unfair, insensitive. This type of criticism can leave the recipient wanting revenge, which sets the stage for conflict.
A third social cause of conflict involves our tendency to perceive our own views as objective and as reflecting reality. As a result of this tendency we may tend to magnify differences between our views and those of others and also exaggerate conflicts of interest between us.
The final social cause of conflict is personal traits or characteristics. For example, Type A individuals are ones who are highly competitive, always in a hurry, somewhat irritable and tend to become involved in conflicts more than Type B persons who are much calmer and less irritable.
As stated earlier conflict is a part of social life, however it can be reduced in many ways. When involved in conflicts persons involved usually want to resolve them as soon as possible. The most useful strategies are bargaining and superordinate.
In the bargaining strategy or negotiation opposing sides exchange offers, counteroffers, and concessions. If this process is successful, a solution acceptable to both sides is attained and the conflict is resolved. If bargaining is unsuccessful, conflict may intensify.
Superordinate goals are goals that both sides to a conflict seek and that tie their interests together rather than driving them apart. Individuals often divide the world into two opposing sides. They perceive members of their own groups as quite different from and better than people belonging to other groups. These tendencies to magnify differences between one's own group and others to degrade outsiders are very powerful and often play a role in the occurrence and persistence of conflicts.
In conclusion, conflicts are inevitable. Conflict does not stem solely from opposing interests; it often derives from social factors. Conflict can be stirred up in situations in which everyone really shares the same ultimate goals and conflicts do not have to exist simply because one or both sides forget that other people have feelings and expect to be treated decently. The goal should be to handle conflicts constructively.
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