essay on conflict resolution in english

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124 Conflict Essay Topic Ideas & Examples

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Writing an essay on conflict can be both challenging and thought-provoking. Conflict is an unavoidable aspect of human existence, and it can manifest in various forms, such as interpersonal conflicts, societal conflicts, or even conflicts within oneself. To help you explore this complex topic, here are 124 conflict essay topic ideas and examples that can serve as a source of inspiration for your writing.

Interpersonal Conflicts:

• The impact of communication breakdown on interpersonal conflicts.
• Resolving conflicts in romantic relationships: Strategies for success.
• The role of empathy in resolving conflicts between friends.
• The influence of cultural differences on interpersonal conflicts.
• The effects of social media on conflict resolution in friendships.
• The connection between conflict and power dynamics in relationships.
• Conflict resolution strategies for dealing with difficult family members.
• The role of compromise in resolving conflicts between siblings.
• The impact of unresolved childhood conflicts on adult relationships.
• Conflict management techniques for resolving workplace disputes.

Societal Conflicts: 11. The causes and consequences of political conflicts in developing countries. 12. The role of social media in fueling societal conflicts. 13. The impact of religious conflicts on society. 14. The influence of socioeconomic disparities on societal conflicts. 15. The role of education in preventing societal conflicts. 16. The effects of ethnic conflicts on economic development. 17. The connection between gender inequality and societal conflicts. 18. The impact of globalization on societal conflicts. 19. The role of media in perpetuating societal conflicts. 20. Conflict resolution strategies for addressing racial tensions in society.

Internal Conflicts: 21. Exploring the internal conflict between personal desires and societal expectations. 22. The impact of self-doubt on internal conflicts. 23. Overcoming internal conflicts between ambition and contentment. 24. The role of fear in internal conflicts. 25. The connection between guilt and internal conflicts. 26. The effects of trauma on internal conflicts. 27. The influence of cultural norms on internal conflicts. 28. The role of self-reflection in resolving internal conflicts. 29. The impact of unresolved internal conflicts on mental health. 30. Strategies for achieving inner peace amidst internal conflicts.

Conflict in Literature and Film: 31. Analyzing the theme of conflict in Shakespeare's plays. 32. The portrayal of societal conflicts in dystopian literature. 33. Exploring the internal conflicts of the protagonist in a novel. 34. The role of external conflicts in driving the plot of a film. 35. The influence of conflict on character development in literature. 36. The depiction of interpersonal conflicts in romantic comedies. 37. The effects of war-related conflicts in historical novels. 38. Analyzing the symbolism of conflict in a poem. 39. The portrayal of family conflicts in contemporary literature. 40. The impact of moral conflicts on the actions of a film's protagonist.

Global Conflicts: 41. The causes and consequences of wars in the Middle East. 42. The role of diplomacy in resolving global conflicts. 43. The impact of climate change on international conflicts. 44. Analyzing the conflict between developed and developing nations. 45. The influence of resource scarcity on global conflicts. 46. The connection between terrorism and global conflicts. 47. The effects of colonialism on current global conflicts. 48. The role of international organizations in preventing conflicts. 49. The impact of nuclear weapons on global conflicts. 50. Conflict resolution strategies for achieving world peace.

Conflict in History: 51. The causes and outcomes of the American Civil War. 52. Analyzing the conflicts of World War I from multiple perspectives. 53. The influence of ideological conflicts on the Cold War. 54. The effects of colonial conflicts on the decolonization process. 55. The connection between religious conflicts and the Crusades. 56. The impact of territorial disputes on conflicts in Southeast Asia. 57. Exploring the conflicts surrounding the French Revolution. 58. The role of nationalism in fueling conflicts in the Balkans. 59. The effects of conflicts on the rise and fall of empires. 60. Analyzing the conflicts during the Civil Rights Movement.

Conflict in Science and Technology: 61. The ethical dilemmas and conflicts in genetic engineering. 62. The impact of conflicts between scientific progress and religious beliefs. 63. The role of conflicts in the development of artificial intelligence. 64. Analyzing conflicts between privacy and surveillance in the digital age. 65. The effects of conflicts between environmental conservation and industrial development. 66. The connection between conflicts in scientific research and funding. 67. The influence of conflicts over intellectual property in technology. 68. Exploring conflicts in bioethics and medical advancements. 69. The impact of conflicts between scientific evidence and public opinion. 70. Analyzing conflicts in the regulation of emerging technologies.

Conflict in Sports: 71. The effects of conflicts between athletes and team management. 72. The role of conflicts in sports rivalries. 73. Analyzing conflicts between players and referees in sports. 74. The impact of conflicts between fans and players on sports events. 75. The connection between conflicts in sports and nationalism. 76. The influence of conflicts in sports doping scandals. 77. Exploring conflicts between athletes' personal beliefs and sports regulations. 78. The effects of conflicts between sports teams and sponsors. 79. The role of conflict resolution in sports coaching. 80. Analyzing conflicts in gender equality and representation in sports.

Conflict and Social Justice: 81. The causes and consequences of conflicts in the fight against racial discrimination. 82. The influence of conflicts in gender equality movements. 83. The impact of conflicts in LGBTQ+ rights advocacy. 84. Analyzing conflicts in the pursuit of disability rights. 85. The connection between conflicts in immigration policies and social justice. 86. The effects of conflicts in environmental activism. 87. Exploring conflicts in the criminal justice system and prison reform. 88. The role of conflicts in indigenous rights movements. 89. The impact of conflicts in economic inequality and wealth distribution. 90. Analyzing conflicts in the fight against human trafficking.

Conflict and Education: 91. The causes and outcomes of conflicts in school settings. 92. The influence of conflicts between teachers and students on academic performance. 93. The effects of conflicts in standardized testing and educational policies. 94. The connection between conflicts in school bullying and mental health. 95. The role of conflicts in the inclusion of students with disabilities. 96. The impact of conflicts in educational funding and resource allocation. 97. Analyzing conflicts in the implementation of multicultural education. 98. The effects of conflicts in teacher unions and labor rights. 99. The role of conflict resolution in promoting a positive school climate. 100. Exploring conflicts in educational equity and access.

Conflict and Health: 101. The causes and consequences of conflicts in healthcare systems. 102. The influence of conflicts in medical ethics and patient care. 103. The impact of conflicts in vaccination policies and public health. 104. Analyzing conflicts in access to healthcare and healthcare disparities. 105. The effects of conflicts in mental health stigma and treatment. 106. The connection between conflicts in medical research and informed consent. 107. The role of conflicts in the pharmaceutical industry and drug pricing. 108. Exploring conflicts in end-of-life care and euthanasia. 109. The effects of conflicts in reproductive rights and healthcare. 110. Analyzing conflicts in alternative medicine and traditional healthcare systems.

Conflict and Technology: 111. The causes and consequences of conflicts in online privacy. 112. The influence of conflicts in cybersecurity and data breaches. 113. The impact of conflicts in artificial intelligence and job displacement. 114. Analyzing conflicts in social media regulation and freedom of speech. 115. The effects of conflicts in digital divide and access to technology. 116. The connection between conflicts in online harassment and mental health. 117. The role of conflicts in technology addiction and screen time. 118. Exploring conflicts in the regulation of autonomous vehicles. 119. The impact of conflicts in copyright infringement and intellectual property. 120. Analyzing conflicts in technology-based surveillance and civil liberties.

Conflict and the Environment: 121. The causes and consequences of conflicts in climate change policies. 122. The influence of conflicts in natural resource extraction and conservation. 123. The impact of conflicts in environmental activism and protests. 124. Analyzing conflicts in land rights and indigenous environmentalism.

These essay topic ideas and examples cover a wide range of conflict-related themes and can serve as a starting point for your writing. Remember to choose a topic that interests you and aligns with your essay's purpose. Good luck with your essay, and may your exploration of conflict deepen your understanding of the world around you.

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Conflict Resolution - List of Free Essay Examples And Topic Ideas

An essay on conflict resolution can explore strategies and techniques for managing conflicts in interpersonal, organizational, and societal contexts. It can discuss negotiation, mediation, communication skills, and the importance of addressing conflicts constructively to build stronger relationships and promote peace and cooperation. A vast selection of complimentary essay illustrations pertaining to Conflict Resolution you can find in Papersowl database. You can use our samples for inspiration to write your own essay, research paper, or just to explore a new topic for yourself.

Leadership, Conflict Resolution and Communication in Sports

Whether through high school or a club team, sports consume the majority of teenagers’ lives. Teens actively involve themselves in fall, winter, spring and even summer sports on top of school. Due to the time requirements of both, many argue whether or not society should promote playing a sport (or multiple sports) in high school. Many also argue that sports are dangerous but there are many benefits to teen participation in sports that outweigh the potential danger. As a result […]

Effective Communication and Conflict Resolution

Good management is critical for every business. Managers at every level give a business direction, goals, and leadership. Managers duties can usually be summarized into four different functions; planning, organizing, leading, and controlling. Each of these functions are critical to the company’s success and continued existence. Ford Motor Company’s CEO Jim Hackett is a great example of a good manager. In the article “Unhappy with Ford’s Performance, CEO Looks to Rival For Relief” Keith Naughton and David Westin explain. Hackett […]

Knowledge Sharing & Intercultural Communication

Movies often depict wars as politically driven violence. Take Dunkirk as an example. This clausewitzian war depiction, to us, is predictable in a sense that violence will occur through the use of tanks, artillery and man power to kill the enemy. However, this political, violent, emotional form of war, philosophically does not describe the types of wars fought in modern day. Violence in no longer just an occurrence between military personnel in a war zone. But rather terrorist acts in […]

We will write an essay sample crafted to your needs.

Maslow’s Need for Conflict Resolution

Phyllis has a mental health issue called schizophrenia, that has a side effect of auditory hallucinations that caused her to wreck all her furniture one day. Phyllis was placed in a psychiatric care unit at Conflictia Hope Hospital where she received care from Dr. Nguyen, a psychiatrist. She was placed on an involuntary hold because of the danger that comes with this disease. Phyllis easily stops taking her medication due to factors, the last being she felt lethargic and unmotivated. […]

Having Good Conflict Resolution Skills

Social psychology is the study of how people influence each other. A social psychologists who has a PHD can do a variety of things. They can teach students about psychology or they can conduct research within a university. They could also work in a huge variety of fields. They can work in education, business, medicine, counseling, and law enforcement to name a few. The first category that I chose is law enforcement. The two professions that I chose for law […]

Five Sources of Conflict

When evaluating, one can easily identify the one prevailing issue affecting conflict on a global scale. To date, I consider identity issues to be the most difficult to resolve. For one, the struggle for power can at times be easily solved through government elections or even overthrowing a weak regime. While the struggle to acquire an abundance of resources can easily be resolved through a state’s brute military strength or strategy. So those two are out of the question. Finally, […]

Roles in Negotiations and Conflict Resolution

When undergoing mediations and negotiations mediators must have clear and concise strategies when approaching issues in and of conflictual nature. Before negotiations can begin being processed and suggestions can be presented and/or drafted, mediators must be well-informed, as well as, have experience of and in the matter(s) presented. And, they must also have contextual data pertaining to the participants in conflict, too. These principles are safety-nets and enable mediators to safely be guided throughout the process and travel carefully through […]

Leadership Traits that Help Manage Conflict

Good Afternoon, my name is Marlee Parker. My business partner is Linda Hester. Thank you for joining us today as we begin the discussion on leadership traits that help manage conflict, strategies on how to improve communication in the workplace, and methods for motivating employees and improving employee behavior. We have a lot to discuss, however, I am confident you will find one or two strategies you can implement and immediately see positive changes in your employees. Let’s get started! […]

Conflict of People for Career Success in Soft Skills

Soft skills are various social, people, communication skills, as well as character or personality traits that people need for success in their careers. Soft skills are essential for finding, attracting, and retaining clients. There are many skills one should have for the workplace. The first and most important one is communication. Communication is one of the most important skills a person can have. It’s simply exchanging information from one person to another. It’s essential because the ability to communicate shows […]

Conflict is not only Inevitable but Necessary

In an organization conflicts can encourage debate and competition which is good for almost any setting. There is a such thing as conflict being healthy as it can potentially improve team culture and allow people to learn more. In the very 1st chapter, Mayer describes conflict as to be natural, inevitable, necessary, and normal is completely dependent upon how we choose to handle it not the actual problem itself. Disagreements will arise no matter what in companies, so it is […]

Harmony of Movements or Goals in Conflict

People will usually find themselves in some sort of conflict, whether with themselves or with different people. Conflict takes place when there are in a harmoniousness of movements or goals. One group of human beings might also no longer have the identical ideas or viewpoints of some other group, however studying to locate a frequent ground is more essential than trying to prove who is right. A way to locate that common ground is by means of conflict resolution. Conflict […]

The Four Horsemen of the Apocalypse in Relationships: Insights from Gottman

Renowned psychologist and relationship specialist John Gottman has significantly advanced our knowledge of the factors that contribute to successful and unsuccessful partnerships. The "Four Horsemen of the Apocalypse," a metaphor derived from the biblical story, is one of his most well-known ideas. It describes four actions that, when combined, can forecast the end of a relationship with stunning precision. Criticism, disdain, defensiveness, and stonewalling are these actions. Anybody hoping to cultivate stronger, more resilient relationships may find it essential to […]

Understanding Gottman’s Four Horsemen of the Apocalypse in Relationships

The term "Four Horsemen of the Apocalypse" was made popular by renowned psychologist John Gottman to describe communication patterns that portend the end of a relationship. Gottman perceived defensiveness, stonewalling, criticism, and disdain as indicators of an imminent relationship disaster, drawing his cues from biblical imagery. Even the strongest partnerships can have their foundations weakened if these detrimental behaviors are allowed to continue. Criticism, the first of the Four Horsemen, is more than complaints about specific issues. It is focusing […]

The Cuban Missile Crisis: a Pivotal Moment in Cold War History

One of the bloodiest and most dangerous conflicts of the Cold War, the Cuban Missile Crisis of October 1962 brought the US and the USSR very close to nuclear war. American reconnaissance aircraft found Soviet ballistic missile facilities in Cuba, about 90 miles off the coast of Florida, which sparked the start of this thirteen-day standoff. The discovery exposed the precarious balance of power and the constant fear of nuclear destruction, putting President John F. Kennedy and Premier Nikita Khrushchev […]

The Rwanda Genocide: a Comprehensive Overview of the 1994 Atrocities

One of the most horrific incidents in contemporary history, the Rwandan Genocide serves as a sobering reminder of the atrocities that can result from ethnic differences. Over the course of around 100 days in 1994, 800,000 people are thought to have been ruthlessly slaughtered in Rwanda. The majority of the casualties were Tutsis, with some moderate Hutus and Twa also among them. The violence was sparked by long-standing resentment and twisted political motives. This synopsis seeks to shed light on […]

Civil War Factions: a Scholarly Exploration

Civil wars represent a poignant nexus of societal strife and political discord, where internal divisions escalate into violent confrontations within a nation. This scholarly exploration delves into the intricate dynamics of civil war factions, shedding light on their origins, motivations, strategies, and international dimensions. At the heart of any civil war are the factions themselves, entities born from deep-rooted societal fractures and historical grievances. These factions typically emerge from divergent political ideologies, ethnic tensions, economic disparities, or regional autonomy aspirations. […]

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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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Essays About Conflict in Life: Top 5 Examples and Prompts

Conflict is a broad and gripping topic, but most struggle to write about it. See our top essays about conflict in life examples and prompts to start your piece.

Conflict occurs when two people with different opinions, feelings, and behaviours disagree. It’s a common occurrence that we can observe wherever and whenever we are. Although conflicts usually imply negative aspects, they also have benefits such as stronger relationships and better communication.

To aid you in your paper, here are five examples to familiarize you with the subject: 

1. Useful Notes On 4 Major Types Of Conflicts (Motivational Conflict) By Raghavendra Pras

2. encountering conflict by julius gregory, 3. complete guide to understanding conflict and conflict resolution by prasanna, 4. analysis of personal conflict experience by anonymous on gradesfixer, 5. personal conflict resolving skills essay by anonymous on ivypanda, 1. conflict: what is and how to avoid it, 2. conflicts in our everyday lives, 3. review on movies or books about conflicts, 4. actions and conflicts , 5. conflicts at home, 6. conflicts that changed my life, 7. my personal experience in covert conflict, 8. cascading conflicts, 9. how does conflict in life benefit you, 10. the importance of conflict management.

“Conflict… results when two or more motives drive behaviour towards incompatible goals.”

Pras regards conflict as a source of frustration with four types. Experimental psychologists identified them as approach-approach, avoidance-avoidance, approach-avoidance, and multiple approach-avoidance. He discusses each through his essay and uses theoretical analysis with real-life examples to make it easier for the readers to understand.

“The nature of conflict shows that conflict can either push people away or bring them into having a closer, more comfortable relationship.”

The main points of Gregory’s essay are the typical causes and effects of conflicts. He talks about how people should not avoid conflicts in their life and instead solve them to learn and grow. However, he’s also aware that no matter if a dispute is big or small, it can lead to severe consequences when it’s wrongly dealt with. He also cites real-life events to prove his points. At the end of the essay, he acknowledges that one can’t wholly avoid conflict because it’s part of human nature.

“…it is important to remember that regardless of the situation, it is always possible to resolve a conflict in some constructive or meaningful way.”

To help the reader understand conflict and resolutions, Prasanna includes the types, causes, difficulties, and people’s reactions to it. She shows how broad conflict is by detailing each section. From simple misunderstandings to bad faith, the conflict has varying results that ultimately depend on the individuals involved in the situation. Prasanna ends the essay by saying that conflict is a part of life that everyone will have to go through, no matter the relationship they have with others. 

“I also now understand that trying to keep someone’s feelings from getting hurt might not always be the best option during a conflict.”

To analyze how conflict impacts lives, the author shares his personal experience. He refers to an ex-friend, Luke, as someone who most of their circle doesn’t like because of his personality. The author shares their arguments, such as when Luke wasn’t invited to a party and how they tried to protect his feelings by not telling Luke people didn’t want him to be there. Instead, they caved, and Luke was allowed to the gathering. However, Luke realized he wasn’t accepted at the party, and many were uncomfortable around him.

The essay further narrates that it was a mistake not to be honest from the beginning. Ultimately, the writer states that he would immediately tell someone the truth rather than make matters worse.

“To me if life did not have challenges and difficult circumstances we were never going to know the strength that we have in us.”

The essay delves into the writer’s conflicts concerning their personal feelings and professional boundaries. The author narrates how they initially had a good relationship with a senior until they filed for a leave. Naturally, they didn’t expect the coworker to lie and bring the situation to their committee. However, the author handled it instead of showing anger by respecting their relationship with the senior, controlling their emotion, and communicating properly.

10 Helpful Prompts On Essays About Conflict in Life

Below are easy writing prompts to use for your essay:

Define what constitutes a conflict and present cases to make it easier for the readers to imagine. To further engage your audience, give them imaginary situations where they can choose how to react and include the results of these reactions. 

If writing this prompt sounds like a lot of work, make it simple. Write a 5-paragraph essay instead.

There are several types of conflict that a person experiences throughout their life. First, discuss simple conflicts you observe around you. For example, the cashier misunderstands an order, your mom forgets to buy groceries, or you have clashing class schedules. 

Pick a movie or book and summarize its plot. Share your thoughts regarding how the piece tackles the conflicts and if you agree with the characters’ decisions. Try the 1985 movie The Heavenly Kid , directed by Cary Medoway, or Where the Conflict Really Lies: Science, Religion, and Naturalism by philosopher Alvin Plantinga.

In this essay, describe how actions can lead to conflict and how specific actions can make a conflict worse. Make your essay interesting by presenting various characters and letting them react differently to a particular conflict.

For example, Character A responds by being angry and making the situation worse. Meanwhile, Character B immediately solves the discord by respectfully asking others for their reasons. Through your essay, you’ll help your readers realize how actions significantly affect conflicts. You’ll also be able to clearly explain what conflicts are.

Your home is where you first learn how to handle conflicts, making it easier for your readers to relate to you. In your essay, tell a story of when you quarreled with a relative and how you worked it out.  For instance, you may have a petty fight with your sibling because you don’t want to share a toy. Then, share what your parents asked you to do and what you learned from your dispute.

If there are simple conflicts with no serious consequences, there are also severe ones that can impact individuals in the long run. Talk about it through your essay if you’re comfortable sharing a personal experience. For example, if your parents’ conflict ended in divorce, recount what it made you feel and how it affected your life.

Covert conflict occurs when two individuals have differences but do not openly discuss them. Have you experienced living or being with someone who avoids expressing their genuine feelings and emotions towards you or something? Write about it, what happened, and how the both of you resolved it.

Some results of cascading conflict are wars and revolutions. The underlying issues stem from a problem with a simple solution but will affect many aspects of the culture or community. For this prompt, pick a relevant historical happening. For instance, you can talk about King Henry VIII’s demand to divorce his first wife and how it changed the course of England’s royal bloodline and nobles.

People avoid conflict as much as possible because of its harmful effects, such as stress and fights. In this prompt, focus on its positive side. Discuss the pros of engaging in disputes, such as having better communication and developing your listening and people skills.

Explain what conflict management is and expound on its critical uses. Start by relaying a situation and then applying conflict resolution techniques. For example, you can talk about a team with difficulties making a united decision. To solve this conflict, the members should share their ideas and ensure everyone is allowed to speak and be heard.

Here are more essay writing tips to help you with your essay.

Essay on Resolving Conflicts

Students are often asked to write an essay on Resolving Conflicts in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Resolving Conflicts

Understanding conflicts.

Conflicts are disagreements or fights that happen when people have different ideas or feelings. They can happen between friends, family, or even countries. It’s important to know how to resolve conflicts to keep peace and harmony.

Listening Carefully

The first step in resolving conflicts is to listen carefully. Each person should explain their side of the story without being interrupted. By listening, we can understand the other person’s feelings and point of view.

Expressing Feelings

After listening, it’s important to express your feelings. Use “I” statements, like “I feel upset when…” instead of blaming the other person. This helps avoid more fights.

Finding a Solution

Finally, work together to find a solution. Think of different ways to solve the problem and choose the best one. It’s important to find a solution that is fair to everyone. This way, everyone feels happy at the end.

Practice Patience

250 words essay on resolving conflicts.

Conflicts or fights are a part of life. They happen when two or more people have different ideas or beliefs. It can occur at home, school, or even on the playground. It’s important to know how to solve these conflicts in a peaceful way.

Steps to Resolve Conflicts

The first step is to calm down. When we are angry, we often say things we don’t mean. So, take deep breaths and count to ten before you speak.

The second step is to understand the problem. What is the conflict about? Why is it happening? It’s important to know the answers to these questions.

The third step is to listen to each other. Each person should have a chance to speak without being interrupted. This helps everyone feel heard and respected.

Creating Solutions

Once everyone has had a chance to speak, it’s time to think of a solution. This should be something that works for everyone. It may take some time and patience, but it’s worth it in the end.

Learning from Conflicts

In conclusion, resolving conflicts is an important skill that everyone should learn. It helps us live in peace with others and makes our world a better place.

500 Words Essay on Resolving Conflicts

Understanding conflict.

Conflict is a part of life. It happens when people have different views or opinions about something. For instance, you might want to play football, but your friend wants to play basketball. That’s a conflict. It’s not bad or good; it just is. But, it’s important to know how to solve it.

Why is Conflict Resolution Important?

Now, let’s talk about how to solve conflicts. There are five steps to do this.

Step 1: Calm Down

First, you need to calm down. When we’re upset, we can’t think clearly. So, take deep breaths. If you need to, take a break and come back when you’re calm.

Step 2: Understand the Problem

Step 3: listen to each other.

This step is very important. You need to listen to each other. Hear what the other person has to say. Try to understand their point of view. This shows respect and helps you understand the problem better.

Step 4: Find a Solution

Now, it’s time to find a solution. Think about different ways to solve the problem. Maybe you can play football today and basketball tomorrow. Or, maybe you can play a game that you both like. The solution should be fair to both of you.

Step 5: Agree on the Solution

Finally, you need to agree on the solution. This means that both of you are happy with it. If one person isn’t happy, then it’s not a good solution. So, keep talking until you find a solution that works for both of you.

Practice Makes Perfect

Resolving conflicts isn’t easy. It takes practice. But, the more you do it, the better you’ll get at it. And remember, it’s okay to ask for help. If you’re having a hard time solving a conflict, talk to a trusted adult. They can give you advice and help you find a solution.

In conclusion, conflict is a part of life. But, knowing how to solve it can make life a lot easier. So, remember these steps the next time you have a conflict. They can help you keep your relationships healthy and make you feel good about yourself.

That’s it! I hope the essay helped you.

Apart from these, you can look at all the essays by clicking here .

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Essay On Conflict Resolution

Understanding the importance of conflict resolution in a team and learning to deal with conflicts is one of the first skills team leaders must master. In this article we review the work – related conflict situations – and examine a variety of strategies and methods for coping with interpersonal conflicts at the workplace, such as conflict management, team building and team communication. I will also explain the role of team members and their role in dealing with conflicts, as well as their roles and responsibilities. [Sources: 7]

The way in which people conduct conflict resolution can be divided into three main styles: conflict management, team building and team communication. These conflict and management styles tend to find solutions to various conflicts. The different styles differ in their approach to conflict resolution and can be suitable for different situations. There are five strategies that are used in conflict resolution, each with its own strengths and weaknesses and its place in the workplace. You can use these styles to resolve conflicts in a variety of situations, such as team meetings, meetings with colleagues, face-to-face meetings or private.

Conflict management involves resolving deep-rooted conflicts, such as conflicts of interest, conflicts of values and conflicts between people. The choice of conflict resolution strategy, in turn, is determined by the issues that people usually focus on, which in turn determine the decisions for conflict resolution strategies. [Sources: 11]

To resolve conflicts, you must look at the conflict from your opponent’s perspective and learn more about the perspective and motivation of the person or group. Identify the actions you have taken to manage conflicts and the types of leadership skills and theories you use to resolve conflicts. The aim of conflict management is to intervene in a way that makes conflict resolution more effective and less burdensome for both you and the other person. When is it better for you or others to resolve a conflict and to deal with other people? [Sources: 5, 11]

Organizational framework – structures have conditions that tend to differ and even differ. In the introduction to conflict resolution, they have different personalities, different perspectives and different approaches to conflict management. Introduction to organizational structures – up have a variety of conditions, some of which are prone to personality changes, diversity of opinion or even disagreement.

Specific channels could be created to suppress conflicts to make the conflict explicit and to establish specific methods for resolving it. Conflict participants and those who want to learn about conflicts in the event of a conflict should be aware that conflicts can arise when people interact with each other. The key to fostering the kind of conflict that hinders a team’s development – and its ability to resolve conflicts – lies first in understanding the team. [Sources: 13]

This starts with the understanding that conflict and conflict management are two different things and not one and the same. What is being said is being said and we see it in many different ways, not only in conflict resolution but also in conflict management. [Sources: 3, 8, 11]

The conflict process consists of four stages or levels of conflict, each of which shows the development of relations between the parties involved in the conflict. The final stage of the conflict process is to show results of conflict, which leads to the resolution of current conflicts, but does not help the parties to learn how to resolve their own conflicts more effectively in the future. Fortunately, however, the extensive literature shows how the principles of conflict management can produce positive results for people involved in social conflicts, but nothing helps both parties to learn more about conflict management and how to resolve their own conflicts more efficiently in order to better resolve conflicts for themselves and their families. [Sources: 1, 4]

The Conflict Resolution Essay is published in the Journal of Conflict Management, a journal of the American Psychological Association. An important paper, in my view, is the use of conflict style inventories that people use to improve communication about conflict resolution. The work – related situations involved in a review of this paper, and we have a Center for Conflict Resolution at the University of Illinois at Urbana – Champaign. [Sources: 7, 8]

This article provides a do-or-do solution that can help you resolve conflicts in a better way. My writing service offers an essay on conflict resolution, from which you can learn about possible ways to avoid conflicts and resolve conflicts.

Strategies for conflict resolution The first step in resolving a conflict is to recognize its existence and identify its underlying causes. A given conflict must be viewed from the point of view of the issues that led to its emergence, in order to resolve the conflict and ensure that conflicts do not arise again from the same rationale. [Sources: 0]

Mediation is the process of conflict resolution or mediation in which there may be two or more opinions or where some of the opinions are in conflict with each other and one of those opinions may have been the conflict of the other. Improving understanding is a goal of conflict transformation, as the parties differ in their interests and values and must be considered in a narrower sense (see the article on conflict transformations for in-depth discussion). Conflict resolution skills should be a fundamental part of the curriculum. The facts and arguments related to the conflict resolution essay are presented in the form of facts, arguments and examples, in addition to a brief summary of each. [Sources: 4, 7, 11]

[0]: https://www.a1-termpaper.com/topics/essay/brief-review-conflict-resolution/1555840

[1]: https://www.insidehighered.com/views/2016/04/14/quell-tensions-campuses-should-adopt-conflict-resolution-principles-essay

[3]: https://myessayservices.com/do-my-homework-for-me/managing-conflict-the-workplace-free-sample-research-paper

[4]: http://www.stmgaparish.org/uncategorized/26772117

[5]: https://ctb.ku.edu/en/table-of-contents/implement/provide-information-enhance-skills/conflict-resolution/main

[7]: https://wallkillriverschool.com/fq58ktufq

[8]: https://www.riverhouseepress.com/free-web-resources-on-conflict-resolution-conflict-style-inventories

[11]: https://www.beyondintractability.org/essay/meaning_resolution

[13]: https://tammylenski.com/blog/conflict-resolution-quotations/

[15]: https://nursinganswers.net/essays/conflict-resolution-communication-5453.php

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Mastering The Art Of Writing A Great Conflict Essay

Table of Contents

… But how to write a conflict essay?

This task can become a real stone of stumbling for many students, especially when they write admissions essays.

The practice shows that students tend to describe conflicts in the one-dimensional narrative, where one side of the conflict is depicted as a knight in shining armor and the other side is a complete villain.

Of course, it is the simplest way to manage conflicts (as anyone sees clearly, who is right), however, this approach highlight the inability to give an unbiased assessment of both sides of the conflict.

Here we will cover the essentials of writing such essays and how to avoid the most common mistakes in the conflict papers.

Studying the basics of the conflict essay

What is conflict, and what are its causes? Is it possible to avoid it, and how to solve it? Who are the participants, and is there a possibility for them to have a peaceful order? Here are the main points that should be covered in your text.

But what are you going to write about?

Different vocabularies give so many different definitions of this term that it is so easy to be bamboozled by all these meanings.

• A war of a fight.
• A mental struggle.
• An opposition of persons or forces.
• Anything that sets the character back from achieving a specific goal (in fiction).

That is why it is crucial to read and understand the task before you start writing.

Writing guideline for the essays about conflict

Your journey to the perfect paper should start with the proper investigation:

• What is the type of conflict you are writing about?
• What are its reasons?
• What are the consequences?
• How to solve it?

Taking into consideration all mentioned above, it becomes clear that the disagreement between two people does not limit the type of conflict. It also may cover a conflict between a man and society or nature, or even a fight against self.

And do not forget about the key players: the protagonist and antagonist of the conflict.

As soon as you have defined the central conflicts and leading players, it is time to gather facts that prove this point of view. Arm yourself with a pen and start searching for the evidence of conflict in the literary work, if your task is to cover the conflict depicted in a novel or a poem.

You may use many sources for data collection; however, make sure that they are reliable and relevant. And do not forget to jot down the information about the source for proper referencing; otherwise, using materials without appropriate arrangement will be considered plagiarism.

Carefully analyze gathered material and single out a precise thesis statement that will be the basis of the paper. Later it will become the last sentence of the introduction, but now it is the basis of the outline for your essay on conflict. The basic outline template for such paper will look like this:

• A hook sentence – an interesting fact, question, quote, or anecdote.
• Introduction part that makes readers aware of the conflict.
• Thesis statement.
• 3 body paragraphs , each with one issue of the conflict and several proofs.
• Address whether the conflict was resolved or not.
• You may also discuss the ways of avoiding or solving the conflict.
• The conclusion  should cover the main points of the paper with the rephrasing of a thesis.

Breaking down a personal conflict essay

Two types of conflict can be covered in the essay – personal and internal. Personal, on its turn, can be divided into a conflict between people, or a person and organization, or a person and a state (especially in the countries of the totalitarian regime).

Usually, students prefer to describe their own conflict experience, for example, with parents or peers. In this case, one has to define the purpose of writing as thereon hangs the tone of the text. For example, the aim is to show that there are no right or wrong, but two legitimate points of view.

Then the tone of the paper will be empathic as the writer has the insight into the opposite point of view and there are two sides of every story.

What about an internal conflict essay?

Such essays deal with the psychological conflicts inside one person. Thus, they discuss what happens when we have to do something that is against ethical standards or values, or the clash of logical and emotional response to something.

Here much prominence should be given to the ways of overcoming this conflict and as a result, becoming a better person.

And in both cases, it is necessary to follow these guidelines to improve the quality of the text:

• Pay attention to the task requirements: do not exceed the word limit , arrange the quotes according to the chosen referencing style, format the paper properly.
• Make sure that the paper is plagiarism-free .
• Edit and proofread the text.

Take advantage of a well-written conflict essay example

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448 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
• Ugli Orange Case and Filley’s Conflict Management Theory
• Conflict in “A Very Old Man With Enormous Wings” by Márquez
• Media and Functionalism, Conflict, and Interactionism
• Homosexuality as a Problem in the Conflict Theory
• Conflict Management in the Army
• Conflict Theory: Background, Critical Aspects, and Personal Views
• 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.
• 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).
• Hamlet’s Internal Conflict in Shakespeare’s Play Hamlet’s indecision presents the central pillar of the internal conflict. The distinction between illusion and reality presents another internal conflict within Hamlet.
• 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.
• 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.
• Main Conflicts in “The Catcher in the Rye” by J.D. Salinger The Catcher in the Rye was a novel written by J.D. Slinger. The novel’s protagonist is a young man struggling with various issues in his adolescence.
• 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.
• 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.
• 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.
• Civility and Conflict Management in the Workplace This paper examines the importance of civility in an office, issues arising from workplace disagreements, and strategies used to manage and resolve such conflicts.
• 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 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 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.
• 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.
• 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.
• 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.
• 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.
• Conflict and Functionalism Theories Functionalism theory developed from the work of Durkheim, who evaluated how part of society unite to form a whole society.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• Conflict Management in Business There are various reasons why conflicts occur in organizations. Moreover, conflicts take place on different levels based on the core of the problem that needs to be addressed.
• 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.
• 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.
• 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.
• 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.
• 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.
• Managing Conflict Discussion: Personal Experience Conflicts happen all the time between friends, members of the family, colleagues, or even strangers.
• 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.
• Conflict Between Employee, Customer, and Manager The situation described in this paper exemplifies the conflict between the employee, the customer and the superior manager.
• 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.
• 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.
• Conflict Resolution and Its Key Approaches There are many different approaches to resolving conflict, including accommodating, avoiding, collaborating, competing, and compromising.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• Values and Conflicts in The Oresteia by Aeschylus The play Orestes revolves around the concept of justice: justice as revenge thus putting personal responsibility of revenge on the insulted.
• 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.
• 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 and Development in Emerging States The debate around possible advantages of conflicts has not been taken into account. There is no evidence proving that conflicts positively influence developing countries.
• 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.
• Riverbend City Case: Conflict Management The given case presents an intercultural conflict between Felicity Pearson from the Riverbend City Civil Liberties Union and Police Chaplain Lee Khang.
• 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.
• 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.
• Alice Walker’s ‘Everyday Use’ – Cultural Conflict and Family Bonds This paper aims to closely analyze “Everyday Use” by Alice Walker regarding the historical concept, themes, and significant literal attributes in the book.
• Zionism Issues in Israel and Palestine Conflict Zionism is a nationalist movement advocating for regaining the residence of the Jewish state within the territories of Palestine, Canaan, and the Holy Land of Jewish.
• Analysis of Age of Conflict in Viceroyalty of New Spain This paper aims to provide an analysis of the age of conflict in the Viceroyalty of New Spain using Mexico and the Spanish Conquest.
• 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?
• 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.
• Conflict Styles and Ways to Resolve It To successfully resolve the conflict in most cases, it is necessary that both sides, or at least one, show a desire to resolve the conflict.
• 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.
• Conflict Resolution at the Workplace Mutual conversation among employees is one of the critical factors which result in good relationships among the workers.
• 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.
• 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.
• 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.
• Communication and Conflict Resolution Ways A destructive conflict is that which is fanned by various destructive attitudinal elements, creating an escalation in disagreement and offering no platforms to solving the issue.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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 A Rose for Emily Essay Example The short story A Rose for Emily takes on a sinister path because of the happenings seen throughout the plot up to the end.
• Interpersonal Conflict: Marvel Cinematic Universe The conflict between Tony Stark and Steve Rogers in the Marvel Cinematic Universe is a classic example of interpersonal 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.
• Managing Conflict: Understanding Interpersonal Communication Conflicts are something that all people encounter in their life, that is why understanding different ways of handling them is important to ensure conflict resolution.
• 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.
• 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.
• 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 in The Metamorphosis Essay Example In the novel “The Metamorphosis”, Kafka describes his own life through the life of Gregor. The author faced seclusion and separation from his workplace and family.
• Communication Issues and Conflict Resolution Communication has assisted in the growth of trust and the generation of solutions with your stakeholders and corrective action.
• Criminological Conflict Theory by Sykes Sykes identified three important elements, which he used to elucidate the criminological conflict theory. Sykes highlighted the existence of profound skepticism towards any theory.
• Conflict Management Styles This article describes a specific conflict that occurred in the shoe store queue and describes ways to resolve the conflict.
• Conflict Theory: Definition and Main Concepts Conflict theory is a concept used in a wide range of disciplines, such as sociology, psychology, criminology, communication, education, among many others.
• 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.
• 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.
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• Impacts of the China-Taiwan Conflict on the US Economy Assuming that the simmering tensions between Taiwan and Beijing escalate to war, the economic challenges would be catastrophic to the US.
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• 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.
• 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.
• 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.
• Alternative Business Conflict Resolution in the Board of Directors This paper examines the phenomenon of conflict within the board of directors as a corporate problem in light of the search for alternative dispute resolution.
• 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 Veil Conflict: Wearing Religious Symbols in Schools This paper delves into the controversy sparked by French President Jacques Chirac’s ban on wearing religious symbols in schools in March 2004.
• The Day of Revenge, BRAVO, and ALPHA Conflict The escalating tensions between Day of Revenge, BRAVO, and ALPHA have contributed to the creation of a dangerous global conflict.
• Centurion Media: The Conflict of Interest While there may be a conflict of interest with respect to certain employee, it may also be aimed at bringing radical change to Centurion Media.
• Organizational Conflicts: The Key Aspects This study will identify the underlying humanistic facets that contribute to interpersonal and intrapersonal conflicts in an organization.
• Implications of the U. S. Endorsement of Jerusalem on the Israeli-Palestinian Conflict This paper provides an overview of the Israeli-Palestinian conflict, exploring its historical background, key events, and the challenges faced in achieving a peaceful resolution.
• The United States in the Russia-Ukraine Conflict Since the war between Russia and Ukraine started, it has affected the lives of citizens and government officials around the globe.
• The True Story of Che Guevara: Conflict & Terrorism The name of Ernesto “Che” Guevara is among the most well-known names in the world. The Argentinian freedom fighter played a crucial role in the Cuban revolution.
• Family Counselling and Therapy for High-Conflict Couples
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• Workplace Disputes: Conflicts Between the Employee and the Employer
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• The American Civil War and North-South Conflict
• Conflict of Interest in Speech Therapy
• A Managerial Conflict in the Workplace
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• Theories of Conflict Resolution
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• Desdemona and Lago’s Conflict in “Othello” by Shakespeare
• The Conflict Resolution Process
• FlipHarp Company’s Conflict Resolution
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• Workplace Conflict in the Medical Sphere
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• Conflict With Juvenile Offenders
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• Conflict Management as an Essential Skill
• Ways of Managing Conflict
• Communication, Decision Making and Conflict Management
• Sports and Organizational Conflict: Articles Analysis
• Change and Conflict Management in Nursing
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• The Conflict between Russia and Chechnya
• Conflict Resolution: Conflict Prevention Methods
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• The Conflict Theory: Crucial Aspects
• The Emergence of Professional Disputes and Conflicts
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• Conflict of Interests of the Patient and the Doctors
• Conflict Management Issues
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• Difficult Interactions and Conflict Resolution
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• Nurse Manager’s Role in Conflict Resolution
• The Land Conflict Between White Settlers and Native Americans
• History of Settlers-Natives Conflict in Canada
• Labor Conflicts From 1877 to 1894
• Leadership for Conflict Management in Nursing
• Resolving Conflict & Dealing with Difficult People
• Negotiation’s Strategy: Conflict Between Basran and Carpathia
• “The Lottery” and “The Destructors”: Conflict, Characterization and Irony
• Conflict Style Assessment and Analysis
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• 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
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• China-Philippines Conflict: Differences in News Broadcast
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• 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
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• Conflict in Former Yugoslavia
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• Tourism and Socio-Cultural Conflicts in Lhasa, Tibet
• 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
• Workplace Conflict Management Strategies and Examples
• The Golden Arches Theory of Conflict Prevention
• The Understanding of the Conflict Nature and Resolution in the Nursing Area
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• Remote Sensing. Satellite Imagery of Conflict in Aleppo
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• Resolving Conflict in the Healthcare Setting
• The Conflict Resolution and Moral Distress in Nursing
• Conflict Handling in the Healthcare Environment
• Workplace Interpersonal Conflicts Among the Healthcare Workers
• 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
• Teamwork and Conflict Management in Nursing
• Group Decision-Making and Conflict Management
• Power & Conflict in Individual & Group Behavior
• Conflict Resolution: The Nursing Context
• Effective Conflict Resolution Strategies & Theories
• Power & Conflict in Individual and Group Behavior
• United States-Iran Relations and Future Conflict
• 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: Ethnic Civil Wars
• 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 and Negotiation in the Workplace
• Conflict Management Strategies
• The Pattern of a Conflict: Tracing Your Own Life
• Resolving Workplace Conflict: Challenges and Strategies
• Asian International Politics and Military Conflicts
• Afghanistan’s Location as a Cause of Conflicts
• Social Construct of Ethnicity and Ethnic Conflict
• 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
• Territorial Conflicts in Animals and Humans
• Conflicts and Resolution at Engineering Companies
• Conflict and Social Technologies in the Workplace
• What Factors Led to the Indian Pakistan Conflict?
• Conflict Management Plan in Health Care
• Kendall Regional Medical Center: Conflict Management
• Nursing Leadership: Isaac and Holiday Conflict
• Conflict Resolution: Compromise and Collaboration
• Ethics and the Affordable Care Act’s Conflicts
• Kendall Regional Medical Center’s Change and Conflicts
• Affordable Care Act and Related Ethical Conflicts
• Nursing Leadership and Conflict Resolution
• Conflict Between Medical Professionals
• Male and Female Escalated Conflict
• University of Miami Hospital’s Nursing Conflicts
• Conflict Resolution in Healthcare Establishments
• Conflicts, Compromises, and Communication
• Conflict Resolution Decision in Healthcare Institutions
• Israeli-Palestine Conflict and Global Community
• Problem of Conflict Situations
• Sexism and Gender: Culture and Conflict Reflection
• Conflict Resolution by the African Union
• Conflict Resolution in Professional Nurse Activity
• Google Inc.’s Male and Female Employees’ Conflicts
• Conflict in Healthcare: Managing Stress and Change in Hospitals
• 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
• Conflict in Nurse Work and Its Resolution
• Nurses Role in Conflicts
• Hospital Setting Miami: Conflict Resolution
• Conflict Resolution Strategies and Organizational Behavior
• Communication and Cultural Conflicts
• 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
• Rwanda Conflict and Its Resolving Options
• Time and Conflict Management in Nursing
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• Nursing Conflict and Cooperation
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• How Mexico Drug Cartels Are Supporting Conflicts?
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• The Role of Conflict Management Plan
• Conflict Resolution in the Miami Hospital
• Nursing Conflict Resolution Strategies
• Conflict Resolutions in Northern Ireland and Cyprus
• Conflict Resolution Strategies in Nursing Settings
• Four Intercultural Conflict Styles
• 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
• “Disgrace” by John Maxwell Coetzee: Conflict Resolution
• Governmental Social Movement: Class Conflicts
• Syria’s Conflict: Putin’s vs. Obama’s Position
• International Relations: Korean Conflict and US Economy
• Class Conflict and Lenin’s Social Movement Theory Analysis
• Organization Conflicts and Bullying
• Conflict Management and Leadership Skills
• 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?
• What Are the Major Conflicts Between Virtues and Utilitarianism?
• How Can Team Conflict Be Reduced?
• Does Social Media Influence Conflict?
• How Does Conflict Manifest Itself in “Romeo and Juliet”?
• Does Violent Conflict Make Chronic Poverty More Likely?
• How Do Cultural Differences Influence Conflict Within an Organization?
• What Were Some Conflicts Involved in the Iranian Revolution?
• How Does Maslow’s Theory of Human Needs Explain Conflict in Human Society?
• Why Are Intra State Conflicts So Difficult?
• How Does Shakespeare Use Conflict in “Hamlet” as a Way of Exploring Ideas?
• What Problems Are Caused by Conflict?

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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.

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Conflict Essay Topics | Complete Guide to Understanding Conflict And Conflict Resolution

November 6, 2021 by Prasanna

Conflict Essay Topics: Conflict is a natural part of life and is almost unavoidable in any relationship. No matter what we do, it is inevitable that at some point in time, we will have a conflict with someone. However, it is important to remember that regardless of the situation, it is always possible to resolve a conflict in some constructive or meaningful way. In this essay, we shall explore the meaning of conflict, its causes, types, implications and more.

You can also find more  Essay Writing articles on events, persons, sports, technology and many more.

How Do You Define a Conflict?

Conflict can be defined as a disagreement with somebody about something. It can also be defined as a disagreement in thought, opinion, belief, action, inaction or even an emotion. There are also many variations of conflict that we encounter in our day to day lives such as physical conflict, emotional conflict, and intellectual conflict.

What are the Various Types of Conflict?

There are four major types of conflict, and they are as follows:

Intrapersonal Conflict: Intrapersonal conflict is a struggle within oneself. Most people face some kind of internal conflict. This conflict is about who we are and what we want to be. Some examples of internal conflict include: not knowing if you want to be a business person or a stay at home parent, deciding whether or not to go to college, and deciding whether you should pursue someone that you might have feelings for. Moreover, people with social anxiety or depression might be more prone to intrapersonal conflict because they feel like they cannot trust their own feelings and thoughts and this can lead to mental distress.

Interpersonal Conflict: Interpersonal conflict is a state of disagreement between two or more people. It can be either constructive or destructive, and it can be either short-term or long-term. There are many reasons why people may experience interpersonal conflict with others. Some of these include differing opinions, not being able to find common ground, misunderstanding the other person’s perspective, feeling threatened by the other person, and feeling powerless to influence the situation or being unfairly treated.

Intragroup Conflict: Intragroup conflict is a type of interpersonal conflict that occurs within a group. Intragroup conflicts often involve disagreements, tension, and power struggles between group members. The dynamics of intragroup conflict are rooted in the idea that people are intrinsically selfish. The natural tendency for people to act in their own self-interests can lead to conflict within groups. If one individual’s self-interests clash with another person’s self-interests, there is the risk of conflict.

Intergroup Conflict: Intergroup conflict is a type of collective disagreement that is motivated by clashes between two or more groups. In a global context, intergroup conflicts can take other forms, such as violent riots and wars between nations. Intergroup conflict is a serious problem in many parts of the world, which often leads to death and destruction.

What are the 8 Common Causes of Conflict?

It is difficult to predict what will cause conflict. It can be anything from a misunderstanding to a breach of trust. Conflict can even arise out of nothing, but there are some common causes of conflict. These include:

Unclear expectations : It is not uncommon for people to feel frustrated when they are unclear about expectations. This can lead to conflicts because it becomes less clear who is responsible for doing what. However, if expectations are clearly stated, you can avoid many of these conflicts and create a more productive environment.

Lack of communication: In a business setting, lack of communication can lead to misunderstandings between employees. For example, an employee might be unhappy with their role in the company or confused about their job description when the boss never directly mentions it. Furthermore, when employees are unclear about what they are being asked to do, they are bound to make mistakes.

Lack of trust: There are many ways to construct norms of trust in communities. One way is to draw on existing ties or social mechanisms. Another way is to engage in social transactions with strangers. Conflict arises when there are different normative approaches to establishing trust—one based on similarity and the other based on distance.

The loss of power : Many relationships can fall apart when the power balance shifts. When one person loses their job, for example, it can cause resentment and frustration to grow. They may feel that they’re not pulling their weight in the relationship and be resentful towards the other person who is still working. This can lead to a dramatic shift in both dynamics and communication patterns which could eventually lead to conflict.

Lack of respect for one another can cause conflict: One of the main reasons for conflict is a lack of respect. This can happen when one person feels they are not given the respect they deserve by another person. This often leads to anger, resentment, and even violence.

Conflicting interests: Conflicts of interest are common. These conflicts arise when the goals of the individual, group, or company are not aligned with other parties involved.

Personal differences: There are many potential causes of conflict in relationships. One factor that often gets overlooked is the personal differences between people. Understandably, people have different backgrounds, levels of education, interests, and life experiences which can lead to conflict.

Disagreements over values: Values are a major part of our identity. We have them because they help us decide what we want to do and who we want to be. They can be very personal and individualistic, but they can also help us connect with people. Regardless, disagreements over values can cause conflict when it comes to fulfilling certain roles in a society or family unit.

How Do People React to Conflicts?

People usually react to conflicts in one of the following ways:

Trying to calm the situation: When faced with a conflict, the person may try to stop the conflict by trying to calm the situation. The person may also attempt to diffuse the tension by changing the subject of conversation or attempting humour.

Withdrawing from the conflict: People may attempt to avoid a conflict by withdrawing from it. This can help to prevent the escalation of the conflict, which might cause greater harm.

Trying to compromise: Finding a compromise is a useful technique to solve a conflict. Compromising means giving up a little of something so that all involved parties can achieve what they want. We can also say that it means that the interests of both parties are met as much as possible, but may still have some space for disagreement or resistance.

Trying to win the conflict: This is usually the initial agenda for all parties involved in a conflict.

Regardless, conflicts are inevitable, but they can always be managed if they are dealt with in a constructive way.

What are the 6 Difficulties in Resolving a Conflict?

Following are some difficulties that one may face when resolving a conflict:

• Unwilling to Take Responsibility – No one wants to admit they made a mistake as people are unwilling to take responsibility. This stems from the belief that admitting fault will tarnish their reputation. It can also stem from the fear of being ridiculed for taking responsibility for something that wasn’t their fault.
• Resentment – Resentment can affect the way we approach a conflict. Resentment is often a product of feeling unheard, which can make it difficult to listen and compromise with another person.
• Lack of Patience: One’s action or reaction in the heat of the moment can have unintended consequences. This can prevent involved parties from finding a solution that meets their needs.
• Low Self-Esteem : This can cause a conflict to remain unresolved. It can be caused by many factors, including abuse, bullying or harassment. Moreover, low self-esteem can often lead to more serious conditions such as depression and anxiety.
• Disrespect : Disrespect can lead to an escalation in conflicts. This is because it may make people feel like they are not being respected and this can lead to aggression and violence.
• Unwilling to Accept Weakness: There are many reasons people may be unwilling to accept weakness. Some people cannot accept their weaknesses because they believe it will make them feel like a failure. They may also not want to admit that they need help, or that what they’re struggling with is more than what they can handle on their own. Regardless, this can hamper the process of conflict resolution.

Conclusion on Conflict Essay Topics

Conflict is a part of life and it’s something that you’re almost guaranteed to experience in any type of relationship. Whether it be a romantic relationship, family relationship, or just relationships with your friends, conflicts will inevitably arise. Regardless of the type, it is always possible to find a resolution.

FAQs on Conflict Essay

Question 1. What is a conflict?

Answer: Conflict is a disagreement with somebody about something.

Question 2. What is Intrapersonal conflict?

Answer: This type of conflict comes from within yourself, – where you are arguing with your conscience, wondering if you made the right decision.

Question 3. What is Interpersonal conflict?

Answer: This type of conflict arises when you are arguing with someone else, for example if you disagree on what movie to watch or what food to eat with your friend.

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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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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.

Home — Essay Samples — War — Israeli Palestinian Conflict — Israel-Palestine Conflict: Historical Context, Causes, and Resolution

Israel-palestine Conflict: Historical Context, Causes, and Resolution

• Categories: Israeli Palestinian Conflict

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Published: Jan 31, 2024

Words: 612 | Page: 1 | 4 min read

Table of contents

Historical context, causes of the conflict, major parties involved, international involvement, consequences and impacts, attempts at resolution, current situation and future prospects.

• United Nations. "Israel-Palestine Conflict: An Overview." https://www.un.org/en/sections/issues-depth/israel-palestine-conflict/
• BBC News. "Israel and Palestinians: The Conflict Explained." https://www.bbc.com/news/world-middle-east-43789452
• Council on Foreign Relations. "The Israeli-Palestinian Conflict." https://www.cfr.org/global-conflict-tracker/conflict/israeli-palestinian-conflict

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Conflict Resolution, Essay Example

Pages: 3

Words: 774

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Conflict resolution in any work place is a challenge to employees and employers. There are many causes of conflicts that include poor communication which leads to misunderstandings and differing personalities.

According to the Make Talk Work Bookmarks, there are a number of ways that conflicts can be managed and avoided in any work place. For example, in the first concept ‘To Keep an Open Mind’, one is required to listen to other people without interrupting them, to consider their ideas and ask questions in order to understand them better. The ‘try brainstorming’ concepts talks of individuals in an organization listing all ideas in any exercise they are engaged in, avoiding criticizing other people in the same entity, considering all sides(pros and cons) and formulating solutions that can solve the problem at hand. Finally individuals are required to accept personal differences, to acknowledge the feelings of their workmates and to put themselves in the same state as their workmates under the ‘try to understand others’ concept.

As a conflict resolution consultant, I will have to use the concepts presented in the bookmarks to teach the employees conflict management skills. The main objective of the workshop is to create an understanding of each other in order to avoid conflicts in the work place. The objective includes listening to each other’s ideas, eliminating criticism and accepting individual differences. In order to foster these skills, the above mentioned bookmarks will be used in a group within the work environment.

The trainees will have to work in groups that will help them understand each other’s weaknesses. The groups will also help them appreciate the different abilities and individual differences that exist in a work environment. Assignments will be handed out on a weekly basis which requires employees to work in groups and present their findings on the last day of the week. The exercise will run for three weeks. Every week poses a new challenge for employees to tackle. They will be required to research together and come up with a final draft or model of their findings. The findings have to be presented at the end of the week and every member of the group must participate in the presentation. By the end of the three weeks, the employees could have learnt to tolerate each other which reduces criticism that is a source of conflict among them. They would also have learnt to accept the different personalities and abilities that exist in any workplace. They would have understood each other well, which goes along way into improving the way they communicate to each other and will eventually have a positive impact on the productivity levels of the organization.

In order for the employees to fulfill the objectives of the exercise and to learn the intended conflict resolution skills, as the training manager I will have to put them through a number of self driven conflict resolution practices. They will practice on their own the skills imparted through the training exercise. For example, I will have them work on more challenging exercises without my supervision. In order to complete the self driven assignments and to find out whether they met the objectives of the workshop, they will have to work with other people they have not met before within the same work environment. At this stage, as the training manager, I will only observe to see if the employees understood the concepts of the workshop and if they would be able to follow and apply them without any supervision. If they manage to work harmoniously with the new colleagues and manage to accomplish the set tasks within the given time without any misunderstandings or delays related to conflicts, then it will be concluded that the workshop was a success. If they have conflicts and are unable to resolve them and as a result lead to delays in completing the set task, then it will be concluded that the workshop was not a success. They must be able to avoid conflicts, or to resolve any conflict that arises in their midst and still be able to work harmoniously to deliver as required by their employer.

Make Talk Work. Try Brainstorming.

Make Talk Work. Try To Understand Others.

Make Talk Work. To Keep an Open Mind

Masters, M. F., & Albright, R. R. (2002).  The complete guide to conflict resolution in the workplace. New York: AMACOM.

“Emotional Intelligence and Conflict Resolution: Implications for Human Resource Development .”  Advances in Developing Human Resources  . N.p., n.d. Web. 7 Mar. 2013. <http://adh.sagepub.com/content/4/1/62.

“Conflict Resolution in the Culturally Diverse Workplace: Some Data from Hong Kong Employees – Chan – 2003 – Applied Psychology – Wiley Online Library.”  Wiley Online Library . N.p., n.d. Web. 7 Mar. 2013. <http://onlinelibrary.wiley.com/doi/10.1111/1464-0597.00143/full>.

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How to Resolve Conflict in Workplace Essay

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Introduction

Theoretical background, causes of conflicts in the workplace, impacts of workplace conflict, handling conflicts in the workplace, nature and solutions of workplace conflicts, recommendations, reference list.

The inevitability of conflicts within an organization suggests that organizational leaders need to embrace them rather than avoid them. Thus, although there are many ways of dealing with conflicts at workplaces, such as collaboration, compromise, competing, avoidance, and accommodation, any strategy that emphasizes leaving conflicts unaddressed is inappropriate.

Conflicts often produce a negative implication on the performance of an organization (Bagshaw, 2004). Since the principal goal of organizational leadership is to look for mechanisms of resolving challenges, which may hinder the performance of an organization so that it delivers value to its owners (shareholders), conflict avoidance constitutes a risky approach to conflict management.

Organizations comprise people from different cultural, professional, racial, age, and other demographic backgrounds. Where people are segregated along these diversity differences, cultural conflicts arise. This suggests that managers and leaders within organizations encounter immense challenges in seeking effective strategies for recruitment, training, developing, and retaining the most talented personnel in an organization characterized by immense workforce diversities.

These challenges become even more pronounced as many organizations endeavor to engage in global businesses as a measure of increasing their competitive advantage. The more diverse the workforce is, the higher the risks of workplace conflicts associated with diversity differences. However, organizations gain from higher workforce innovation and creativity potential upon adopting effective strategies for handling this diversity.

Defining Workplace Conflicts

In a healthy organization, conflicts are predictable. Workplaces bring people from different cultural backgrounds. Such people have different opinions and views towards various issues encountered in an organization’s daily activities. Such different opinions and views create points of parity and disparity. The disparities lead to conflicts. Bacal (1998, p. 8) defines workplace conflict as “issues that generate frequent expressions of emotions, frustration, and anger.”

This suggests that whenever two or more people work together, they disagree on strategies for accomplishing some desired outcomes. Such disagreements can be either constructive or destructive in an organization. In fact, Bacal (1998) refers to destructive conflicts as ugly clashes, while constructive disagreements are good organizational conflicts. While it is impossible to eliminate workplace conflicts, destructive conflicts are highly undesirable. They should be kept at minimal levels.

Organizations, individuals, and even work teams require constructive conflict for them to grow. Engaging in opposing discussions, especially on mechanisms of accomplishing certain outcomes, creates opportunities for “thinking and doing things that can be useful to everyone” (Bacal, 1998, p.8).

In this sense, the outcomes of decisions made following engagements in constructive conflicts are in favor and accommodative of all key stakeholders’ interests within an organization. Destructive conflicts make people in an organization uncomfortable.

In some situations, escalated conflicts have the implication of compelling people to quit (Bagshaw, 2004). Organizations that experience destructive conflicts also encounter challenges of “…lower morale, lower productivity, higher turnover, and more employee burnout” (Bacal, 1998, p.8). This suggests that organizational leaders and managers should focus on eliminating destructive conflicts while encouraging constructive conflicts in an effort to build higher-performing organizations.

Workplace conflicts are broadly subdivided into caustic and productive conflicts. Destructive conflicts often involve personality clashes. This occurs when people fail to get along with one another. This type of conflict in the workplace is often fuelled by emotion and perceptions about somebody else’s motives and character. For example, a team leader jumps on someone for being late because they view the team member as lazy and disrespectful.

The team member sees the team leader as out to ‘get’ them because they are not one of the ‘favored children.’ The second type occurs when people view decisions and ideas articulated to a given job or task differently. Conflicting ideas become productive in the event that parties in conflicts have the willingness to engage in brainstorming sessions (Bacal, 1998). In such situations, compromised ideas are, at times, better in enhancing the success of an organization compared to an original idea.

As a cause of workplace conflicts, as hinted above, personality clashes initiate disputes regarding certain business practices, which then skyrocket into mutual loathing (Collinsin & Rourke, 2005). In some cases, two people may not like each other right from the beginning due to diversity differences and other personality differences.

This claim implies that workplace diversity may be a big contributor to conflicts within an organization. Personality clashes also contribute to workplace disputes, which may escalate to become conflicts since people possess different beliefs, values, and approaches to handling problems. When people fail or have difficulties in appreciating and embracing other people’s work methods, clashes emerge.

Some conflicts within an organization can emerge due to a lack of trust in the HR to handle differences between two disagreeing employees. The situation makes the parties engaged in conflict expand their differences when permitted to take matters into their hands. Therefore, HRM deserves to evaluate the circumstances that may cause disregard the consideration of the roles of HRM in conflict resolution by employees.

Gramberg (2005, p. 94) supports this position by further claiming, “interpersonal skills are important to managers with regard to building workplace trust and cooperation from staff members who are collectively accountable for furthering business goals.” In fact, one of the roles of management in an organization is to ensure a peaceful environment characterized by workforce collaboration in the effort to meet an organization’s goals, mission, and aims.

Failure of employee collaboration may give rise to workplace conflicts. Other causes of conflicts within workplaces include poor or inadequate communication, which gives rise to misunderstandings, and limited organizational resources, which lead to competition and conflicting needs. Poor performance in tasks that are allocated to employees may also lead to conflicts when some tasks with higher effort input demands or when poorly completed tasks are reallocated to other employees.

Globalized organizations embrace diversity in their workforce. This strategic initiative is impaired by the belief that employing people from diverse backgrounds gives an organization a competitive advantage. For instance, an organization develops the capacity to tap and benefit from a wide range of talents and knowledge bases (Johnson & Keddy, 2010). This means that an organization is able to innovate and create a wide range of products, which translates into increased profitability while traded in the global markets.

Focusing on diversity as a strategic initiative for an organization delivers gains in terms of enhanced growth through an increment of product range due to innovation that is brought by people possessing different capabilities working together. However, it is crucial to note that diversity also brings together people from different cultural backgrounds (Gramberg, 2005).

The above assertion implies that diversity has the impact of creating cultural conflicts in workplaces. Institute of Leadership and Management (2007) confirms how the HRM is important in resolving such conflicts since it helps to create a common organizational culture by helping employees understand that different people have different abilities and beliefs and that these differences should not be permitted to influence the way people relate with one another.

Alternatively, diversity differences need to avoid personality clashes within workplaces. The HR, being charged with ensuring that employees work in harmony without conflicting situations that lead to personality clashes, should deploy diversity to enhance success by treating any conflict arising from cultural differences and frictions as an act of indiscipline and negligence to comply with an established organizational culture.

While this role may be well established in the outline of the mandates of the HRM in an organization, communication may hinder the success of the initiatives deployed by HR to curb personality conflicts.

Studies by Bacal (1998) and Lee (2008) identify communication as a major cause of workplace conflicts. Leaders for dynamic organizations appreciate the importance of effective communication, particularly while working in an environment of consistent change.

Communication has the ability to deliver tangible products as opposed to being a soft component of leadership roles. Improving the satisfaction of consumers, enhancing the quality of service delivery and product quality, and enhancing retention together with the satisfaction of employees depend on effective communication (Lee, 2008). These aspects also constitute the ingredients of workplace conflicts.

In an organization that employs people from diverse backgrounds, communication is the tool deployed to harness individual differences of employees to align them to a common organizational culture guided by the aims, missions, goals, and objectives of the organization (Johnson & Keddy 2010). This suggests that communication is also important in the effective resolution of employee conflicts. Conflicts influence employee productivity. Hence, the performance of an organization is also affected negatively.

Poor communication often results in resistance to change, especially where the persons working in an organization consider the changes being implemented as threats to their jobs and personal excellence.

For instance, while personnel at the headquarters of an organization may be fighting for standardization of products produced by an organization to ease supply chain and logistics challenges, workers at departmental levels of various products may be opposed to such an endeavor. This disparity creates destructive workplace conflicts between an organization and employees at different hierarchical levels.

Inadequate communication at the intra-organizational levels may result in different perceptions of ideas and strategies that will enhance organizational success in the market (Bacal, 1998). This claim implies that conflicts in ideology minimize the opportunities for channeling organizational energy to the implementation of ideas and strategies that will enhance the increment of productivity of an organization.

Communicating both adequately and effectively is crucial for the elimination of workplace conflicts. Institute of Leadership and Management (2007) confirms that the availability of adequate and unambiguous information helps employees to collectively support effectively while doing what is within their capacity to ensure that an organization succeeds in the direction set by leaders and managers.

In this sense, the goal of an effective communication program within an organization is to foster a change in employees’ behaviors and perceptions toward other employees, which may trigger personality clashes.

Effecting the desired change in an organization through communication takes different forms. It may involve the harmonization of people’s attitudes or alteration of work processes in an effort to support the organization’s success by eliminating the clash of ideas in the manner of executing various job elements, which may be destructive.

Effective communication entails communicating strategies for success through translating the essential business objectives and goals into terms that employees can understand easily (Johnson & Keddy, 2010).

In response to such communication, employees become engaged and aligned in readiness to work collectively toward driving organizational success. In fact, when communication fails, misunderstanding arises, resulting in the failure of employees to execute tasks as desired by managers and leaders. This translates into workplace conflicts between managers, supervisors, and leaders with employees.

The human resource arm of an organization has an immense responsibility to ensure that top talent within an organization is retained. HRM is the core competency of an organization whose objective is to handle issues related to employees.

Such issues include enhancing motivation, enhancing job satisfaction, laying remuneration structures, giving advice on promotions, and aiding an organization to acquire top talent through selection and recruitment. Addressing issues that result in poor performance of employees, such as poor job satisfaction, calls for the HRM to establish correlations for the challenges. Lee (2008) identifies ugly workplace conflicts as one of the correlates of poor job satisfaction.

As a core competency for an organization, HRM engages in tasks such as training and development and managing conflicts within organizations through conflict resolution. Conflicts that HRM enhances their management are between an organization and employees or between employees and other employees. These conflicts produce both positive and negative impacts on an organization.

Conflicts may have the impact of creating opportunities for organizational growth. Bacal (1998) supports this impact by adding that a good organizational conflict entails providing the means for learning and setting mechanisms for fostering employee cooperation.

Collins and Rourke (2005) maintain that conflicts may create an opportunity for employees to learn strategies for effectively handling similar conflicts in the future.

While workplace conflicts may emanate from poor communication, conflicts can provide a means through which people become aware and/or understand the various issues that may translate into future conflicts.

Through this understanding, people are able to develop honesty and transparent organizational communication channels (Lee, 2008). Different ideas and angles of view on a given issue that may be influencing an organization have the impact of creating well-brainstormed ideas, which aid an organization in achieving better performance levels.

Organizational performance is a function of many variables. Some of these variables are workforce morale, employee turnover rates, productivity, and employee burnout. Bacal (1998) confirms that these variables correlate directly with workplace conflicts.

As revealed before, one of the common causes of workplace conflicts is workforce diversity, especially in terms of professional capabilities and cultural differences. This assertion implies that effective management of workforce diversity can improve workforce productivity, enhance workforce engagement, and foster the reduction of staff absenteeism and workforce turnover.

HRM plays a central role in handling all issues negatively influencing employees’ productivity in the workplace. In case of ugly conflicts, diversity implies leading to conflicts, which impair employees’ productivity by lowering their work morale. However, an organization will benefit if good organizational conflicts arise from diversity differences.

Google provides an important benchmark on how positive conflicts of workforce diversity can enhance the performance of an organization. Google Company gains from the varied viewpoints of its diverse workforce in effect that such a workforce provides increased problem-solving capacities and enhanced creativity levels.

In this context, it is inferable that proper management of good organizational conflicts involving exchange and disagreement on various ideas akin to diversity differences in talent and creativity levels has positive impacts. For instance, the creativity and innovativeness of a diverse workforce have made Google gain via establishing a central position in the competitive market.

The goal of managing workforce conflicts is to ensure that conflicts do not negatively impact organizations’ success. Labor turnover constitutes one of the negative impacts of workplace conflicts. In many organizations, labor turnover is deployed as a measure of performance. It measures the decisions of the worker to remain committed to the work of an organization (Bacal, 1998). Employee turnover is divided into two main types: voluntary and involuntary turnover.

Voluntary turnover occurs when employees decide to quit employment out of their own will to engage in other activities, such as self-employment, but not because the job was dissatisfying. In the case of involuntary turnover, people are compelled by circumstances to quit their employment. Such circumstances include poor pay, perception of exploitation, conflicts with other employees, and work-personal life conflicts, among other reasons.

Labor turnover is controllable or unavoidable in some situations. For instance, where workplace conflicts cause labor turnover, proper management of such conflicts can control and avoid them. Where this does not happen, the impacts of labor turnover due to destructive workplace conflicts have serious consequences on the performance of an organization both in the short and long term.

McClure (2004) contends that high turnover in organizations leads to increased costs of recruitment together with training of new employees to fill the gap left by the outgoing employees. Turnover is one of the issues that organizations seeking to exploit cost competitiveness as a strategy of success should address proactively. Addressing it proactively calls for organizations to deal with its causation, such as workplace conflicts.

The best approach to the management of organizational conflicts encompasses developing strategies for their prevention (Wisinski, 2003). However, the occurrence of conflicts indicates potential problems that negatively impact employees’ productivity, such as low motivation.

They also create opportunities for establishing good relationships among work teams and individuals when arbitration, mediation, and reconciliation efforts succeed. Considering that good relationship among employees is the foundation for higher work team productivity, mild destructive workplace conflicts in this sense can help build better-performing work teams.

In practice, employees are not able to handle misunderstandings with their peers in an effective way before such misunderstandings have translated to personality clashes. The realization of this argument calls for the management to step in to look for mechanisms for handling conflicts (Myatt, 2012; Cloke & Goldsmith, 2005).

One such mechanism is adopting disciplinary measures for employees engaging in unproductive conflicts. However, intra-communication and inter-communication strategies are vital before disciplinary action is adopted.

This move calls for HR managers to possess good interpersonal and intrapersonal communication skills. “These skills are deployed to help harness employees’ personal and social skills that are necessary for conflict resolution” (Masters & Albright, 2002, p.117).

Indeed, interpersonal communication comprises an essential skill in conflict management within an organization in the effort to diffuse various stressful environments together with hostile situations, which may create fertile grounds for the development of conflicts (Myatt, 2012, para.8).

In organizational settings, the emergence of conflicts is hard to prevent. According to Gramberg (2005), the main challenge is how to resolve workplace conflicts. To reduce incidences of defiant behaviors, effective management of employees entails effectively communicating the rules and procedures of punishing employees in case of breach of the established rules and regulations that define the codes of ethics and organizational culture.

Since any grievances and disciplinary actions within an organization begin with clear and precise communication of the implications of an employee’s acts of misconduct, interpersonal and intrapersonal communication skills are an important requirement for a manager who endeavors to prepare, conduct, and conclude grievance and disciplinary cases effectively.

Scholars have developed many models to describe various mechanisms of resolving conflicts within an organization. Thomas-Kilmann proposed one such model. According to his model, conflicts can be handled using five main styles: accommodating, shunning, working together, rivalry, and compromising.

Accommodation involves the decision by an organization to cooperate with parties in conflict to the highest possible degree. Often, one party works against its desired goals and/or outcomes. The strategy works well when one party in conflict has a better solution to a given problem (Masters & Albright, 2002). It helps in building strong ties between two or more parties in conflict.

Alternatively, one may choose to ignore the need to resolve a given conflict. This approach entails the resolution of conflicts by avoiding them. This style works well when the effective solution is costly, when one perceives that he or she has minimal probabilities for winning, or when an issue in conflict is trivial. However, avoiding is not an effective strategy in the long term (Bagshaw, 2004: Bacal, 1998).

The collaboration includes partnering to follow a goal that another party pursues. During the collaboration, an effort is made to accommodate all people’s ideas for synthesis to develop a single superior idea for resolving a conflict.

Such an idea also needs to consider all points of agreement and disagreement between the collaborating parties (Bagshaw, 2004). This way, it becomes possible to break away from the win-lose strategy to explore the win-win strategy. This approach requires an incredibly high capacity to trust one another in the development of a superior idea for the resolution of a conflict.

The approach is opposed to the competing technique in which the focus is on the win-lose approach to conflict resolution (Gramberg, 2005). Competing approaches work well in times of dire need to make quick decisions. In the case of compromising, parties in conflict focus on a lose-lose strategy. The approach is best suited whenever parties in conflict pursue goals and objectives that cannot converge.

Lee (2008) asserts that managers should engage in communication with employees and other organizational stakeholders for a number of reasons. One of the reasons is attributed to the expensiveness of ineffective communication in an organization. In modern workplaces, communication in management is important since workplace environments continue to be sophisticated.

They also involve complex interaction processes among all individual units that make the whole organization. Consequently, collaboration capability enables an organization to gain from a diverse creative workforce that requires ardent and unambiguous communication (Lee, 2008). This way, it becomes possible to handle workplace conflicts that are attributed to poor and inadequate communication.

Upon establishing the issues that attract conflicts between various employees and/or an organization, the focus shifts to establishing mechanisms of healing the wounds caused by a conflict.

In this process, Gramberg (2005) identifies reconciliation, arbitration, and mediation as important techniques for handling workplace conflicts. Reconciliation involves the admission of wrongdoing followed by forgiveness. Mediation involves bringing two parties in conflict together through a third party by revisiting the series of events or disputes that led to the conflict.

This step is then followed by suggesting codes of behavior or reactions that should have prevented the conflict. In each case, the parties in conflict identify their own mistakes and put effort into ensuring they would not repeat the same mistakes in future workplace interaction processes (Gramberg, 2005). Arbitration through a third non-partisan party, including a court, becomes important where conflicts have translated to personal injuries and/or paying off damages is necessary.

From the discussions in the literature review section, workplace conflicts have both negative and positive impacts. Even ugly conflicts may also have some aspects of positive impacts if managed effectively. Managing workplace conflicts requires the deployment of various techniques and approaches. From the Thomas-Kilmann model for conflict management, the techniques involve avoiding, challenging, teamwork, negotiation, and accommodation.

In the context of the Gramberg (2005), arbitration, reconciliation, and mediation can suffice as solutions to workplace conflicts. The appropriateness of each of these solutions depends on the cause of conflicts encountered by an organization and the desired outcomes. For instance, organizations seeking to have a motivated workforce in a bid to enhance their productivity in the long term will seek solutions that have long-term outcomes in the resolution of employee conflicts.

Based on the literature review, one of the causes of conflicts in the workplace is the allocation of tasks that are impartially done by poorly performing employees to higher performing employees after they (higher performing employees) have completed their allocated work. A possible solution to this challenge encompasses the deployment of performance-based pay systems.

Performance-based reimbursement is a system of payment in which people are rewarded or paid equivalently for their amount of work or output. A good example of this payment mechanism is the payment of salespeople on commission, depending on the number of sales made. Another potential cause of conflicts in an organization is personality clashes. A possible solution involves employing people with diverse personality traits.

When a conflict occurs, accepting it as the status quo followed by its avoidance may be a possible response to workplace conflicts with the anticipation that the conflict will fade (Collinsin & Rourke, 2005). Alternatively, parties in conflicts can work collaboratively to establish a common ground of mutual benefit. This approach can sometimes fail to work, with parties resorting to compromising, accommodation, or competing.

Competing calls for parties to engage in a dialogue such that the best party emerges the winner. The losing party follows the directive issued by the winner. This alternative opposes the compromising option, which advocates for parties in conflict to consider acquiring little gains and/or incur some losses in the effort to establish a middle ground. People wishing to embrace accommodation as an alternative to the resolution of conflicts surrender their demands and needs in the quest to please another party (Gramberg, 2005).

In these five alternatives, parties in conflict may engage in dialogue voluntarily without mediation from a third non-partisan party. Bringing parties in conflict into an agreement may also call for arbitration. In situations where one party admits wrongdoing, reconciliation becomes an important alternative to the solution of workplace conflicts.

Diversity constitutes a major cause of conflicts within an organization. It refers to the myriads of differences existing among people working in an organization concerning parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities.

Where organizational culture reinforces the significance of diversity differences in contributing to and explaining workplace behaviors, performance levels, stigmatization of abilities of various people, and stereotyping of people from a given cultural background, ugly conflicts are inevitable. A solution to this challenge is developing an organizational culture that embraces workforce differences in line with an organization’s goals, objectives, and mission.

Tackling Conflict: Conflict Management Styles, Implication of Conflict Management Styles, and the Relationship between Conflict Management and Job Satisfaction

Traditionally, many organizations were managed hierarchically through a bureaucratic system in which pay level was a function of an employee’s position in the hierarchy of management. Adopting a performance-based pay system in such organizations entails adopting organizational change. Unfortunately, people generally resist change, especially when the desired change influences them negatively.

Performance-based payment system encompasses one of the changes that may face hefty criticisms from employees, particularly those at senior levels in the hierarchical management protocol. Senior employees whose payment needs adjustment to meet their performance levels are most likely to object to the system when a subordinate who records a high-performance level earns a higher income than they do.

On the other hand, the subordinates will embrace the change. Consequently, implementing performance-based pay systems within an organization may create conflicts between employees, their line managers, and supervisors. Additionally, in an effort to earn higher pay, employees may work at unsafe speeds. This situation is undesired. Thus, this solution is inappropriate since it may introduce other conflicts.

An alternative to implementing performance pay systems involves seeking to resolve workplace conflicts related to personality clashes by employing people of assorted personality traits. While this strategy has the merits of ensuring that people with similar personalities work under similar work environments, it becomes hard to find enough people possessing exactly similar personality traits in large work teams.

For effectiveness in the performance of a work team, diversity in personality traits may also be important, especially where an organization intends to create a work team that engages in constructive conflicts to enhance the brainstorming of ideas. Consequently, this solution is inappropriate since some levels of disagreements in decision-making processes and the manner of contextualization of issues are important in developing the most effective strategies for enhancing organizational performance.

Parties in workplace engage in conflicts due to different opinions. This implies that seeking to compel conflicting people to establish a compromise, accommodation, or collaboration attracts some challenges since none of the parties would be willing to sacrifice his or her self-esteem. Competing is perhaps the best approach for ensuring that a superior party in a conflict wins.

This boosts the self-esteem of the winner but immensely destroys the self-image of the loser. In the case where conflicts involve issues that are directly related to work, the loser suffers low job morale, which may affect his or her satisfaction with the job. This may lead to an intention of turnover or even the actual turnover. The converse of this claim is true for the winning party.

From an organizational dimension, the goal is to enhance the motivation and commitment of all employees in their work commitment. In overall, this suggests that the organization will have lost by deploying competing styles for workplace conflict management. Although the conflicts may be resolved, collaboration may also have similar impacts, just like competition, since one party must surrender to the demands of another party. Avoidance is the most inappropriate alternative.

Diversity management, as an approach to the resolution of workplace conflicts, implies that strategies for managing workforce diversity cuts across different causation elements for conflicts in workplaces. Thus, it can help in the elimination of conflicts that are associated with different levels of expertise, thus leading to a low performance by some employees that will necessitate the incorporation of performance pay-based systems while addressing the issues of personality differences, which may create personality clashes.

It also rhymes well with the concerns of mediation, reconciliation, and arbitration since conflicts that require these mechanisms of conflict resolution are akin to differences among individuals. Diversity management is the most preferred approach in the management of workplace conflicts in globalized organizations.

There are different approaches to solving conflicts. The article recommends a proactive passive approach as opposed to a reactive approach. The recommended proactive passive approach emphasizes handling the causation of conflicts in workplaces effectively. Mediation, arbitration, and reconciliation are reactive since they are deployed after a conflict has already occurred and caused damage to an organization.

Avoiding, competing, collaborating, compromising, and accommodating are equally reactive approaches. The adoption of performance-based pay systems is a recommendable approach to the management of conflicts that are associated with poor performance among some employees. However, they can create more problems and conflicts in the end. Thus, the approach is unsuitable.

The best approach for managing workplace conflicts entails understanding the benefits of adopting a multicultural environment tolerant of diverse workforce. By accomplishing this strategy, organizations would gain immensely in the form of increased productivity of the diverse workforce, hence boosting the profitability of the organization in question.

Incorporating this recommendation requires all management staff members, from top to bottom, to understand workforce diversity’s relevance from moral and business perspectives. Another way of incorporating the recommendation is by altering organizational values to orient people to commit themselves to promoting workforce diversity within the work environment.

A third way of incorporating the recommendation involves the creation of awareness and/or skills that focus on diversity training. This strategy needs to be implemented by managers of organizations in the quest to ensure that workforce socialization is directly congruent with the adopted new values.

In turn, it can increase understanding among people from diverse cultural backgrounds and increase group cohesion. It can also foster the improvement of self-knowledge. When employees embrace the diversity and diversity needs of all their work team members, they can carefully examine their objectives. Through this path, they can understand what is most important to them, thus improving their focus and enhancing their efficiency. This strategy is an essential catalyst for job satisfaction.

Conflict is inevitable in the workplace. It is a reality in every work environment by bringing people from diverse backgrounds together. While people continue to work in teams while caring about the manner their work team members treat them, disagreements will always arise to create conflicts in the workplaces.

Conflicts refer to the various issues emerging in the workplace that create emotions such as anger, discontent, and frustration. Such emotions produce either positive impacts or negative impacts on an organization. For instance, positive impacts may encompass the provision of an opportunity for organizational growth. Negative impacts involve issues such as reduced employee motivation, turnover, low job satisfaction, and reduced employee productivity.

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Collins, D., & Rourke, S. (2005). Managing Conflict and Workplace Relationships . Ohio: Mason.

Gramberg, B. (2005). Managing Workplace Conflict: Alternative Dispute Resolution in Australia . Annandale, N.S. W.: Federation Press.

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