Theory of Conflict Resolution
Conflict Resolution: composed of political science, social psychology,and anthropology.
Political science:
1. Can we achieve conflict resolution? This entails a solution.
Can we only achieve conflict management? This entails containing a conflict.
` Conflict Resolution deals with Idealism - (philosophical school).
Conflict Management deals with Realism - (philosophical school).
Idealism: World is overall innately harmonious.
Realism: Man and society are conflictual by nature.
2. Hurting Stalemate
When 2 parties reach Hurting Stalemate, they are unable to reach a
solution and the cost is higher than the benefit to argue so they decide to
settle it. It’s a lose-lose, self-solving scenario.
3. Essence of Diplomacy
Conflicting interests: Different (goals, needs -physical resources,
aspirations - valuable abstractions) but may communicate a compromise.
Complementary interests: Wanting the same thing for different reasons.
Identical interests: (One convinces the other) so they want the same thing
for the same reason.
Social Psychology:
1. The Contact Hypothesis
Gordon Allport attempted a race-relation study to try and break
stereotypes, which he views as “the nature of prejudice”.
The “least effort principle” - Stereotypes reduce cognitive need for
thinking. Mental shortcut. But, excessive stereotypes are the
cause of prejudice.
Contact hypothesis: If different people all meet each other then
they will realize they aren’t that different and prejudice will fade.
Research shows it will only work under optimal conditions:
(Note: Favorable conditions decrease prejudice.
Unfavorable conditions increase prejudice.)
1.Opportunities for contact - differential opportunities for
learning about the other.
“The Racial-Invasion Success Sequence” is an
example of self-fulfilling prophecy. The other has
been accused of being “undesirable”.
Informal experts taking the side of the oppressed
person gives them standing.
Education on the whole tends to increase favorable
environments. More prejudice is due to the person
, being more vulnerable in personality and is less
likely for inter-ethnic contact.
2. Equal Status
Defined within and outside the specific contact
situation. Put the oppressed person in a position of
power. Like soldiers of different races in combat
together.
This is very true for occupational status.
In a regular school setting “equal status” doesn’t
really come into play. It’s not mediated by contact
but by previous mentality/prejudice.
Both should be high status, not one lower than the
other.
3. Cooperative and competitive goals
“Participation” involving mutual interest, common
goals, and joint interactions is the key.
Need superordinate goals. Such as a common
enemy - you gain an “invader” mentality towards
them and an “insider” mentality towards the
previous outsider.
4. Casual vs. Intimate contact
You need intimate and ongoing contact so the
“outsider” becomes the “insider”. So the other is no
longer the other.
This is needed in a positive setting. Negative
settings increase prejudice intensity.
Proximity and other factors have an effect too.
5. Institutional support
The oppressed need support, not the oppressor.
“Authority” aspects apply. But, even after all of this
there is still a personality factor. Those who defy
authority vs. those who adhere to it, etc. If one
person is pulled in a direction then they usually
intensify in that direction. (Pre-Established
prejudices and attitudes often predict growth
direction.)
2. Dialogue vs. Debate
Dialogue - talking to, understanding the other’s ground
Debate - talking at, assertion of a point
- Listen actively to resolve conflicts, agree with them, put yourself in their shoes.
Rokeach: “Need for groups to discover commonalities in each other's culture.”
Conflict Resolution: composed of political science, social psychology,and anthropology.
Political science:
1. Can we achieve conflict resolution? This entails a solution.
Can we only achieve conflict management? This entails containing a conflict.
` Conflict Resolution deals with Idealism - (philosophical school).
Conflict Management deals with Realism - (philosophical school).
Idealism: World is overall innately harmonious.
Realism: Man and society are conflictual by nature.
2. Hurting Stalemate
When 2 parties reach Hurting Stalemate, they are unable to reach a
solution and the cost is higher than the benefit to argue so they decide to
settle it. It’s a lose-lose, self-solving scenario.
3. Essence of Diplomacy
Conflicting interests: Different (goals, needs -physical resources,
aspirations - valuable abstractions) but may communicate a compromise.
Complementary interests: Wanting the same thing for different reasons.
Identical interests: (One convinces the other) so they want the same thing
for the same reason.
Social Psychology:
1. The Contact Hypothesis
Gordon Allport attempted a race-relation study to try and break
stereotypes, which he views as “the nature of prejudice”.
The “least effort principle” - Stereotypes reduce cognitive need for
thinking. Mental shortcut. But, excessive stereotypes are the
cause of prejudice.
Contact hypothesis: If different people all meet each other then
they will realize they aren’t that different and prejudice will fade.
Research shows it will only work under optimal conditions:
(Note: Favorable conditions decrease prejudice.
Unfavorable conditions increase prejudice.)
1.Opportunities for contact - differential opportunities for
learning about the other.
“The Racial-Invasion Success Sequence” is an
example of self-fulfilling prophecy. The other has
been accused of being “undesirable”.
Informal experts taking the side of the oppressed
person gives them standing.
Education on the whole tends to increase favorable
environments. More prejudice is due to the person
, being more vulnerable in personality and is less
likely for inter-ethnic contact.
2. Equal Status
Defined within and outside the specific contact
situation. Put the oppressed person in a position of
power. Like soldiers of different races in combat
together.
This is very true for occupational status.
In a regular school setting “equal status” doesn’t
really come into play. It’s not mediated by contact
but by previous mentality/prejudice.
Both should be high status, not one lower than the
other.
3. Cooperative and competitive goals
“Participation” involving mutual interest, common
goals, and joint interactions is the key.
Need superordinate goals. Such as a common
enemy - you gain an “invader” mentality towards
them and an “insider” mentality towards the
previous outsider.
4. Casual vs. Intimate contact
You need intimate and ongoing contact so the
“outsider” becomes the “insider”. So the other is no
longer the other.
This is needed in a positive setting. Negative
settings increase prejudice intensity.
Proximity and other factors have an effect too.
5. Institutional support
The oppressed need support, not the oppressor.
“Authority” aspects apply. But, even after all of this
there is still a personality factor. Those who defy
authority vs. those who adhere to it, etc. If one
person is pulled in a direction then they usually
intensify in that direction. (Pre-Established
prejudices and attitudes often predict growth
direction.)
2. Dialogue vs. Debate
Dialogue - talking to, understanding the other’s ground
Debate - talking at, assertion of a point
- Listen actively to resolve conflicts, agree with them, put yourself in their shoes.
Rokeach: “Need for groups to discover commonalities in each other's culture.”
