Add conflict to one of your lists below, or create a new one. Definitions Clear explanations of natural written and spoken English. Click on the arrows to change the translation direction. Follow us. Choose a dictionary. Clear explanations of natural written and spoken English. Word Lists. Choose your language. My word lists. Tell us about this example sentence:. This is a good example of how the word is used. The word in the example sentence does not match the entry word. The sentence contains offensive content.
Cancel Submit. Your feedback will be reviewed. B2 an active disagreement between people with opposing opinions or principles :. There was a lot of conflict between him and his father. It was an unpopular policy and caused a number of conflicts within the party. His outspoken views would frequently bring him into conflict with the president.
B2 fighting between two or more groups of people or countries :.Conflict – Use It, Don’t Defuse It - CrisMarie Campbell & Susan Clarke - TEDxWhitefish
We wish to avoid conflict between our countries if at all possible. Both sides involved in the conflict made some concessions in yesterday's talks. An independent adviser has been brought in to conciliate between the two sides involved in the conflict. The conflict destabilized the whole region.
They had worked for peace during the long era of conflict. The ambassador has offered to act as a go-between for the two countries involved in the conflict.
You can also find related words, phrases, and synonyms in the topics: Fighting. Idiom a conflict of interest. If beliefsneedsor factsetc.It holds that social order is maintained by domination and power, rather than consensus and conformity.
According to conflict theory, those with wealth and power try to hold on to it by any means possible, chiefly by suppressing the poor and powerless. A basic premise of conflict theory is that individuals and groups within society will work to maximize their own benefits. The conflict theory has been used to explain a wide range of social phenomena, including wars and revolutions, wealth and poverty, discrimination and domestic violence. It ascribes most of the fundamental developments in human history, such as democracy and civil rights, to capitalistic attempts to control the masses rather than to a desire for social order.
Definition of Conflict and Conflict Management
The theory revolves around concepts of social inequality in the division of resources and focuses on the conflicts that exist between classes. Many types of conflicts can be described using conflict theory. Some theorists, including Marx, believe that inherent societal conflict drives change and development in society. Each class consists of a group of people bound by mutual interests and a degree of property ownership, often supported by the state.
The bourgeoisie represents the members of society who hold the majority of the wealth and means. The proletariat includes those considered working class or poor. With the rise of capitalism, Marx theorized that the bourgeoisiea minority within the population, would use their influence to oppress the proletariat, the majority class. This way of thinking is tied to a common image associated with conflict theory-based models of society; adherents to this philosophy tend to believe in a "pyramid" arrangement in which a small group of elites dictates terms and conditions to the larger portion of society, as a result of outsized control over resources and power.
Uneven distribution within society was predicted to be maintained through ideological coercion where the bourgeoisie would force acceptance of the current conditions by the proletariat. The thinking goes that the elite would set up systems of laws, traditions and other societal structures in order to further support their own dominance while preventing others from joining their ranks. Marx further believed that as the working class and poor were subjected to worsening conditions, a collective consciousness would bring inequality to light and potentially result in revolt.
If conditions were subsequently adjusted to address the concerns of the proletariat, the conflict circle would eventually repeat. In current conflict theory, there are four primary assumptions which are helpful to understand: competition, revolution, structural inequality, and war. Conflict theorists believe that competition is a constant and, at times, overwhelming factor in nearly every human relationship and interaction.
Competition exists as a result of the scarcity of resources, including material resources like money, property, commodities, and more. Beyond material resources, individuals and groups within a society also compete for intangible resources as well.
These can include leisure time, dominance, social status, sexual partners, and many other factors as well.
Conflict theorists assume that competition is the default, rather than cooperation. Given conflict theorists' assumption that conflict occurs between social classes, one outcome of this conflict is a revolution. The idea is that change in a power dynamic between groups does not happen as the result of adaptation. Rather, it comes about as the effect of conflict between these groups.
In this way, changes to a power dynamic are often abrupt and large in scale, rather than gradual and evolutionary. An important assumption of conflict theory is that human relationships and social structures all experience inequalities of power.
In this way, some individuals and groups inherently develop more power and reward than others. Following this, those individuals and groups that benefit from a particular structure of society tend to work to maintain those structures so as to retain and enhance their power.
Conflict theorists tend to see war as either a unifier or as a cleanser of societies. In conflict theory, war is the result of a cumulative and growing conflict between individuals and groups and between whole societies. In the context of war, a society may become unified in some ways, but conflict still remains between multiple societies. On the other hand, war may also result in the wholesale end of society.Toggle navigation. Help Preferences Sign up Log in. View by Category Toggle navigation.
Products Sold on our sister site CrystalGraphics. Tags: conflict management conflict management. Latest Highest Rated. Whether your application is business, how-to, education, medicine, school, church, sales, marketing, online training or just for fun, PowerShow.
And, best of all, most of its cool features are free and easy to use. You can use PowerShow.
Conflict: Definition, Characteristics, Forms and Other Details about Conflict
Or use it to find and download high-quality how-to PowerPoint ppt presentations with illustrated or animated slides that will teach you how to do something new, also for free. Or use it to upload your own PowerPoint slides so you can share them with your teachers, class, students, bosses, employees, customers, potential investors or the world.
That's all free as well! For a small fee you can get the industry's best online privacy or publicly promote your presentations and slide shows with top rankings.
But aside from that it's free. We'll even convert your presentations and slide shows into the universal Flash format with all their original multimedia glory, including animation, 2D and 3D transition effects, embedded music or other audio, or even video embedded in slides. All for free. Most of the presentations and slideshows on PowerShow. You can choose whether to allow people to download your original PowerPoint presentations and photo slideshows for a fee or free or not at all.
Check out PowerShow. There is truly something for everyone! Related More from user. Promoted Presentations. World's Best PowerPoint Templates - CrystalGraphics offers more PowerPoint templates than anyone else in the world, with over 4 million to choose from.
They'll give your presentations a professional, memorable appearance - the kind of sophisticated look that today's audiences expect. Boasting an impressive range of designs, they will support your presentations with inspiring background photos or videos that support your themes, set the right mood, enhance your credibility and inspire your audiences.After you enable Flash, refresh this page and the presentation should play. Get the plugin now. Toggle navigation. Help Preferences Sign up Log in.
To view this presentation, you'll need to allow Flash. Click to allow Flash After you enable Flash, refresh this page and the presentation should play. View by Category Toggle navigation. Products Sold on our sister site CrystalGraphics. Title: Definition of Conflict. Description: Definition of Conflict Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare resources, and Provided by: facultySa6.
Tags: conflict definition. Latest Highest Rated. Title: Definition of Conflict 1 Definition of Conflict Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare resources, and interference from others in achieving their goals.
Unless those underlying inequalities are solved, then violence will continue Prime example is lower-class people dying because health care resources are granted to the upper-class 4 Coser social function of conflict Conflict is not always dysfunctional for the relationship within which it occurs often, conflict is necessary to maintain such a relationship Conflict not only generates new norms, new institutionsit may be said to be stimulating directly in the economic and technological realm.
If Coser is correct, and conflict serves a socially useful function, then should conflicts be resolved? Thoreau declared that, If the government requires you to be the agent of injustice to another, then, I say, break the law. Positions are your statements of what youre willing to give Positional negotiation starts with two positions and attempts to find a middle ground between them, or barter until one party gives in to the other position.
Soft positional bargaining Hard bargaining make threats, damage relationships, demand concessions from other party, goal is victory, search for one answer you will accept, apply pressure Soft bargaining you get taken, sacrifice your needs for relationship, trust other party, disclose your bottom line, try to win friends, search for an answer they will accept 15 Principled Negotiation 1.
Separate People from Problems 2. Invent solutions for mutual gain 4. Insist the result be based on some objective criteria 16 Separate people from problems Negotiators are people first every party in a negotiation has emotions and ego, and can have misunderstandings The relationship needs to be taken into account in all negotiations Perceptions does truth matter?
How will we be treated? How much influence do we have over the other? How interdependent are we?
At the heart of all conflicts, but rarely articulated Relational goals must be met in order to solve underlying issues 21 Face or Identity Goals Who am I in this conflict? Whether your application is business, how-to, education, medicine, school, church, sales, marketing, online training or just for fun, PowerShow.
And, best of all, most of its cool features are free and easy to use. You can use PowerShow. Or use it to find and download high-quality how-to PowerPoint ppt presentations with illustrated or animated slides that will teach you how to do something new, also for free. Or use it to upload your own PowerPoint slides so you can share them with your teachers, class, students, bosses, employees, customers, potential investors or the world.
That's all free as well! For a small fee you can get the industry's best online privacy or publicly promote your presentations and slide shows with top rankings. But aside from that it's free. We'll even convert your presentations and slide shows into the universal Flash format with all their original multimedia glory, including animation, 2D and 3D transition effects, embedded music or other audio, or even video embedded in slides.
All for free. Most of the presentations and slideshows on PowerShow. You can choose whether to allow people to download your original PowerPoint presentations and photo slideshows for a fee or free or not at all. Check out PowerShow.In simple words, social conflict is always present in social life. It is a fundamental feature of human society. It does not occur because people are unreasonable or unco-operative or because they are unwilling to live properly and decently with others.
It is rooted in social differences of class and status, of wealth and opportunity, of material interests, where scarce resources are unequally shared. Psychologists regard conflict as an instinctual response in humans, in the face of stressful situations. It is said that human beings are for the most part quite selfish and that chaos and strife are both common and natural.
This is why conflict is the fundamental form of dis-associative interaction or oppositional-oriented relationship. It is inherent in all social relationships and is also inevitable and universal. Whenever and wherever there is a difference in the motives and interests desire for prestige, economic benefit, power and defeat or destruction of the enemy of different persons, there is bound to be some kind of conflict.
It may be destructively or constructively directed. It may be between individuals, groups of individuals or two societies or nations depending whether the contradictory interests involved are personal or of group or of the whole community or nation.
Thus, merely to deplore that it is destructive, it is to miss its significance as a force for social change. Followers of Georg Simmel, like R.
Park, have seen conflict as one of the central forms of interaction. Park and Burgesslikewise, treat conflict as a distinct form of competition.
These sentiments are well echoed in the words of A. As a process, it is the antithesis of cooperation in which a deliberate attempt is made to thwart die will of others. On the basis of foregoing discussion, the following characteristics nature of conflict, in brief, may be cited:.
The nature of the conflict is personal and direct. In conflict the incumbents or participants know each other personally. Its aim is not directly connected with the achievement of the goal or an objective but is rather directed to dominate others or to eliminate the opponent. Conflict is of brief duration, temporary and intermittent in character. But, once begun, the conflict process is hard to stop. It tends to grow more and more bitter as it proceeds. Being temporary, it gives way to some form of accommodation.
It is a process loaded with impulsiveness of human emotions and violent passions. It gains force and then bursts open. Unlike fighting of animals, generally in human groups, the spontaneous fighting is inhibited. It is often avoided through the process of accommodation and assimilation.
It may be latent or overt. In the latent form, it may exist in the form of tension, dissatisfaction, contravention and rivalry. It becomes overt when an issue is declared and a hostile action is taken. It is mostly violent but it may take the form of negotiations, party politics, disputes or rivalry.
It is cumulative; each act of aggression usually promotes a more aggressive rebuttal. Thus, termination of conflict is not easy. It tends to be more intense when individuals and groups who have close relationships with one another are involved. Groups previously in conflict may co-operate to achieve a goal considered important enough for them to unite despite their differences.
It may emerge as a result of opposing interests.Conflict and Conflict Management :- The process in which one party considers that his interests are negatively affected or being opposed by the other party is referred as conflict.
The friction is created between the parties by disagreement on certain important issues. In general terms, the conflict is considered to be harmful, but it can also become beneficial when it is employed delicately for the improvement in creativity.
Conflict is not similar to the rivalry or competition among two or more people or groups that try to obtain certain outcomes.
There may be two parties in the competition from which one can lose and other can win, but in case of conflict, no one wins or loses, instead both parties can cooperate with each other in some mutually beneficial way. In case of organizational conflict, the interests of a Group of Stakeholders are availed by expending the interests of some other group of stakeholders. There are different objectives of all the stakeholders of organization so there must exist organizational conflict.
On passing a certain level, the conflict can become harmful for the organization. The traditional view of the conflict states that it is a process of disagreement between two parties over some important issues that creates friction between them. When a number of different people give their view points on certain issues, then there come a lot of alternative solutions to the problems that can be quite helpful in the decision making.
According to the human relation concept of conflict, the conflict occurs as a natural phenomenon so organizations should accept the conflict. Both negative and positive consequences are associated with the conflict. When the negative aspect of conflict is analyzed, the participants involved in conflict lose to maintain common goals and they concentrate to win at any cost. Effectiveness Improvement through Conflict:. The conflict makes an organization to reassess its existing views which would reduce the inertia through upcoming change.
The quality of decision making is made better by considering a number of different views. There four kinds of conflict which are as follow. When an individual has a conflict in his internal system over divergent values, goals or roles, he faces intra-personal conflict.
Conflict can also be horizontal or vertical. Horizontal conflict occurs between groups or departments that are on the same level. While the vertical conflict takes place among employees that belong to a different level in the organizational hierarchy.
Furthermore, conflict can also be further classified in the following three categories. The conflict that arises due to interpersonal relationships is called relationship conflict. Conflict that is based on the method of performing work is called process conflict. Following are the individual based conflict management styles. In this style of conflict management, the needs of the other are preferred over the personal needs.
The concern for others is high, whereas personal concern is low. When there is strong conflict, then this style is useful to make parties cool.
Introduction to Literature: Types of Conflict
In this style the person has low concern for others and high concern for himself. He tries to accomplish his own goals at any cost. In this style of conflict management a moderate concern is shown to others and oneself and concentration is made to accomplish some middle ground that represents reasonable winning of all the parties.
Like this: Like LoadingFind out about our effort to help us all think through what we can do to help. By Chris Honeyman. It is a broad concept that includes several types of conflict that are normally treated separately, including employment conflict and labor-management conflict.
Beyond those two subtypes, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees. Because workplace conflict inherently includes several other kinds, it can be difficult to distinguish from them. But it is not difficult to describe: Any type of conflict which involves employees, managers, owners, customers, or others present in a workplace can be an example of workplace conflict.
Typically, because more precise definitions of several sub-categories of workplace conflict exist, the term "workplace conflict" is used to describe interpersonal or employer-employee conflict in a workplace which does not involve a union or an allegation of discrimination based on race, gender, or another legally protected criterion; but a more rigorous definition would include any and all of these elements. A successful new product is selling well, and its maker is running the factory an additional four hours a day Monday through Friday as required overtime for all employees.
But for the fourth Saturday in a row, the same three employees are called in for yet more overtime. If one of them objects about the perceived unfairness of being singled out for unwanted overtime, and gets into a heated argument with a supervisor, while the other two have no objection, this would be described by many as a "workplace" conflict. But if the reason the employee gives for believing he was singled out is related to race, sex, national origin, age, or another protected category, this would often be viewed as an "employment" conflict — whether or not the employee was ultimately found correct in that perception.
And if all three employees together went to management to complain about being selected for the additional overtime, this would be "concerted activity", which is related to union activity, and which would make the event more appropriately described as a form of labor-management conflict. There is hardly anyone in the work force who has not been exposed to a workplace conflict at one time or another. The concept is therefore almost universally relevant. But relatively few understand the intricate distinctions between types of workplace conflict, which heavily influence how they are actually handled in contemporary life.
For example, the rights which U. A basic understanding of how labor law and employment law have developed, of why they are separate concepts, and of the different mediation and arbitration procedures that now exist to streamline the handling of large numbers of cases, can help anyone understand better how the workplace works.
Clients, as well as attorneys and other professional representatives, need to understand at least a little about the range of possibilities for handling any given dispute. Without that understanding, they are in a poor position to assess the advice they are given or to assert what they actually need out of a process. Our inability to constructively handle intractable conflict is the most serious, and the most neglected, problem facing humanity.
Solving today's tough problems depends upon finding better ways of dealing with these conflicts. Educators Consider a low-cost BI-based custom text. Constructive Conflict Initiative. Join Us in calling for a dramatic expansion of efforts to limit the destructiveness of intractable conflict. Practical things we can all do to limit the destructive conflicts threatening our future.
A free, open, online seminar exploring new approaches for addressing difficult and intractable conflicts. Major topic areas include:. Massively Parallel Peacebuilding.
Authoritarian Populism. Constructive Confrontation. Links to thought-provoking articles exploring the larger, societal dimension of intractability. Content may not be reproduced without prior written permission. Guidelines for Using Beyond Intractability resources.
Citing Beyond Intractability resources. Skip to main content. Users: This concept is important to employees, managers, and mediators and other neutrals. Description: Because workplace conflict inherently includes several other kinds, it can be difficult to distinguish from them. Example: A successful new product is selling well, and its maker is running the factory an additional four hours a day Monday through Friday as required overtime for all employees.