DESCRIBING THE CONFLICT I:Description of Conflict, Identifying Interpersonal Conflict

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Conflict Management HRM624

Lesson 9

DESCRIBING THE CONFLICT I

Quotation

"There are three principles in a man's being and life, the principle of thought, the principle of speech, and

the principle of action. The origin of all conflict between me and my fellow-men is that I do not say what I

mean and I don't do what I say". (Martin Buber)

Description of Conflict

Make sure that we understand the roles of the parties to a conflict. Clarify that often there are several

interpersonal conflicts hidden in a situation, and that the participant role assignments may change if the

focus of the dispute is changed.

Tease out underlying and hidden interpersonal conflicts. It will help uncover paths to constructive

resolution of the conflict.

Identifying Interpersonal Conflict

· Analyze the situation carefully to ensure it really is "interpersonal" and not an "inner conflict."

· Identify the disputants, and the divergent goals and interests that create the interpersonal conflict.

· Now, start diagramming or mapping the conflict.

Purposes of the conflict map or "sociogram"

When it is decided that a conflict is interpersonal conflict not intrapersonal conflict, then we map out the

conflict.

Following are the purposes of a map or sociogram:

1. It clarifies what the conflicts are among the disputants.

2. It helps us analyze disputants' interests.

3. It reveals interests of non-disputants that may impede resolution or provide ways to creative

strategies to resolve the conflict.

4. It clarifies the points on which more information is needed.

Place symbols on the sociogram that represent the disputants and briefly write the divergent goals of the

principal disputant.

Evaluate the situation, conduct research where necessary, to identify agents, advocates, and constituents.

Place them on the sociogram as well.

Explain the sociogram with side conflicts that add to the complexity of the situation.

Be prepared to edit the sociogram as and when additional information becomes available.

Keep in Mind the complexity

Many conflict situations will have more than one interpersonal conflict.

i. Who are the main disputants, agents, advocates, constituents, or neutrals, if any? This explanation will

depend on the conflict that is being focused.

ii. Often, we know which conflict to focus on. Some times, we have to decide systematically which conflict

is to be focused. Usually there are multiple conflicts.

B. Whether to include some individuals with loose connections to the conflict as constituents will depend

on our goals. It will be good to include all conflicts.

Conflict Management HRM624

Parties to an

Lines of communication

Conflict under consideration

Interpersonal Conflict

Neutral

Lines of relationship

Advo-

cate

Disput-

THE CONFLICT:

Disput-

ant

Incompatible Goals

ant

Consti-

Agent

tuent

Sample Interpersonal Conflict

Saleem and Naila are in the process of divorcing; and disagree over the custody of their two children

· Lawyer Babar represents Saleem and Salma represents Naila

· The children are upset with each other. They blame each other for the impeding divorce between

their parents.

· Babar's mother can not decide about her possible role to resolve their dispute by providing child

care, if given custody of children to the father.

Lines of communication

Conflict Map

Conflict

Lines of relationship

Babar

ADVOCATE

Salma

Ayesha

(secre-

tary)

CONSTITUENT

Saleem

Naila

DISPUTANT

The conflict: Children

DISPUTANT

custody dispute

Mother

The

kids

CONSTITUENT

CONSTITUENTS

Important Point

Roles of participants change, depending on which interpersonal conflict is given focus.

Conflict Management HRM624

Manager

Factory + Fellow Workers

Dear Friend

Supervisor

Sick Father

Mother

Factory worker

Wife

Kid 2

Kid 1

Brother

School

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