Foundations of Conflict Resolution, Term Paper Example

Introduction

Resolving conflicts is often part of the daily routine, with some conflicts less significant than others, yet important to an overall evaluation of individual relationships and the nature of human conflicts. Culture, in part, is a critical contributing factor to conflict and represents the differences between individuals and groups that may have a lasting impact on relationships. Understanding why conflicts emerge is at the root of conflict analysis and resolution because it requires individuals to rationalize their own perspectives and core values and to recognize when they might fall short in collaborating with others due to differing perspectives and opinions. Therefore, conflict resolution must be addressed as conflicts arise so as not to cause additional harm to an already fragile set of circumstances. It is important to identify these challenges and to be proactive in addressing why conflicts emerge and how to best manage them so that they do not lead to further complications within organizations or with relationships.

From a larger perspective, cultural differences are often extensive and often contribute to significant conflicts, particularly when there are religious beliefs and values that have a significant impact on a culture and its people. Therefore, cultural differences must be addressed as part of conflicts and how these may have a significant impact on why they arise, how they are perceived, and what is required to overcome them effectively. The following discussion will address the role of conflict resolution in greater detail, emphasizing culture as a key component of conflicts that emerge throughout society. It is anticipated that a number of challenges related to conflict resolution and cultural norms, values, and expectations will be addressed, particularly as there are significant differences among cultures and societies that impact how individuals perceive different circumstances and their impact on larger cultural issues that influence a group or several groups of people in different ways that may even impact their entire lives.

Analysis

The roots of conflict have existed throughout all stages of mankind, from the earliest historical times on record to the present day. Therefore, conflicts among different cultures are not new or novel and have been in existence for thousands of years. As a result, it is often very difficult for groups to minimize conflicts that have served as the core fabric of their being in many ways, particularly as members who identify with these cultures know nothing else and tend to recognize their norms and values as superior to those of other groups (Tidwell, 2001). From this perspective, it is not surprising to discover that some individuals and groups are unwilling to compromise or sacrifice their values for any reason, thereby alienating other groups on the basis of this belief system (Tidwell, 2001). In this context, norms and values within cultures serve as the roots of conflict in many groups and limit or minimize the potential for cooperation that may positively influence membership (Tidwell, 2001).

The author poses the following question and response: “How can one balance on one hand the territorial imperative against the creation of a culture of cooperation? Can a culture of cooperation overcome millions of years of evolution?  Audrey’s answer is not promising: overcoming evolution is not possible” (Tidwell, 2001, p. 46). This statement is a critical reminder that each culture is represented by a strong and steadfast set of core values and beliefs that have been in existence for many generations; therefore, members of these groups are educated throughout their lives to support their cultures, regardless of the circumstances (Tidwell, 2001). This is a pertinent reminder of the fierce loyalty and support that individuals give their cultures and groups with whom they identify, particularly as they face challenges from other cultures and ideals within the countries and societies where they reside (Tidwell, 2001).

The process of conflict resolution requires an understanding of the larger context of this term, particularly as there are significant issues to consider with respect to culture (Tidwell, 2001). To be specific, “methods such as mediation or facilitation may not be appropriate within a given cultural context…it would seem obvious, for example, that in cultures in which to speak directly about a conflict is regarded as inappropriate, many Western methods would simply not work (Tidwell, 2001, p. 6). This is a critical concept to consider, given some of the current conflicts that exist throughout the world and the cultural differences that accompany them. For example, the conflicts in the Middle East are not subject to western ideals and customs associated with conflict resolution, as these are an inappropriate and entirely ineffective means of addressing a conflict and in determining how to overcome obstacles that contribute to the conflict to begin with. According to the author, “cultures also develop stories of themselves, and explanations for their origins, often termed myths, and that these myths are often recounted. It is not a distant link that joins propaganda and the myth. The myth becomes a tool which binds the group together, explains its being, and classifies its members in some way (Tidwell, 2001, p. 103). From this perspective, it is important to note that different cultures are represented by their own beliefs and core values, and that over time, these beliefs may transform into myths or fables that govern the perception of the culture from the outside, rather than aiming to understand the culture for its true meaning and value to society. As a result, these myths may transform into misconceptions and untruths regarding a given culture and therefore, eventually begin to shape the culture into something that it is not. This is an important reminder not to judge cultures without the facts and to determine how to best understand a culture and its norms that is based upon a realistic approach and perspective of the culture, rather than to make assumptions that are false. These false pretenses may often contribute to the origination of conflicts based on culture to begin with and may reflect a need to reevaluate a culture and to understand its meaning so that conflicts are prevented as best as possible. If a conflict has already emerged, it is the responsibility of those in charge of aiming to resolve the conflict to recognize when there might be misconceptions or untruths regarding the culture so that the appropriate steps are taken to ensure that these untruths are clarified and that the truth is expressed as best as possible. When this opportunity is presented as a form or strategy in alleviating a conflict, it may be possible to clarify any misunderstandings that have occurred and to recognize the value of the culture and its contribution to a given society, rather than to continue to misconstrue the truth and to make potentially false claims regarding the culture that contribute to the conflict.

Cultural diversity is a critical component of modern society, and it represents an opportunity to examine different ideas and objectives that influence each group. In some circles, conflict resolution is considered to be a western ideal, one that is supported by individuals from western nations and cultures so that there is greater acknowledgement of peace and tranquility within communities (Ramsbotham, Miall, & Voodhouse, 2011). It is known that “every culture and society has its own version of what is, after all, a general social and political need. The point is not to abandon conflict resolution because it is western, but to find ways to enrich western and non-western traditions through their mutual encounter” (Ramsbotham et.al, 2011, p. 7). This point supports the belief that clashes in culture may contribute to difficult circumstances, but that there are significant issues to consider that involve the development of new perspectives and ideas to encourage people of different cultures to mend fences and work collaboratively, rather than to fight each other in regards to differences upon which agreements will never be made (Ramsbotham et.al, 2011). There are critical factors to consider with respect to the demands of society and how cultures may pull groups in entirely different directions. At the same time, there is a strong need to evaluate the conditions in which conflicts arise, given the different issues that are likely to occur with respect to personal and group values and norms that have influenced a culture for many generations (Ramsbotham et.al, 2011).

The role of culture in the emergence of conflicts and subsequent resolution requires an understanding of the moral backdrop of culture and its meaning to different groups, as this plays a significant role in how to manage conflicts effectively among cultures (Lederach, 2005). These factors require an understanding of the different moral frameworks that exist within cultural values, norms, and expectations, many of which are focused on religious beliefs and principles (Lederach, 2005). When religion is the foreground of cultural beliefs, its members tend to stand for their principles on moral grounds and often a greater sense of superiority that governs the culture above all else (Lederach, 2005). The ability of leaders to resolve conflicts within this framework is essential because it frames how cultures and their members respond to these conflicts and whether or not they stand for all activities and principles that govern a given culture (Lederach, 2005). The moral code that is established within the subset of a culture must also be well understood because it has a significant impact on the culture, even if not all members agree with said principles, such as those that govern radical religious groups that are not morally universal within the entire culture (Lederach, 2005). These factors require an understanding of the principles that govern the culture and whether or not differences exist, as this will make the difference in how conflict mediators attempt to resolve these issues, based upon the different types of beliefs that exist within the culture (Lederach, 2005). This process is complex on many levels and requires conflict personnel to respond as neutrally as possible to different areas and arguments towards conflict, as these may make all the difference in determining how to best overcome the circumstances in an effective manner (Lederach, 2005).

With the continued emergence of conflicts associated with religious beliefs and other areas that distinguish different cultures from each other, there is an ever-increasing level of tension brewing below the surface has yet to emerge, in addition to the conflicts that already exist and that wreak havoc on many societies (Cloke, 2008). The author introduces the concept of a “conflict revolutionist,” who are classified as global citizens and who are able to actively contribute to discussions that involve mediation, negotiation, and open dialogue in response to different conflicts (Cloke, 2008). The author notes that conflict throughout the world is a chronic condition, one that requires a high level focus in order to understand why some activities take place as they do and how to overcome these issues effectively through the aforementioned strategies (Cloke, 2008). In this context, it is essential to identify methods that will necessarily transform societies as a means of acceptance and strength in order to ensure that their members are prepared to share their insights and their perspectives with others and to believe in their cause, but not to the extent that it poses significant conflicts to others that are difficult to overcome (Cloke, 2008). This is a critical issue to consider because it impacts how individuals from different cultures respond to change and whether or not they are willing to compromise if necessary to achieve greater peace (Cloke, 2008).

It is believed that conflicts among cultures also represents an opportunity to examine other areas that are impacted by these differences, particularly as they serve as a larger examination of social conflicts that impact societies and groups in large numbers (Pruitt, Kim, & Rubin, 2004). Since conflicts emerge on many different levels, it is the responsibility of different leaders and representatives to be proactive in establishing a framework for addressing conflicts on many levels, including an adaptation to social norms that may or may not be within the level of familiarity that is comfortable (Pruitt et.al, 2004). With the continued emergence of new ideas and events taking place throughout the world that have become increasingly violent and difficult to endure, there is a strong social need to develop conflict resolution strategies that address these issues effectively, yet also preserve norms that have deeply rooted connections to specific cultures (Pruitt et.al, 2004). Since conflicts emerge on the individual, group, societal, regional, international, and cultural levels, it is necessary to strike a balance that will be effective in meeting the needs of different groups and in determining how to best approach a given conflict with an open mind so as not to jeopardize any potential progress that might be made in addressing said conflict effectively and without placing individuals and cultures at great risk of decimation or destruction in the physical, psychological, and spiritual senses (Pruitt et.al, 2004).

Cheldelin, Druckman, & Fast (2008) consider the significance of understanding the nature of conflict and how it is related to appropriately identifying the differences between culture and other commonly used terms: “Social categories such as ethnicity, race, or nationality have a peculiar relationship to culture. They are culture ‘objectified,’ projected publicly, and then resourcefully deployed by actors for political purposes…to complicate matters, ethnicity, for example, is also a component of an individual’s social identity” (p. 172). In this context, it is necessary to evaluate the context of these terms and how they limit different types of relations solely on the basis of discrepancies in how they are defined; therefore, culture is largely confused with other terms, yet these differences continue to be muddled throughout society and in the eyes of the media (Cheldelin et.al, 2008). These factors require those who participate in activities related to conflict resolution to be proactive in determining the true nature of the conflict and whether it is truly related to culture or if it is associated with ethnicity or other terms (Cheldelin et.al, 2008). This process requires significant effort from those who lead these conversations and require a unique set of approaches in order to identify the possible causes that create these conflicts to begin with (Cheldelin et.al, 2008). It is believed that this process requires those aim to resolve the conflict to identify differences that lead to these conflicts and to determine how to best approach them with an open mind and perspective (Cheldelin et.al, 2008).

The identification of culture requires an examination of the many parts that comprise this larger framework, including the terms set forth earlier, such as ethnicity, race, and even social class (Cheldelin et.al, 2008). In this context, conflict resolution requires the participation of those who are passionate regarding the cause, yet are able to balance the interests of the opposing parties in order to attempt to resolve the conflict as best as possible (Cheldelin et.al, 2008).  In many ways, “culture is viewed less as a cause of conflict than as part of the context in which it occurs” (Cheldelin et.al, 2009). This is a critical factor in the development of a conflict resolution strategy that recognizes the role of culture and how it may be heavily influenced by other factors that contribute to the overall arguments that exist in the first place (Cheldelin et.al, 2008). It is not surprising to note that culture is not a static phenomenon and that it is dynamic and unique on many levels, thereby contributing to its overall ability to generate many meanings and interpretations that motivate others to recognize its value and contribution to a given group or society (Cheldelin et.al, 2008). As cultural conflicts are identified, it is important to identify the issues that are likely to hold greater weight with the members of a given group and to determine how to best overcome these differences through possible discussion, collaboration, and compromise, all of which may effectively contribute to the resolution of the conflict over a period of time (Cheldelin et.al, 2008).

Conclusion

Conflict has existed since the earliest origins of man, with the emergence of countless wars and battles and the continued threat of conflict throughout the modern world. Throughout history, there has been significant attention paid to these wars, yet they have run their course, often with no real resolution at their end. These circumstances are due in large part to the existence of different cultures in all areas throughout the world. The clash of these cultures continues to be evident and creates significant conflicts that are difficult to overcome and that pose a threat to norms, values, and beliefs within a given culture and among its people. This has been a significant challenge in the modern era, particularly as conflict takes on many different meanings that go beyond cultural ideals. In today’s society, conflicts erupt in many areas, from business organizations to schools and in the home environment. Therefore, conflict resolution is not simply a cultural term; rather, it represents a means of examining conflicts with a new lens in order to identify methods to alleviate or fully resolve these conflicts as best as possible.

Conflict resolution may assume many forms across different societies, and it is the responsibility of key mediators and other contributors who aim to resolve these conflicts to be proactive in meeting the needs of these individuals effectively so that they are able to identify the nature of these conflicts. With this in mind, they will be able to determine how to best compromise within a given situation  and aim to promote resolution that will at least contribute to a peaceful coexistence among different cultures that may hold different norms and values, yet deserve to have a place in a given society in a peaceful manner that coexists with other cultures. This is a critical aspect in the discovery of new challenges and opportunities that will enhance and preserve cultural identities without the conflicts that often accompany them. These factors require a greater understanding of the different elements for which conflict resolution is best known and to identify the tools and resources that are required to meet these objectives as best as possible, given the constraints and limitations that exist across different cultures in the modern world.

References

Cheldelin, S.I., Druckman, D., and Fast, L. (2008). Conflict, 2^nd ed. London: Continuum Press.

Cloke, K (2008).   Conflict Revolution:  Mediating Evil, War, Injustice, and Terrorism. Santa Ana: Janis Publications.

Lederach, J.P. (2005). The Moral Imagination:  the Art and Soul of Building Peace. Oxford, UK: Oxford UP.

Miall H., Ramsbotham, O., & Voodhouse, T.  (2011). Contemporary Conflict Resolution. 3^rd Edition.  Cambridge, UK:  Polity Press.

Pruitt, D., Kim, S.D., & Rubin, J.Z. (2004). Social Conflict: Escalation, Stalemate and Settlement (3^rd edition). New York, NY: McGraw Hill.

Tidwell, A.C.  (2001). Conflict Resolved?  London, UK:  Pinter Publishers.