This document provides an overview of basic concepts related to conflict and conflict management. It defines conflict as a struggle between opposing groups, interests, or ideas. The document outlines different types and levels of conflict, from interpersonal to international. It also discusses theories of conflict, including Galtung's concept of direct, structural and cultural violence. The stages of conflict are described moving from latent issues to open confrontation. Finally, the document discusses strategies for managing conflict, including different styles of engagement and tools like negotiation, mediation and arbitration.

1. Basic understanding of Conflict
and Conflict Management
Chiranjibi Bhandari
Assistant Professor, Department of Conflict Peace and Development Studies,
Tribhuvan University
Email : cbhandari1986@gmail.com

2. Let's start up discussion with…
• What is Conflict?
– What comes in your mind if you hear the word
'conflict'?
• What is violence ?
– Structural Violence, Cultural Violence and Direct
Violence
• What is peace ?
– Positive Peace = absence of all kinds of violence
– Negative Peace= absence of direct violence

3. Overview
1. Definitions &Concept of Conflict
2. Classification of Conflict
3. Types of Conflict
4. Stages of Conflict
5. Level of Conflict
6. Strategies of Conflict Management
7. Consequences of Conflict

4. Definitions
• Conflict is a struggle or contest between people with opposing
needs, ideas, beliefs, values, or goals.
• In a broader way, conflict denotes the incompatibility of subject
positions (Diez et al, 2006: 565).
• Conflict is defined as "an active disagreement between people
with opposing opinions or principles" or "fighting between two or
more groups of people or countries" (Cambridge Dictionary).
• "Conflict is disagreement between two or more individuals or
groups, with each individual or group trying to gain acceptance of
its view or objectives over others" David L. Austin (1972).
• Conflict, in psychology : the arousal of two or more strong
motives that cannot be solved together (Encyclopedia, Britannica).

5. ….Contd
• According to Peter Wallenstein,Conflict is a situationin which two or more
parties struggle to attainthe same scarce resources at the same time.
• “Perceived differences inissue positions between two or more parties at the
same moment in time” (Swanstrom and Weismann, 2005 Page, 9)
• “Conflict is the result of opposing interests involvingscarce resources,goal
divergence and frustration” – Nicholas Swanstrom
• Conflict shouldn’t be defined simplyin terms of violence (behavior) or
hostility(attitudes),but also include incompatibilityor difference in issues
positionor positions-differences”.– Otto Czempiel
• According to Karl Marx : "A house may be large or small; as long as the
neighboring houses are likewise small,it satisfies all social requirement for
a residence.But let there arise next to the little house a palace, and the little
house shrinks to a hut." Wage Labour and Capital (1847).
• Conflict comes naturally; the clashing of thoughts and ideas is a part of the
human experience. It is true that it can be destructive if it left uncontrolled.

6. Contd…
• Galtung's Concept
vViolence :
vDirect
v Structural
vCultural
v Peace :
vPositive
vNegative
vConflict :
vABC Triangle

7. As General Understanding
• Conflict exists at all levels of society. It reflects the differences
in terms of interests, values, aims, needs and perceptions
between and among the parties involved.
• Conflict generally described as manifest in antagonistic
behavior. Conflict starts with experienceof frustration.
• Conflicts are unavoidable in a pluralistic democratic society,
and they can even be considered necessary elements of social
change and progress.
• In general, if violence doesn't become the part of conflicts,
conflicts as such are not “bad” because conflicts are legitimate
expressions of differing points of view and contending
positions.
• Differences in definitions from many different perspectives;
– intrapersonal vs. interpersonal (social), objective vs. Subjective conflict
& behaviorvs. experience

8. Armed conflict
• The Uppsala Conflict Data Program (UCDP) is the world’s main provider of
data on organized violence and the oldest ongoing data collection project
for civil war, with a history of almost 40 years. Its definition of armed
conflict has become the global standard of how conflicts are systematically
defined and studied.
• UCDP defines conflict as a 'contested incompatibility that concerns
government or territory or both where the use of armed forces between
parties results in at least 25 battle related deaths in a year'.
• UCDP divides conflicts into three categories:
1. Minor Armed Conflicts: at least 25 battle related deaths in a year.
2. Intermediate Armed Conflicts: More than 25 & less than 1000 battle
related deaths in a year.
3. War: at least 1000 battle related deaths in a year.

9. ….Contd
• Conflicts are divided according to types of conflict:
– Interstate Armed Conflict – occur between two or
more states
– Internationalized Internal Armed Conflict – occurs
between the government of a state & internal
opposition groups, with intervention from other
states in the form of troops.
– Internal Armed Conflict – occurs between the
government of a state and internal opposition group
• UCDP aims to connect its data to development of
conflict theory – specially in particular theories of
Conflict Resolution.

10. Classification of Conflict
v Display : Latent & Manifest
v Conflict parties – Intra-
personal, inter personal,
intra-group, intra-society,
inter-state, international or
global
v Duration – Long term, short-
term
v Scale- Micro, Macro
v Context- Political, Cultural ,
Ideological, Economic,
Organizational
v Motivation (needs)-
Material resources, Cultural
and spiritual values, ideas
and principles, Social
Needs- status, role, power
v Intensity- Rapid
momentum, slow
momentum
v Consequences- Constructive
and dysfunctional
v Use of Violence – Non
violent, minor armed
conflict, major armed
conflict, war

11. Types of conflict
Five Major categories; based on nature and norms
of conflict.
1. Structural conflict
2. Ideological/Philosophical/Value Conflict
3. Interest Based Conflict
4. Data/Factual Conflict
5. Relational Conflict

12. Analyzing conflict
Relationship
conflicts
Data
conflicts
Interest
conflicts
Structural
conflicts
Value
conflicts
Source : Book "The Mediation Process: Practical Strategies for Resolving Conflict " by

13. Types of
Conflict
Conflict caused by Possible Intervention
Relationship
vStrong emotion
vMisperception
vPoor communication
vMiscommunication
vRepetitive negative behavior
vControl expression of emotion
vClarify perceptions and build positive
perception
vImprove quality and quantity of
communication
vBlock negative repetitive behavior
vPositive problem solving attitudes
Data
vLack of information
vMisinformation
vDifferent views on the relevant
vDifferent interpretation of data
vReach an agreement what data are
important and agree on process to collect as
well as develop common criteria
vUse experts to gain outside opinion
Interest
v Competition over substantive
interests
v Procedural interests
v Psychological interests
v Focus on interests, not position
v Look for objective criteria
v Develop solutions that address needs of
all parties
v Search more options to satisfy interests
of different strengths

14. Types of
Conflict
Conflict caused by Possible Intervention
vStructural vUnequal control and
distributionof resources
(geographic physical
environmental factors)
vUnequal power and
authority
v Clearly define and change role
v Reallocate control of resources
v Establisheda fair and mutually
acceptable decision-making
process
v Change physical and environment
relationshipof parties (closeness
and distance)
vValue vDifferent criteria for
evaluatingideas or
behavior
vDifferent ways of life
(ideology or religion)
vAvoid definingproblem in terms of
value
vSearch for super ordinate goal that
all parties share

15. Stages of Conflict

16. ..Contd
• Confrontational: Open-people do not listen
anymore to the arguments of the opponent.
Stages Description
Latent Parties have different interests or incompatible goal. The first
stage in the five stages of conflict, people may be in conflict
without being aware that they are in conflict. [Hidden]
Confrontation People don't listen the argument of opponents.Conflict starts to
manifest. Parties tend to confront each other with a strong
sense of disagreement. Debate about the issue starts and
parties tend to prioritize only their interests.
Crisis Generally, communication between conflicting parties comes to
an end. Violence starts and escalates.
Outcome one party wins or ceasefire, mediated, self-enforced
Post-Conflict Depends on outcome; DDR & SSR, Reconstruction, restorative
justice.Conflict resolved. But if the issues are not dealt properly,
another pre-conflict situation will starts from this stage as well

17. Level of Conflict
ü Intra-personal Conflict
ü Interpersonal Conflict
ü Intra-group Conflict
ü Inter-group Conflict
ü Intra-state conflict
ü Inter-state Conflict
ü International or Global Conflict
Experience in human society has shown that there are degrees of variation in conflicts. Conflicts
are in various types and it determines the levels. Psychology as a discipline has adopted on intra-
personal conflict. Sociology identifies inter-personal as well as intra-group or intra-unit conflict,
as well as inter-group conflict. Political Science and History have identified inter-ethnic or intra-
state conflict as well as international conflict.

18. Dimensions in Conflict
• Caste/Ethnicity
• Religion
• Class
• Gender
• Geography (region)

19. Conflict Management Styles – How to Deal with
Conflict

23. Style of Conflict Management
1. Competing – Win : Loss
– Satisfying your needs is important; satisfying the other's needs
isn't important to you
2. Accommodating : Loss : Win
– simply yield (it doesn't matter to you and it matters to the other
person)
3. Compromising : 50 : 50
– Satisfying both your needs and the other's are moderately
important
4. Collaborating : Win : Win
– Satisfying both your needs and the other's needs is important
5. Avoidance : Loss : Loss
– you are indifferent about satisfying either your needs or the
other's needs: no action is likely

24. Tools of Conflict Management
• Dialogue
• Negotiation
• Mediation
• Facilitation
• Arbitration
• Adjudication

25. Consequences of Conflict
Positive
• Reconciliation of the interests
of the disputing parties
• A sharpened sense of identity
and solidarity
• Interaction
• Internal change
• Clarifying the real problem
At Group Level
• Increased trust
• Incensed productivity and
results
• Group unity
Negative
• Minor differences can escalate into major
conflicts involving actions imposed by a
power person or group on another, resulting
in greater loss to the system as a whole.
• The number of issues in the conflict can
increase, resulting in greater complexity and
greater difficulty in managing the situation.
• Specifics can give way to global concerns,
which often cause the person to be equated
with and confused with the issue at stake or
the entire relationship between the disputing
parties to be called into question
• The intention can shift from getting a specific
interest satisfied to beating the other parties
at all costs.
• The number of parties can increase, making it
even more difficulty to de-escalate the
conflict

26. References
1. www. ucdp.uu.se
2. https://www.sipri.org
3. https://peaceaccords.nd.edu/about
4. The Mediation Process: Practical Strategies for Resolving Conflict 3rd Edition Revised Edition
5. CONFLICT RESOLUTION :
HTTPS://WWW.MAXWELL.SYR.EDU/UPLOADEDFILES/PARCC/CMC/CONFLICT%20RE
SOLUTION%20NK.PDF
6. GLOBALCONFLICT TRACKER
• https://www.cfr.org/interactives/global-conflict-tracker#!/global-conflict-tracker