The document discusses conflict management and resolution, highlighting the nature of conflict and its origins, including differing perceptions and beliefs. It outlines the importance of resolving conflicts positively and offers strategies to handle conflicts, both interpersonal and inner. Additionally, it suggests various exercises and formal processes to aid in understanding and managing conflicts effectively.

1. If there are more then One human being at one place, there will be Conflict. Conflict
Management/resolution comes in handy because life is too short to keep grudges in the heart.
This article will go in detail on how to do dispute resolution and the process of solving a conflict.
To understand the conflict resolution model We first need to understand what is a conflict and
how is it created.
TABLE OF CONTENT:
• Definition of Conflict
• How Conflict is formed
• Different beliefs which cause the conflicts
• Conflict management Exercise or Icebreaker
• The Inner Conflict
• Conflict management strategies
• How to Solve Conflicts
• Benefits of conflict management
DEFINITION OF CONFLICT:

2. Conflict refers to some form of friction, or discord arising within a group.
Another definition of conflict is:
a serious disagreement or argument, typically a protracted one.
Now to better understand how to solve the conflict, We need to go to the core and know how
conflict is formed.
HOW CONFLICT IS FORMED:
Conflicts are not always bad, sometimes conflict can save you from a disaster, For example, if
you were planning to invest in a business project which in your eyes was a great idea. One of
your colleagues started resisting it because they thought it was not, now as a normal and
natural process. You would not like that person who is having a conflict with you, but
eventually, you get to understand that it was not financially feasible to invest.
Then you start thinking thank God that guy stopped me from investing, it would have been a
nightmare if it was done. So this situation also occurred because of a conflict. In short, conflicts
are not the problem, how we see them, “IS”.
SO WHAT HAPPENS WHEN THE CONFLICT IS FORMED:
1. You are perceiving things differently than others (most often)
2. One of you is less experienced about that certain topic.
3. People involved in the conflict do not like each other.
4. Favouritism
5. Bad intentions
6. Mutual interest in something which is short in supply
7. Party is asked to do something which is against their rules of life.
8. Disrespecting leads to future conflicts
Also, there are different types of conflicts:

3. Interpersonal: Between people
Interpersonal: Inner Conflict (explained below)
Inter groups: Between Groups
Intragroups: Within a group
Important note: Most of the times it happens because the people involved in the conflict are
having different perceptions, no one is wrong, they just see things differently. if someone just
dive in and let them see from the same angle, it gets resolved right away.
it’s like the picture here:
The below image is a nice Explanation (i must say) about the Formation of the conflict. have a
look on it. it’s quite self-explanatory so you can just have a look.

4. Now if someone just brings both of them to the same side, it will probably be solved.
But what about other reasons. like preferences. For example, You are selecting a template For
your business presentations. (it should be a uniform template across) so you guys are having a
conflict of which design suits the SLIDE Master better. (Know how to setup Slide master in
powerpoint here) how to handle this situation, because after all its about your preferences,
even if someone shows you the right angle, you won’t agree because you don’t like the design.
here comes the conflict management process which is explained below.
There are two schools of thoughts on conflicts:
1. The number one: Thinks the conflicts are negative, bad and troublesome.
2. The number two: Thinks that the conflicts are unavoidable and cannot be ignored, the only
way to live a happy life is to embrace it and learn from it.
obviously, you can see the difference, which one is better for the business and relationships.
DIFFERENT BELIEFS WHICH CAUSE THE CONFLICTS:
As you may understand that beliefs sometimes may not be the reality, it’s just something we
think. So these are the different belief systems which may lead to conflicts in groups, which are:

5. 1. Superiority
2. Vulnerability
3. Feeling of Helplessness
4. Injustice
5. Distrust
These are quite self-explanatory that is why I am not going in details here, but the point to
make here is that these may cause a person to indulge into a conflict which is necessary to
understand to solve a conflict.
CONFLICT MANAGEMENT EXERCISE OR
ICEBREAKER:
If you are a manager, trainer or a leader and would like to demonstrate how the conflict occurs
due to different perceptions, this exercise is a no-brainer. I have tried this exercise with many
people and found it to be really effective for the people to understand how people think of
things differently even though the source, the tone, the pitch and everything else is the same.
The below video demonstration the dispute resolution core.
• by letting the participants close their eyes
• Follow some instructions
• and see the result of each and everyone is different.
Have a look:
FORMAL CONFLICT MANAGEMENT PROCESSES:
These are the formal processes which were (somewhat are) used in solving conflicts, but I am
here to explain you guys the most simple and easy to apply conflict management models.

6. • DeChurch and Marks Meta-Taxonomy
• Khun and Poole’s Model
I will not explain to them as I am not in the favor of these, but you can always google them if
you want.
THE INNER CONFLICT:
Sometimes the conflict is within us, maybe because we have to decide on something, or our
heart and brain are directing us to different dimensions if that is the case this is how to solve
the inner conflict.
1. Write the options down which are confusing you.
2. Write pros and cons of both options.
3. try to decide rationally.
4. If you can’t, let another (sincere) person sit with you and suggest you of the options.
5. If you still can’t decide to go with the inner emotion. Emotions are a reflection of your
subconscious.
CONFLICT MANAGEMENT STRATEGIES:

7. Either it’s conflict resolution in the workplace or conflict resolution in a relationship there are
some proven strategies that work. (mostly). SO let’s discuss the first and most popular process:
To Read the Full strategies and Step by step guide on how to solve the conflict please click below
CONFLICT
MANAGEMENT/RESOLUTION:
SOLVE CONFLICT IN RELATION
AND WORKPLACE