The document examines conflict, its causes, types, and consequences, emphasizing both negative and positive impacts. Key causes include individual and cultural differences, social change, and clashes of interests, while types of conflict encompass relationship, interest, value, leadership, personality, and style conflicts. Additionally, conflict can drive innovation and personal growth, but may also lead to reduced productivity and breakdowns in communication and trust.

1. NON-VIOLENCE CONFLICT

2. OBJECTIVES
a) Define conflict
b) Causes of conflict
c) Consequences of conflict
d) Types of conflict
e) Ways of dealing with conflict
f) Skills necessary for conflict management
g) Institutions that resolve conflict in community
h) Values related to conflict resolution

3. WHAT IS CONFLICT?
Conflict is a disagreement through which the parties involved perceive
a threat to their needs, interests or concerns

4. CAUSES OF CONFLICT
1. Individual Difference
Inn society, men are not alike in their nature, attitudes, ideal, interest and
aspirations. Due to this difference, they fail to accommodate themselves which
may lead to conflict among them.
2. Cultural Difference
Culture is the way of life of a group. It differs from society to society. The culture
of one group differs from the culture of the other group. These cultural differences
among the group, sometimes cause tension and lead to conflict.

5. 3. Clashes of Interests
The clash of interests of different people makes conflict inevitable. The interests of
the workers clash with those of employer's lead to conflict among them.
4. Social Change:
Conflict also arises due to the difference between rates of social change. The
change in the moral norms of a society and man's hopes, aspirations and demands
leads to conflict .The conflict between the old and new generations is owing to
social changes. Conflict is an expression of social disequilibrium

6. TYPES OF CONFLICT.
1. Relationship Conflict
Disagreements, negative emotions, miscommunication, or repetitive negative
behaviors are the major causes of relationship conflicts. Even the smallest of
problems in relationships can often land up in an unnecessary escalating spiral of
conflicts that can be extremely disruptive and destructive. In order to manage
relational conflict and prevent the most terrible consequences, it is best to accept
and support the expression of perspectives and emotions of the other person in a
balanced manner.

7. 2. Interest Conflict
Extensive disagreements or competition leading to ignorance of one’s needs over
the others, leads to conflict of interests. This often results when the needs and
interests of the opponents have to be sacrificed in order to satisfy one’s own needs.
Therefore, it can be said that interest conflicts likely occur over substantive issues
(money, physical resources, time, etc.), procedural issues (the way the dispute is to
be resolved), and psychological issues (perceptions of trust, fairness, desire for
participation, respect, etc.).

8. 3. Value Conflict
Every culture and religion has its own values that explain what is ‘good’ or ‘bad’,
‘right’ or ‘wrong’ and ‘just’ or ‘unjust’. Conflicts in values occur when individuals
coming from different cultures and religious backgrounds cross each other over
differing opinions of what is right or wrong. This usually occurs when one person
tries to enforce his set of values over the other person.
4. Leadership Conflict
Every individual has his own unique style of leadership and management.
Conflicts occur when each individual tries to impose his leadership and managerial
style over his employees, thereby confusing them. While one leader may be open
and inclusive, the other could be more autocratic or directive in nature.

9. 5. Personality Conflict
Individual personalities can clash at school, home and work. Depending upon one’s
perceptions and emotions, a person draws out the motives and character of another
person. Say, for instance, if you perceive your boss to be rude and inconsiderate, you
would definitely find ways to be out of his team, which, in turn, would cause
disagreements in interest and leadership.
• 6. Style Conflict
Just as a person possesses unique and different leadership and personality traits, so
does his style of completing a delegated task or duty. While this style may be suitable
for some, others can object, thereby leading to conflicts. For example, you are eager
to get something done, while your partner may be laid-back. This can create conflict.
Likewise, your team member could be task-oriented, while you believe in being more
artistic to complete the same project.

10. CONSEQUENCES OF CONFLICT
1.Change
Conflict accelerates change in an organization, especially in small businesses, where it is easy
to formulate and implement new policies. Conflict prompts modification of policies and
operation procedures in the organization. In cases of extreme conflict, the organization may
conduct a complete overhaul of its leadership, bringing in managers with fresh ideas.
2.Goal Congruence
A review of the goals and objectives of the business to meet the needs of conflicting parties
may result into achievement of goal congruence and coherence in operations. Employees,
departments and groups are interdependent within the organization. Competition for scarce
resources is a major source of conflict due to different interests. Conflict forces the
organizations leadership to realign its objectives towards common goals in order to foster
teamwork amongst competing parties.

11. 3. Innovation
Conflict that results into healthy competition cultivates innovation and inventiveness
amongst employees. In times of conflict, there is a high sense of necessity that results
into the emergence of divergent viewpoints amongst employees. It is imperative among
the employees to develop new strategies and ways of conducting business in order to
keep up with internal competition from their colleagues.
4. Sub-Optimization
In instances where conflicting parties engage in extreme disagreement, sub-
optimization may result. When conflicting parties push the pursuit of their own interest
excessively, the organizations goals end up compromised. Instead of working together
to achieve the organization's goals, conflicting parties engage in needless feuds that
result in superiority contests. Distortion of goals occurs as parties embark on
undermining each other's efforts.

12. 5. Waste of Time and Resources
The business may lose precious time and resources at times of conflict. Instead of
concentrating on meeting their objectives, employees waste time on divisive
issues. Misuse of business materials and funds is quite rampant when conflicting
parties engage in "warfare." Wrangles, stress and emotional confrontations reduce
the workers' productivity, and eventually, the profitability of the business.

13. ADDITIONAL POINTS
• 1. Negative Consequences of Conflict
• a) On Individuals
• Stress and Mental Health Issues: Prolonged conflict can lead to anxiety,
depression, and burnout.
• Reduced Productivity: Conflict diverts energy from constructive tasks, leading to
lower performance.
• Physical Health Problems: Chronic stress from conflict may result in health issues
like headaches, high blood pressure, or weakened immunity.
• Loss of Self-Esteem: Personal conflicts can damage confidence and lead to feelings
of inadequacy.

14. b) On Relationships
• Breakdown of Trust: Repeated conflicts without resolution can erode trust between
individuals or groups.
• Communication Barriers: Conflicts often result in poor or non-existent
communication, deepening misunderstandings.
• Social Isolation: Unresolved conflict can push individuals away from social
networks.
• c) On Organizations
• Reduced Teamwork: Conflict creates divisions and inhibits collaboration.
• Loss of Talent: Employees or students may leave due to a toxic environment.
• Financial Losses: Conflicts can result in legal disputes, decreased productivity, and
absenteeism, costing organizations significantly.

15. • d) On Societies
• Political Instability: Large-scale conflicts can lead to governance issues and
rebellion.
• Displacement: Conflicts may force individuals or communities to flee their homes,
causing humanitarian crises.
• Destruction:Violent conflicts can lead to the destruction of infrastructure, property,
and cultural heritage.
• Polarization: Conflicts based on ethnicity, religion, or ideology can deepen divisions
within societies.

16. 2. POSITIVE CONSEQUENCES OF CONFLICT
• a) On Individuals
• Personal Growth: Resolving conflicts can enhance self-awareness, emotional
intelligence, and problem-solving skills.
• Increased Resilience: Successfully navigating conflict makes individuals more
adaptable to future challenges.
• b) On Relationships
• Stronger Bonds: Resolving disagreements constructively can strengthen trust and
understanding.
• Improved Communication: Conflict often compels people to clarify their thoughts
and feelings, leading to better communication.

17. • c) On Organizations
• Innovation and Creativity: Conflicts challenge conventional thinking and
encourage innovative solutions.
• Improved Processes: Addressing the root causes of conflict can lead to systemic
improvements.
• Team Building: Collaboratively resolving conflict fosters unity and stronger teams.
• d) On Societies
• Social Awareness: Conflicts often highlight social inequalities or systemic issues,
driving reform and justice.
• Policy Improvements: Resolving societal conflicts can lead to better governance
and policies.
• Community Empowerment: Grassroots movements born out of conflict can
strengthen local communities.

18. CONFLICT STYLES AND THEIR CONSEQUENCES
1. Competing
is a style in which one's own needs are advocated over the needs of others. It
relies on an aggressive style of communication, low regard for future relationships,
and the exercise of coercive power. Those using a competitive style tend to seek
control over a discussion, in both substance and ground rules. They fear that loss
of such control will result in solutions that fail to meet their needs. Competing
tends to result in responses that increase the level of threat.
2. Accommodating
also known as smoothing, is the opposite of competing. Persons using this style
yield their needs to those of others, trying to be diplomatic. They tend to allow the
needs of the group to overwhelm their own, which may not ever be stated, as
preserving the relationship is seen as most important.

19. 3. Avoiding
is a common response to the negative perception of conflict. "Perhaps if we don't
bring it up, it will blow over," we say to ourselves. But, generally, all that happens is
that feelings get pent up, views go unexpressed, and the conflict festers until it
becomes too big to ignore. Like a cancer that may well have been cured if treated
early, the conflict grows and spreads until it kills the relationship. Because needs and
concerns go unexpressed, people are often confused, wondering what went wrong in
a relationship.
4. Compromising
is an approach to conflict in which people gain and give in a series of tradeoffs.
While satisfactory, compromise is generally not satisfying. We each remain shaped
by our individual perceptions of our needs and don't necessarily understand the other
side very well. We often retain a lack of trust and avoid risk-taking involved in more
collaborative behaviors

20. 5. Collaborating
is the pooling of individual needs and goals toward a common goal. Often called
"win-win problem-solving," collaboration requires assertive communication and
cooperation in order to achieve a better solution than either individual could have
achieved alone. It offers the chance for consensus, the integration of needs, and the
potential to exceed the "budget of possibilities" that previously limited our views
of the conflict. It brings new time, energy, and ideas to resolve the dispute
meaningfully

21. INSTITUTIONS THAT RESOLVE CONFLICT IN
COMMUNITY
 Courts
 Schools
 Church
 Chief camps
 Mediation and conflict resolution centers

22. ASSIGNMENT
a)Elaborate Skills necessary for conflict management
b)explain Values related to conflict resolution in a learning
institution
c)explain reasons why conflict is important