This document discusses peace studies and conflict resolution. It begins with an introduction to peace studies, noting it is an interdisciplinary field that seeks to build sustainable peace through research and practice. It examines the root causes of violence, strategies to prevent and transform conflicts nonviolently, and approaches to promote structural change. The document then provides more details on basic concepts in peace and conflict resolution, including that conflict is inherent in human behavior and the field seeks to reduce violence and transform societies through nonviolent means. It also gives an overview of some of the major types and causes of conflicts as well as elements and processes of conflict resolution.

1. PEACE STUDIES &
CONFLICT
RESOLUTION

2. PEACE
STUDIES &
CONFLICT
RESOLUTION

3. PEACE
STUDIES &
CONFLICT
RESOLUTION

4. PEACE STUDIES
& CONFLICT
RESOLUTION
 INTRODUCTION
 Peace is state of quiet or tranquility: such as:
freedom from civil disturbance. It is a state of
order or security or within a society provided for
by custom or law.
 PEACE STUDIES is an interdisciplinary field of
inquiry animated by a desire to build sustainable
peace at all levels of society through policy-
relevant research and practice on a broad range
of pressing topics, including:
 Concepts and processes that demand justice,
promote healing, and create more equitable
societies;

5.  The root causes of violence in all its forms,
including physical, structural, cultural, and
environmental
 Strategies to prevent, end, and transform violent
conflict through nonviolent means; and
 Approaches to promote structural and
institutional change at local, national, and global
levels.
 The field recognizes that conflict is inherent in
human behavior and seeks to harness conflict
through nonviolent means to reduce violence and
transform societies.

6. BASIC CONCEPTS PEACE & CONFLICT RESOLUTION
 Peace and Conflict Resolution is concerned with how violence and conflict can be seen and resolved through
the intersections of governance, human rights, democracy, poverty, and gender.
 The study is a social science field that analysis and identifies violent and nonviolent behaviours as well as the
structural mechanisms attending conflicts (including social conflicts), with a view towards understanding
those procedures that lead to a more desirable human condition.
 The field recognizes that conflict is inherent in human behavior and seeks to harness conflict through
nonviolent means to reduce violence and transform societies.
 Peace studies provides undergraduates with the opportunity to see the world as it ought to be, rather than
simply how it is.
 It equips the students with the knowledge to understand the root causes of violent conflict, develop
nonviolent ways of resolving violence, and building a peaceful community.
 Unlike other declining specializations happening in some other fields, Peace Studies has continued to expand
since then.

7. Johan Galtung: The
Father of Peace Studies
His experiences as a child (such as
his father’s imprisonment in a Nazi
concentration camp) shaped his
determination to work for peace.

8. WHAT IS CONFLICT?
 Wouldn't the world be a better place if all the conflict was gone? While on the surface, we may think that this is a
great thought, let's think deeply about what causes conflict and what happens after a resolution is found. For
instance, think back to your favorite book or movie. Was there any conflict in it?
 Absolutely Yes, there was conflict. The fundamental recipe for a story plot is: Introduce your characters, discover
the conflict, resolve conflict, and farewell your characters. Clearly, for stories that do not have a happy ending, the
resolution of the conflict portion changes. This plot progression is true of shows aimed at the youngest of
audiences (for example, the bear wants honey out of the tree but must trick the bees to get it).

9. WHAT IS CONFLICT?(contd.)
 Conflict is simply different actions or ideas, that are often related to the selfish
pursuit of needs (known and unknown) that end in a state of unrest. Conflict is a
necessary and permanent part of human existence. The major thing to remember
is that conflict is natural. It can be a slight conflict that causes no harm or a
terrible conflict that the outcome is irredeemable damage.
 Conflict itself is neither good nor bad. When conflict is handled maturely with an
eye to a positive resolution, it can in most cases, lead to growth among all the
conflicting parties. There are four main types of conflict, and they stem from
many sources

10. TYPES OF CONFLICTS
When looking for the source of a conflict, it's essential to recall that the
various types of conflict reflect where the conflict originates (internally or
externally) and the number of people involved (personal or group).
According to Maria Airth,2018, there are four main types of conflict, and they
stem from several sources or ideas that lead to instability. This lecture
reviews the major types and sources of conflict with some examples.

11. TYPES OF CONFLICTS(Contd.)
Interpersonal Conflict
Conflict that exists between two people is called interpersonal conflict. The conflict is external to each
person and exists only between the two people. Interpersonal conflict can be seen any time two
people disagree on a topic. We see it in children when they fight over a single toy and when adults
argue over politics or football. Because we have different likes and dislikes, enjoy different things, and
view the world from different perspectives, interpersonal conflicts are bound to happen.

12. TYPES OF CONFLICTS(Contd.)
Intrapersonal Conflict
Remembering that the prefix 'intra-' means originating internally, you can see that intrapersonal
conflict is when you feel conflicted about your own thoughts or actions. Maybe you've always told
people they should help homeless people, and then, when you see a homeless person on the street,
you become afraid and turn away. The disconnect between your words and actions may cause internal
turmoil. Intrapersonal conflict is always a psychological battle for the person experiencing it. While
intrapersonal conflict can be difficult, its resolution results in a stronger understanding of yourself.

13. TYPES OF CONFLICTS(Contd.)
Intergroup Conflict
'Inter-' means external and 'group' means sets of multiple things, so intergroup conflict relates to
conflicts that happen between solidified groups of people. This type of conflict happens constantly
during any heated political campaign. It isn't just the two candidates in conflict, but individuals who
strongly identify with one or the other may be involved in the clash of ideas and ideology.

14. TYPES OF CONFLICTS(Contd.)
Intragroup Conflict
This conflict occurs when two or more members of the group do not agree on a certain topic. It is a
conflict within a team, where members conflict over goals or processes. For instance, a lecturer may
want to take a risk to hold a class for 200 level students in the night, despite dissenting opinions
among many members of the class . Intragroup conflict occurs among them as they debate the pros
and cons of taking such a risk.

15. CONFLICT ISSUES
Conflict arises from differences, both small and large. It occurs whenever
people disagree over their values, motivations, perceptions, ideas, or desires.
Sometimes these differences appear trivial, but when a conflict triggers strong
feelings, a deep personal need is often at the core of the problem. There are
five major causes of conflicts:

16. FIVE MAJOR CAUSES OF CONFLICTS
1. Data (Information) conflicts: This arises when people have different or insufficient
information or disagree over what data is relevant e.g, a person buys company car from a
friend or neighbour who works in that company based on insider information they have
received from the friend or neighbour ,but discovers the car is faulty.
This occurs when people lack the necessary information needed to make a wise decision, are
misinformed, disagree over which data are relevant, interpret information differently, or have
competing assessment procedures. This type of conflict is usually the easiest to resolve, by
adopting a process to ensure both parties perceive the data in the same way.

17. FIVE MAJOR CAUSES OF CONFLICTS
(CONTD)
2. Values conflicts: means two opposing beliefs are at play and one or more people involved
feel pressure to conform. The good news is different values do not have to create conflict. For
example, parents bar their teenager from attending a night party because they think it might
be dangerous to attend a party in night, however, the teenager thinks otherwise. Values
conflict is caused by actual incompatible value systems or perceived values. Values are beliefs
people hold on, to explain what is right, or wrong or good and bad and to give meaning to
life. Value conflicts happens only at the point when people are attempting to force one’s set
of values on another or claim to exclusive value systems, that do not give space for divergent
beliefs.

18. FIVE MAJOR CAUSES OF CONFLICTS
(CONTD)
3. Interest conflicts: This happens when an individual's personal interests, such as friendship,
finances, status, or family, aids a compromise decisions or judgement.
4. Relationship conflicts: This kind of conflict is a disagreement between two or more
people (e.g., classmates, friends, siblings, or neighbours). The main cause of the conflict might
be differences in beliefs, opinion, personality, experience, taste etc. They occur due to the
presence of strong emotion (e.g., hatred, mistrust, or jealousy) and are created by poor
communication, perceptions, stereotypes etc. it is usually fuelled by disputes that cause them
to escalate.

19. FIVE MAJOR CAUSES OF CONFLICTS
(CONTD)
5. Structural conflicts: This is often caused by the oppressive patterns of human interactions.
These patterns are usually shaped by external forces to those people in the dispute. In most
cases, the disputants have no reason whatsoever to conflict with one another, other than the
structural issues that are imposed on their relationship. These conflicts can be resolved by
identifying the specific structural issues and working to change it. Acceptance of the status
quo can create structural conflict.

20. WHAT IS CONFLICT RESOLUTION?
Conflict resolution is the process of ending a dispute or disagreement and reaching an
understanding or agreement that satisfies all parties that are involved in that conflict.
Since conflict is an essential part of human beings, effective conflict resolution cannot
be designed to avoid disagreements. For example, Assertiveness by a lecturer who
convenes a meeting between two students who have engaged in a public dispute.

21. WHAT IS CONFLICT RESOLUTION?(contd.)
The objective of conflict resolution in the example stated above is not to decide the
person that is right or wrong. The objective is to reach a solution that everyone can
accept to live with. It is first, to look for the needs of those involved in the conflict,
rather than finding solutions. This is a powerful tool for generating win/win situations.

22. ELEMENTS OF CONFLICT RESOLUTION
In the heat of conflict, it can be difficult to think rationally about how you got where
you are and how you might make things better. But by taking a break to consider the
elements of conflict, you can move toward a more rational assessment of the dispute
and come up with ways to address it.
3 Elements of Conflict
Although there are many elements of conflict, the following three are among the most
notable:

23. ELEMENTS OF CONFLICT RESOLUTION(contd.)
1. Interests.
Conflicts often arise when we fail to carefully think through our own interests. For
example, you may take offense after hearing through the grapevine that a classmate
took full credit for a project you undertook and completed together. You certainly have a
short-term interest in correcting that false impression if it’s true. At the same time, you
may be overlooking a greater long-term interest: contributing to a functional school
environment where conflicts are handled productively, and relationships grow stronger.
When you bring such long-term interests to the forefront, you become more capable of
looking into the rumor carefully rather than immediately confronting your classmate.

24. ELEMENTS OF CONFLICT RESOLUTION(contd.)
When conflicts escalate, a new interest can emerge: the desire to punish or otherwise
harm the other party for perceived wrongdoing. Read the works of Gabriella Blum and
Robert H. Mnookin in The Negotiator’s Fieldbook (ABA, 2006). This interest in
exacting revenge often arises when we assume the worst about the other party and their
contribution to the conflict. More specifically, due to the fundamental attribution of
error, a pervasive human tendency, when things go wrong in our lives, we often blame
factors outside of our control; but when things go wrong for others, we tend to blame
the fundamental aspects of their character.

25. ELEMENTS OF CONFLICT RESOLUTION(contd.)
For example, if your roof leaks a year after it’s been replaced, you may accuse the roofing
company of doing a bad job, while the roofing company may blame you for not cleaning
your gutters. The truth may lie in a gray area in between. When managing conflict in
families or organizations and beyond, acknowledging our own potential contribution to
conflict can help us focus on our long-term interests and negotiate solutions.

26. ELEMENTS OF CONFLICT RESOLUTION(contd.)
2. Alternatives.
Our alternatives are another case of the primary elements of conflict. Experienced
negotiators understand the importance of identifying their best alternative to a
negotiated agreement (BATNA)before talks get underway. BATNA is the course of action
that a party or group engaged in negotiations will take if talks fail, and no agreement
can be reached. When we have a strong sense of our BATNA, we will position ourselves
to accept no less than we can get elsewhere and increase our bargaining power.

27. ELEMENTS OF CONFLICT RESOLUTION(contd.)
Parties involved in conflict also need to consider their BATNA—that is, what they will do
if they fail to resolve the dispute. Depending on the situation, this may mean ending a
relationship, making a formal complaint, or even filing a lawsuit.
Unfortunately, we tend to be overly optimistic about our odds of prevailing in litigation,
arbitration, and other high-risk methods of conflict resolution. Researchers have found
that we tend to overestimate the likelihood that a judge or other arbiter will rule in our
favor.

28. ELEMENTS OF CONFLICT RESOLUTION(contd.)
To avoid this trap, we (and our lawyers) need to spend at least as much time thinking
about the evidence and opinions that the other side would present as we spend thinking
about the merits of our own case. When we do, we can arrive at a more rational
assessment of what happened—and become more willing to negotiate an end to the
conflict.

29. ELEMENTS OF CONFLICT RESOLUTION(contd.)
3. Identity.
Conflicts often tap into our deepest sense of our own identity. To take a couple of
examples of conflict situations, if your HOD accuses you of doing a poor job on an
assignment, you may feel as if your identity as a skilled, hard-working student is under
attack. And if you lose your temper when scolding your sibling for making a mess just
after you’ve cleaned the house, you may question your identity as a reasonable,
empathic sibling. Because they lead us to question our essential competence and
goodness, such “identity quakes” can knock us off-balance and worsen conflict. When
the other party feels similarly attacked, we may conclude the relationship is beyond
repair.

30. ELEMENTS OF CONFLICT RESOLUTION(contd.)
Read the works of Douglas Stone, Bruce Patton, and Sheila Heen in their book
Difficult Conversations: How to Discuss What Matters Most.
According to Stone, Patton, and Heen, an important step in conflict management is to
explore and acknowledge our identity issues. We need to think through our own
vulnerabilities, some of which may date back to childhood, and how they may be
resonating in the present. If you often felt overlooked as a child, you may be quick to
believe that others are excluding or ignoring you.

31. ELEMENTS OF CONFLICT RESOLUTION(contd.)
Remember that such conclusions can be a misreading of the problem. By considering
our contributions and forgiving ourselves for our mistakes, we can become more
capable of listening to the other party’s perspective—an important step in resolving
conflict.
What other elements of conflict have you observed in your own disputes, and how have
you addressed them?

32. THE RPOCESSES OF CONFLICT