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Mastering The Art Of Writing A Great Conflict Essay

Table of Contents

… But how to write a conflict essay?

This task can become a real stone of stumbling for many students, especially when they write admissions essays.

The practice shows that students tend to describe conflicts in the one-dimensional narrative, where one side of the conflict is depicted as a knight in shining armor and the other side is a complete villain.

Of course, it is the simplest way to manage conflicts (as anyone sees clearly, who is right), however, this approach highlight the inability to give an unbiased assessment of both sides of the conflict.

Here we will cover the essentials of writing such essays and how to avoid the most common mistakes in the conflict papers.

Studying the basics of the conflict essay

What is conflict, and what are its causes? Is it possible to avoid it, and how to solve it? Who are the participants, and is there a possibility for them to have a peaceful order? Here are the main points that should be covered in your text.

But what are you going to write about?

Different vocabularies give so many different definitions of this term that it is so easy to be bamboozled by all these meanings.

A war of a fight.
A mental struggle.
An opposition of persons or forces.
Anything that sets the character back from achieving a specific goal (in fiction).

That is why it is crucial to read and understand the task before you start writing.

Writing guideline for the essays about conflict

Your journey to the perfect paper should start with the proper investigation:

What is the type of conflict you are writing about?
What are its reasons?
What are the consequences?
How to solve it?

Taking into consideration all mentioned above, it becomes clear that the disagreement between two people does not limit the type of conflict. It also may cover a conflict between a man and society or nature, or even a fight against self.

And do not forget about the key players: the protagonist and antagonist of the conflict.

As soon as you have defined the central conflicts and leading players, it is time to gather facts that prove this point of view. Arm yourself with a pen and start searching for the evidence of conflict in the literary work, if your task is to cover the conflict depicted in a novel or a poem.

You may use many sources for data collection; however, make sure that they are reliable and relevant. And do not forget to jot down the information about the source for proper referencing; otherwise, using materials without appropriate arrangement will be considered plagiarism.

Carefully analyze gathered material and single out a precise thesis statement that will be the basis of the paper. Later it will become the last sentence of the introduction, but now it is the basis of the outline for your essay on conflict. The basic outline template for such paper will look like this:

A hook sentence – an interesting fact, question, quote, or anecdote.
Introduction part that makes readers aware of the conflict.
Thesis statement.
3 body paragraphs , each with one issue of the conflict and several proofs.
Address whether the conflict was resolved or not.
You may also discuss the ways of avoiding or solving the conflict.
The conclusion should cover the main points of the paper with the rephrasing of a thesis.

Breaking down a personal conflict essay

Two types of conflict can be covered in the essay – personal and internal. Personal, on its turn, can be divided into a conflict between people, or a person and organization, or a person and a state (especially in the countries of the totalitarian regime).

Usually, students prefer to describe their own conflict experience, for example, with parents or peers. In this case, one has to define the purpose of writing as thereon hangs the tone of the text. For example, the aim is to show that there are no right or wrong, but two legitimate points of view.

Then the tone of the paper will be empathic as the writer has the insight into the opposite point of view and there are two sides of every story.

What about an internal conflict essay?

Such essays deal with the psychological conflicts inside one person. Thus, they discuss what happens when we have to do something that is against ethical standards or values, or the clash of logical and emotional response to something.

Here much prominence should be given to the ways of overcoming this conflict and as a result, becoming a better person.

And in both cases, it is necessary to follow these guidelines to improve the quality of the text:

Pay attention to the task requirements: do not exceed the word limit , arrange the quotes according to the chosen referencing style, format the paper properly.
Make sure that the paper is plagiarism-free .
Edit and proofread the text.

Take advantage of a well-written conflict essay example

As they say, seeing once is better than hearing twice. When you look through a top-notch paper written by a professional writer, everything clicks into place.

What is more, you can use such paper as a template for your own paper and as a source of inspiration.

…What’s not to love?

Can’t complete such task in time? Entrust it to the professionals! Save time and energy, while your flawless paper will be ready for you in no time!

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Conflict Essays

Conflict Essays (Examples)

1000+ documents containing “conflict” .

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Conflict management and work teams.

Conflict Management: Case Evaluation According to Wall & Callister (1995), conflict may occur at the interpersonal level in which an individual comes into conflict with others. Perhaps, conflict may occur at the intergroup level, whereby some level of contention exists between or among groups. Last, conflict may occur between or among organizations, which is known as interorganizational. egardless of the level, experiencing conflict breeds frustration, anxiety, and the dreaded fear of the unknown outcome. Although associated feelings are a byproduct of an unpleasant and natural occurrence, it is necessary for people to progress through the cycle. "As with any social process, there are causes; also, there is a core process which has results or effects. These effects feed back to affect the causes. Such a conflict cycle takes place within a context (environment) and the cycle will flow through numerous iterations (Wall & Callister, 1995, p. 516). For further analysis, an….

Bobot, L. (2010). Conflict management in buyer-seller relationships. Conflict Resolution Quarterly, 27(3), 291-319. doi:10.1002/crq.260

Wall Jr., J.A., & Callister, R. (1995). Conflict and its management. Journal of Management, 21(3), 515.

Conflict Identification and Resolution in the Current

Conflict Identification and esolution In the current team I am on where I work, there is conflict between myself and another worker, mostly because he always tries to lead but I was assigned to be the team leader. The usurping of my authority and goals has been ongoing, and efforts to mitigate it have been unsuccessful. The source of this conflict would seem to be the other person, but the true source of the conflict is that he and I are both very similar in the way we approach things, and we are both natural leaders. Although I was chosen by our manager to lead the team, my coworker is used to being a leader and has a difficult time restraining himself from taking over and taking the lead in numerous situations. This current team is not the first place where he has done this, either to me or to other….

Aureli, F. & de Waal, F.B.M. (eds). (2000). Natural conflict resolution. Berkeley, CA: University of California Press.

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

Wilmot, W. & Hocker, J. (2007). Interpersonal conflict. New York, NY: McGraw-Hill Companies.

Conflict in Shiloh in Shiloh

Indeed, Norma Jean had on several occasions hinted that she was not comfortable in the relationship. She kept hinting that she was on the way out of the said relationship. Although Norma Jean has already made up her mind that she does not want to stay in the relationship, Leroy still attempts to convince her not to leave him. Apart from the conflicts identified above, several other person to person conflicts can be easily identified throughout the text. For instance, there exists conflict between both Leroy and Norma Jean and Mabel. The source of conflict in this case is the desire Mabel harbors to have Leroy and Norma Jean visit Shiloh. Both Norma Jean and Leroy are not so keen on visiting the proposed place though. They only give in after Mabel becomes rather insistent. Norma Jean's smoking habit also brings about some form of conflict between her and her….

Conflict a Trading Floor What Are the

Conflict a Trading Floor What are the stakes for the protagonist in "Conflict on a Trading Floor?" What options are available? The four different options that are available for First America include: restructuring the deal, allowing the transaction to proceed, reporting the various discrepancies to upper management and letting Poseidon executives know about the conflict. ("Conflict on a Trading Floor," 2006) The four stakes include: the relationship with the client, possible issues with ethical violations, regulatory challenges and the image of the firm over the long-term. The combination of these different elements is important, because they are showing the choices and outcomes from these actions. "Conflict on a Trading Floor," 2006) Which would you choose? The best option is to restructure the deal. The reason why is because of the unusually high fees that are being charged. This will hurt the relationship between the bank and Poseidon. Once this happens, is when the firm will….

Conflict on a Trading Floor. (2006). Harvard Business School.

What We Do. (2012). IMF. Retrieved from: http://www.imf.org/external/about/whatwedo.htm

Kent, A. (2009). Beyond Compliance. Singapore: NAU Press.

Schuerkens, U. (2008). Globalization. New York, NY: Routledge.

Conflict and Its Management as

This led him to not be concerned about future inspections. Yet, new members had joined the team and did not know how to handle inspection processes. The other team members did not step up to inform them because they thought the Commanding Officer would fulfill his responsibilities and do so himself. This lack of communication then was one of the biggest causes of the later conflict at hand. Communication is often a major source of conflict in any organization. Here, the article states that "Communication-based misunderstanding becomes especially prevalent if the other is angry, dislikes, or distrusts the party" (Wall & Callister 1995 p 522). In this, the lack of communication could have easily generated negative feelings and resentment, if not immediately fixed and adjusted after the lowered grade was received. Another source of the conflict resides within the structure of the group itself. Wall & Callister (1995) state that….

Alper, S., Tjosvold, D., & Law, K.S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53, 625 -- 642.

Barker J, Tjosvold D, Andrews IR. (1988). Conflict approaches of effective and ineffective managers: A field study in a matrix organization. Journal of Management Studies, 25, 167-178.

Wall, James a. & Callister, Ronda Roberts. (1995). Conflict and its management. Journal of Management, 21(3). 515-558.

Conflict Management an Examination of

These conflicts do not affect only the people involved, but may affect an entire nation, especially in the case of the latter type of conflict. There are, indeed, many types of conflict, just as there are many potential solutions to conflict. With any kind of solution comes a good understanding of the roots of the conflict, but also of the personalities involved and how mutual respect and understanding, as well as a lasting peaceful outcome, can be achieved. n the Chinese setting, for instance, conflict stemmed from demanding superiors, inconsistency between theory and practice and favoritism. (Leung, 2007) in the same setting, the employees employed conflict resolution strategies that were focused on avoidance and cooperation between certain kinds of employees. Despite the more unique character of the above-described situation, it is important to note that conflict resolution stems from the same kind of basic emotional and psychological feelings and can be….

I believe that one of the best ways in which to resolve any conflict is through communication. This can attain understanding and respect, which are two key elements to preventing future conflict. A peer mediator is necessary in order to achieve these outcomes, however, and he or she must be a very good mediator who is willing to listen and provide good feedback and easily implemented solutions. (Resolution Remedies, 2010) it is only in this way that conflict can truly be avoided in the future.

*Please note that all sources attached by the customer were utilized, including Shakar and Leung. The citation for the independent source is as follows:

No Author. The ADR Process. 2010. Resolution Remedie. Retrieved from, .

Conflict Management Approaches and Human

283). Essentially, interests-based strategies are used in outcomes in which one desires either fairness of organization effectiveness, for the simple fact that this stratagem frequently requires the use of third-party intervention. In most instances, that third party will merely assist in facilitating the resolving of such a conflict by speaking to each disputant and helping them to solve the conflict for themselves. The third-party's role is strictly supplementary, unless it chooses to combine this particular strategy with a power-based one. Those who can intervene as a third party include either supervisors or other organization members, which usually attempt to do so on a fairly informal basis. Disputants can also employ this strategy without a third party by engaging in "positional negotiating" (Schachar, 2001, p. 23) with one another. The more effective of these strategies, however, appears to be the power-based approach for settling conflicts within an organization. There are a….

Shachar, M. (2011). Conflict Resolution Management Textbook.

TUI University. "Foundations of conflict resolution." NCM 501. Module 3.

Jameson, J.K. (1999). "Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework." International Journal of Conflict Management. Bowling Green. 10 (3): 268-294.

Conflict in the Workplace While Not All

Conflict in the Workplace: While not all conflict is negative, conflict is an inevitable aspect of the modern business life and working environment because where there are people, there is conflict. When considered as a positive measure, conflict in some workplaces can be regarded as healthy since it is an opportunity for the business to effect positive change. On the contrary, unhealthy conflict can also occur in the workplace when it has the potential of causing negative consequences on the business. Some of the most common causes of conflict in the workplace include poor communication, poor leadership, overwork, job stress, favoritism, unrealistic work expectations, and personality clashes. However, in the past few years, workplace conflict has also originated from cultural factors because of the increase in globalization. The modern business environment is characterized by numerous attempts to include people from diverse cultural backgrounds as crucial aspects of the success and profitability….

References:

Elfenbein, H.A. & O'Reilly, C.A. (2005), Fitting In: The Effects of Relational Demography and Person-Culture on Group Process and Performance. Stanford Graduate School of Business, viewed 14 August 2012,

LeBaron, M (2003), Culture and Conflict, Beyond Intractability, viewed 14 August 2012,

Watt, B. (2005), How to Hire for Cultural Fit, HC Online, viewed 14 August 2012,

Conflict Management and Negotiation Case 8 Sick

Conflict Management and Negotiation, Case 8 Sick Leave Kelly, Mark and Suzanne -- two Canadians and a British citizens, respectively -- are working as Assistant Language Teachers (ALTs) within the Japan Exchange and Teaching Program (JET) in Soto, Japan. In an effort to improve the English education standards used in Japanese schools, the national government designed the JET program to facilitate the exchange of English teachers from international locales. Government agencies and other educational experts believed that the process of exchanging teachers would serve to further the growing commitment to internalization on the municipal level, emphasizing the value of English-language competency for Japanese citizens and government workers. In order to properly address the instance of workplace issues or complaints from its ALTs, the JET program allowed for a process of resolution mediated by the Conference of Local Authorities for International elations (CLAI). Although the CLAI program was intended to be proactive….

Lewicki, J.R., Barry, B., & Saunders, M.D. (2011). Essentials of negotiation (5th ed.). New

York, NY: McGraw Hill. ISBN-13: 9780073530369

Lewicki, J.R., Barry, B., & Saunders, M.D. (2010). Negotiation: Readings, exercises and cases

(6th ed.). New York, NY: McGraw Hill. ISBN-13: 9780073530314

Conflict Management the Purpose of

In reviewing the main considerations that define conflict management situations and in making a determination which strategy has a likelihood of being effective the factors to be considered are: Issue Importance Relationship Importance Relative Power It is important to consider the importance of the issue, which has been done and although the conflict is centered around important issues the resolution is not one that lack of resolve creates immediate demand of resolution through force. In terms of relationship, the situation is one that suggests fostering of relationships through the resolution process to be vital. As to relative power, that power held by supervisors does not need to come into play unless no other form of resolution is successful. Recommendation for Resolution of Conflict: After having performed research of conflict resolution and studied the methods utilized by other institutions in conflict resolution it is stated as a recommendation that the method of "Collaboration" be used in reaching….

Bibliography

Conflict Management Style and Strategy (nd) Wright State University College of Business [Online available at http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#the]

Lingren, Herbert (1983) Managing Conflict Successfully [Online available at http://ianrpubs.unl.edu/family/heg181.htm ]FileHEG181 F-9, Relationships Issued September 1983;

Braley, Richard (nd) Conflict Management Styles [Online available at http://www.cameron.edu/~richardb/V_CMStyles.html

Conflict Management Styles (nd) Congregational Resource Guide Online available at http://www.congregationalresources.org/PWD/P4.4.asp ]

Conflict in a Separate Peace Conflict Can

Conflict in a Separate Peace Conflict can be said to be a disagreement which is brought about by a threat (real or perceived) to the interests or needs of an individual or group of individuals. When conflict is between several parties, it is referred to as external conflict. However, when the same occurs within an individual, it is referred to as internal conflict. In this text, I take into consideration the conflicts (both external and internal) that were faced by Leper, Brinker and Finny in the novel, 'A Separate Peace.' I also look at how each of the three characters resolved the conflict. Conflicts Faced by Finny Finny's internal conflict is well brought out in the novel. Though he is talented when it comes to athletics, Finny is apprehensive of Gene's academic performance. An academic genius, Gene in one instance complains to Finny about his dismal grade in a certain mathematics test. In….

Conflict Resolution at General Hospital

As a result, any kind of negotiation would involve some form of give and take from both sides. (Loo, 2006, pp. 24 -- 25) Recommend a strategy for Hammer to resolve the problem. To resolve the situation, Hammer must sit down with: the doctors, Harding and Dr. oyer. At which point he would listen to the issues that were caused by the new system she implemented and possible ways that the issue can be rectified. At the same time, he would listen to why Harding utilized the approach that was taken, instead of working with the staff. Once Hammer has listened to both sides, he would bring Dr. oyer back to the hospital, to address the problems with EKGs. The system that Harding is using would be suspended until a workable approach can be established. ecause Harding went on vacation and refused to discuss the issue with the staff, she should….

Choosing a Conflict Management Style. (n.d.). Dispute Resolution Ohio. Retrieved from: http://disputeresolution.ohio.gov/schools/contentpages/styles.htm#avoiding

Chitwood, R. (2004). The Lack of Leadership is why Companies are Hurting. Max Sacks. Retrieved from: http://www.maxsacks.com/articles/article0803.html

Fisher, E. (2004). The Art of Managing Everyday Conflict. Westport, CT: Praeger.

Loo, T. (2006). Dealing with Difficult People. Street Negotiation. (pp. 24 -- 25). Ostego, MI: Page Free Publishing.

Conflict Management and Conflict Resolution

Conflict Management and Conflict esolution in Literature review "The Administrative Power Grab" attempts to manage the conflict between the power that the leader posses and the ability to use that power properly. On the one hand, some leaders utilize the power that they have to act as tyrants which leads to greater conflict within the school because people believe that their opinions are not being heard or implemented into the overall organizational strategy. The article attempts to explain that there can be a happy medium between having power and managing that power in ways that are appropriate and effective. This particular article seems to focus more on conflict management than conflict resolution. This emphasis is most evident in the fact that the author does not really expound upon the ways in which conflict can be solved instead the focus is on avoiding significant conflict by harnessing the power of the leader….

Cook V.S., Johnston L.M. (2008) Where Does Conflict Management Fit in the System's Leadership Puzzle? AASA Journal of Scholarship and Practice. 4(4). 12-15

"Leadership Styles." Retrieved May 27, 2010 from; http://www.mindtools.com/pages/article/newLDR_84.htm

Edgar H. Schein (1997) Organizational Culture & Leadership. Retrieved May 27, 2010 from; http://www.tnellen.com/ted/tc/schein.html

Richard D. Sorenson (2007) the Administrative Power Grab. The School Administrator. 6 (64) Retrieved May 27, 2010 from; http://www.aasa.org/SchoolAdministratorArticle.aspx?id=6678

Conflict Management Not a Contradiction

"Try to find out what really is driving the other side's agenda. it's vital to know the real need behind a person's position" (Tyler 2004:2). Conflicts should also be expressed as rationally as possible, without too much unnecessary emotion, although if emotional difficulties are at the heart of the issue, it is not inappropriate to allow them to enter the fray, so long as it is done respectfully. Saying that 'you hurt my feelings' is an accurate statement, saying 'I know you meant to hurt me,' comes across as an attack and imputes motive onto the other party. In fact, in highly fraught matters, it can be "important to acknowledge the emotions first and get those out of the way" (Tyler 2004:1). But allowing emotions to be expressed does not mean a no-holds-barred verbal boxing match; rather it is best to avoid all intentionally harmful statements that communicate nothing but anger.….

Works Cited

Roper, Greg. (May 2005). "Managing employee relations: develop interpersonal communications and conflict-management skills to better manage employee relations." HR Magazine. Retrieved 3 Apr 2007 at http://www.findarticles.com/p/articles/mi_m3495/is_5_50/ai_n13721394

Tyler, Kathryn. (Nov 2004). "The art of give-and-take: negotiation skills can help HR professionals in almost every aspect of their careers." HR Magazine. Retrieved 3 Apr 2007 at http://www.findarticles.com/p/articles/mi_m3495/is_11_49/ai_n7072280/pg_3

Conflict in School Systems The

In this regard, Ouchi points out that, "If there are rival business associations or if the ethnic organizations are in conflict with each other, you must get them together for their common good and for the good of the children" (20). Conclusion The research concerning the impact of conflict and what forms conflict can assume in school systems showed that a wide range of conflict types can occur between and within school boards, school administrators, teachers, parents, and the surrounding community, including language, differences concerning the importance of various federal and state mandates such as the No Child Left Behind Act, and the types of curricular offerings that should be provided. Other sources of conflict included basic differences over individual values and preferences, and because resources are by definition scarce, budget issues were also shown to be common source of conflict. In the final analysis, it is reasonable to conclude that….

Anderson-Butcher, Dawn and Deb Ashton. 2004, January. "Innovative Models of Collaboration

to Serve Children, Youths Families, and Communities." Children & Schools 26(1): 39-

Fueuerstein, Abe. 2009. "School Board Ethics and Effectiveness." Planning and Changing,

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I\'m struggling to write my essay about how the individuals pursuit happiness in Romeo and Juliet, so I was wondering if I could get any ideas on how to get started. Thanks!

Romeo and Juliet is one of the best-known of all of Shakespeare’s plays. The tale of star-crossed lovers has made the names Romeo and Juliet synonymous with hopeless love stories, though their questionable decision-making and shallow view of love has prevented many from completely embracing their story as a romance. What is clear is that while the stories in the character all play lip service to the idea of family, community, and clan loyalties, they all act in their own self-interest in an effort to pursue their own happiness. Focusing on that would be a....

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Essays About Conflict in Life: Top 5 Examples and Prompts

Conflict is a broad and gripping topic, but most struggle to write about it. See our top essays about conflict in life examples and prompts to start your piece.

Conflict occurs when two people with different opinions, feelings, and behaviours disagree. It’s a common occurrence that we can observe wherever and whenever we are. Although conflicts usually imply negative aspects, they also have benefits such as stronger relationships and better communication.

To aid you in your paper, here are five examples to familiarize you with the subject:

1. Useful Notes On 4 Major Types Of Conflicts (Motivational Conflict) By Raghavendra Pras

2. encountering conflict by julius gregory, 3. complete guide to understanding conflict and conflict resolution by prasanna, 4. analysis of personal conflict experience by anonymous on gradesfixer, 5. personal conflict resolving skills essay by anonymous on ivypanda, 1. conflict: what is and how to avoid it, 2. conflicts in our everyday lives, 3. review on movies or books about conflicts, 4. actions and conflicts , 5. conflicts at home, 6. conflicts that changed my life, 7. my personal experience in covert conflict, 8. cascading conflicts, 9. how does conflict in life benefit you, 10. the importance of conflict management.

“Conflict… results when two or more motives drive behaviour towards incompatible goals.”

Pras regards conflict as a source of frustration with four types. Experimental psychologists identified them as approach-approach, avoidance-avoidance, approach-avoidance, and multiple approach-avoidance. He discusses each through his essay and uses theoretical analysis with real-life examples to make it easier for the readers to understand.

“The nature of conflict shows that conflict can either push people away or bring them into having a closer, more comfortable relationship.”

The main points of Gregory’s essay are the typical causes and effects of conflicts. He talks about how people should not avoid conflicts in their life and instead solve them to learn and grow. However, he’s also aware that no matter if a dispute is big or small, it can lead to severe consequences when it’s wrongly dealt with. He also cites real-life events to prove his points. At the end of the essay, he acknowledges that one can’t wholly avoid conflict because it’s part of human nature.

“…it is important to remember that regardless of the situation, it is always possible to resolve a conflict in some constructive or meaningful way.”

To help the reader understand conflict and resolutions, Prasanna includes the types, causes, difficulties, and people’s reactions to it. She shows how broad conflict is by detailing each section. From simple misunderstandings to bad faith, the conflict has varying results that ultimately depend on the individuals involved in the situation. Prasanna ends the essay by saying that conflict is a part of life that everyone will have to go through, no matter the relationship they have with others.

“I also now understand that trying to keep someone’s feelings from getting hurt might not always be the best option during a conflict.”

To analyze how conflict impacts lives, the author shares his personal experience. He refers to an ex-friend, Luke, as someone who most of their circle doesn’t like because of his personality. The author shares their arguments, such as when Luke wasn’t invited to a party and how they tried to protect his feelings by not telling Luke people didn’t want him to be there. Instead, they caved, and Luke was allowed to the gathering. However, Luke realized he wasn’t accepted at the party, and many were uncomfortable around him.

The essay further narrates that it was a mistake not to be honest from the beginning. Ultimately, the writer states that he would immediately tell someone the truth rather than make matters worse.

“To me if life did not have challenges and difficult circumstances we were never going to know the strength that we have in us.”

The essay delves into the writer’s conflicts concerning their personal feelings and professional boundaries. The author narrates how they initially had a good relationship with a senior until they filed for a leave. Naturally, they didn’t expect the coworker to lie and bring the situation to their committee. However, the author handled it instead of showing anger by respecting their relationship with the senior, controlling their emotion, and communicating properly.

10 Helpful Prompts On Essays About Conflict in Life

Below are easy writing prompts to use for your essay:

Define what constitutes a conflict and present cases to make it easier for the readers to imagine. To further engage your audience, give them imaginary situations where they can choose how to react and include the results of these reactions.

If writing this prompt sounds like a lot of work, make it simple. Write a 5-paragraph essay instead.

There are several types of conflict that a person experiences throughout their life. First, discuss simple conflicts you observe around you. For example, the cashier misunderstands an order, your mom forgets to buy groceries, or you have clashing class schedules.

Pick a movie or book and summarize its plot. Share your thoughts regarding how the piece tackles the conflicts and if you agree with the characters’ decisions. Try the 1985 movie The Heavenly Kid , directed by Cary Medoway, or Where the Conflict Really Lies: Science, Religion, and Naturalism by philosopher Alvin Plantinga.

In this essay, describe how actions can lead to conflict and how specific actions can make a conflict worse. Make your essay interesting by presenting various characters and letting them react differently to a particular conflict.

For example, Character A responds by being angry and making the situation worse. Meanwhile, Character B immediately solves the discord by respectfully asking others for their reasons. Through your essay, you’ll help your readers realize how actions significantly affect conflicts. You’ll also be able to clearly explain what conflicts are.

Essays about conflict in life: Conflicts at home

Your home is where you first learn how to handle conflicts, making it easier for your readers to relate to you. In your essay, tell a story of when you quarreled with a relative and how you worked it out. For instance, you may have a petty fight with your sibling because you don’t want to share a toy. Then, share what your parents asked you to do and what you learned from your dispute.

If there are simple conflicts with no serious consequences, there are also severe ones that can impact individuals in the long run. Talk about it through your essay if you’re comfortable sharing a personal experience. For example, if your parents’ conflict ended in divorce, recount what it made you feel and how it affected your life.

Covert conflict occurs when two individuals have differences but do not openly discuss them. Have you experienced living or being with someone who avoids expressing their genuine feelings and emotions towards you or something? Write about it, what happened, and how the both of you resolved it.

Some results of cascading conflict are wars and revolutions. The underlying issues stem from a problem with a simple solution but will affect many aspects of the culture or community. For this prompt, pick a relevant historical happening. For instance, you can talk about King Henry VIII’s demand to divorce his first wife and how it changed the course of England’s royal bloodline and nobles.

People avoid conflict as much as possible because of its harmful effects, such as stress and fights. In this prompt, focus on its positive side. Discuss the pros of engaging in disputes, such as having better communication and developing your listening and people skills.

Explain what conflict management is and expound on its critical uses. Start by relaying a situation and then applying conflict resolution techniques. For example, you can talk about a team with difficulties making a united decision. To solve this conflict, the members should share their ideas and ensure everyone is allowed to speak and be heard.

Here are more essay writing tips to help you with your essay.

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So much is at stake in writing a conclusion. This is, after all, your last chance to persuade your readers to your point of view, to impress yourself upon them as a writer and thinker. And the impression you create in your conclusion will shape the impression that stays with your readers after they've finished the essay.

The end of an essay should therefore convey a sense of completeness and closure as well as a sense of the lingering possibilities of the topic, its larger meaning, its implications: the final paragraph should close the discussion without closing it off.

To establish a sense of closure, you might do one or more of the following:

Conclude by linking the last paragraph to the first, perhaps by reiterating a word or phrase you used at the beginning.
Conclude with a sentence composed mainly of one-syllable words. Simple language can help create an effect of understated drama.
Conclude with a sentence that's compound or parallel in structure; such sentences can establish a sense of balance or order that may feel just right at the end of a complex discussion.

To close the discussion without closing it off, you might do one or more of the following:

Conclude with a quotation from or reference to a primary or secondary source, one that amplifies your main point or puts it in a different perspective. A quotation from, say, the novel or poem you're writing about can add texture and specificity to your discussion; a critic or scholar can help confirm or complicate your final point. For example, you might conclude an essay on the idea of home in James Joyce's short story collection, Dubliners , with information about Joyce's own complex feelings towards Dublin, his home. Or you might end with a biographer's statement about Joyce's attitude toward Dublin, which could illuminate his characters' responses to the city. Just be cautious, especially about using secondary material: make sure that you get the last word.
Conclude by setting your discussion into a different, perhaps larger, context. For example, you might end an essay on nineteenth-century muckraking journalism by linking it to a current news magazine program like 60 Minutes .
Conclude by redefining one of the key terms of your argument. For example, an essay on Marx's treatment of the conflict between wage labor and capital might begin with Marx's claim that the "capitalist economy is . . . a gigantic enterprise of dehumanization "; the essay might end by suggesting that Marxist analysis is itself dehumanizing because it construes everything in economic -- rather than moral or ethical-- terms.
Conclude by considering the implications of your argument (or analysis or discussion). What does your argument imply, or involve, or suggest? For example, an essay on the novel Ambiguous Adventure , by the Senegalese writer Cheikh Hamidou Kane, might open with the idea that the protagonist's development suggests Kane's belief in the need to integrate Western materialism and Sufi spirituality in modern Senegal. The conclusion might make the new but related point that the novel on the whole suggests that such an integration is (or isn't) possible.

Finally, some advice on how not to end an essay:

Don't simply summarize your essay. A brief summary of your argument may be useful, especially if your essay is long--more than ten pages or so. But shorter essays tend not to require a restatement of your main ideas.
Avoid phrases like "in conclusion," "to conclude," "in summary," and "to sum up." These phrases can be useful--even welcome--in oral presentations. But readers can see, by the tell-tale compression of the pages, when an essay is about to end. You'll irritate your audience if you belabor the obvious.
Resist the urge to apologize. If you've immersed yourself in your subject, you now know a good deal more about it than you can possibly include in a five- or ten- or 20-page essay. As a result, by the time you've finished writing, you may be having some doubts about what you've produced. (And if you haven't immersed yourself in your subject, you may be feeling even more doubtful about your essay as you approach the conclusion.) Repress those doubts. Don't undercut your authority by saying things like, "this is just one approach to the subject; there may be other, better approaches. . ."

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10.8 Conclusion

Conflict can run the gamut from minor annoyances to physically violent situations. At the same time, conflict can increase creativity and innovation, or it can bring organizations to a grinding halt. There are many different types of conflict, including interpersonal, intrapersonal, and intergroup. Within organizations, there are many common situations that can spur conflict. Certain organizational structures, such as a matrix structure, can cause any given employee to have multiple bosses and conflicting or overwhelming demands. A scarcity of resources for employees to complete tasks is another common cause of organizational conflict, particularly if groups within the organization compete over those resources. Of course, simple personality clashes can create intrapersonal conflict in any situation. Communication problems are also a very common source of conflict even when no actual problem would exist otherwise. When conflict arises, it can be handled by any number of methods, each with varying degrees of cooperation and competitiveness. Different situations require different conflict handling methods, and no one method is best.

Negotiations occur during many important processes, and possessing astute negation skills can be an incredible tool. A key component to negotiations involves having a BATNA, or “best alternative to a negotiated agreement.” Negotiations typically move through five phases, including investigation, determining your BATNA, presentation, bargaining, and closure. During a negotiation, it is important not to make any number of common mistakes. These mistakes can include accepting the first offer, letting ego get in the way, having unrealistic expectations of the outcome of the negotiation, becoming too emotional during the process, or being weighed down by previous failures and letting the past repeat itself. It is important to keep in mind that many cultures have preferential methods for handling conflict and negotiation. Individuals should understand the cultural background of others to better navigate what could otherwise become a messy situation.

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106 Conflict Resolution Essay Topic Ideas & Examples

Inside This Article

Conflict resolution is an essential skill that plays a crucial role in various aspects of our lives. Whether it is in personal relationships, the workplace, or even on a global scale, conflicts are inevitable. However, it is how we address and resolve these conflicts that determines the outcome and impact they have on our lives and the world around us.

Writing an essay on conflict resolution can provide a deeper understanding of this skill and its significance. To help you get started, here are 106 conflict resolution essay topic ideas and examples:

The importance of conflict resolution in personal relationships.
Conflict resolution techniques used in international diplomacy.
The role of empathy in conflict resolution.
Conflict resolution strategies for parents and children.
The impact of unresolved conflicts on mental health.
Conflict resolution in the workplace: best practices.
The role of effective communication in resolving conflicts.
Conflict resolution in multicultural societies.
The influence of gender on conflict resolution.
Conflict resolution and negotiation skills in business.
The role of compromise in resolving conflicts.
Conflict resolution in online communities.
The impact of conflict resolution on organizational productivity.
Conflict resolution and its effect on community building.
The role of forgiveness in conflict resolution.
Conflict resolution in educational settings.
Conflict resolution in the criminal justice system.
The impact of cultural differences on conflict resolution.
Conflict resolution in the healthcare industry.
Conflict resolution in sports teams.
Conflict resolution and human rights.
The role of power dynamics in conflict resolution.
Conflict resolution and social media.
The impact of conflict resolution on economic development.
Conflict resolution in environmental disputes.
Conflict resolution and international cooperation.
The role of mediation in conflict resolution.
Conflict resolution in the family business.
The impact of conflict resolution on personal growth.
Conflict resolution and social justice.
Conflict resolution and restorative justice.
The role of negotiation in conflict resolution.
Conflict resolution in political campaigns.
The impact of conflict resolution on romantic relationships.
Conflict resolution in the classroom.
Conflict resolution and conflict prevention.
The role of compromise in international conflicts.
Conflict resolution and the media.
Conflict resolution in the digital age.
The impact of conflict resolution on community engagement.
Conflict resolution and public policy.
Conflict resolution and mental health stigma.
The role of leadership in conflict resolution.
Conflict resolution in the family court system.
Conflict resolution and peacebuilding.
The impact of conflict resolution on employee satisfaction.
Conflict resolution in the nonprofit sector.
Conflict resolution and social inequality.
The role of trust in conflict resolution.
Conflict resolution in the music industry.
Conflict resolution in urban planning.
The impact of conflict resolution on interpersonal relationships.
Conflict resolution in the military.
Conflict resolution and workplace diversity.
The role of emotions in conflict resolution.
Conflict resolution and environmental conservation.
Conflict resolution in international trade disputes.
Conflict resolution and community policing.
The impact of conflict resolution on team dynamics.
Conflict resolution in diplomatic negotiations.
Conflict resolution and conflict transformation.
The role of dialogue in conflict resolution.
Conflict resolution and social change.
Conflict resolution in healthcare teams.
Conflict resolution and human rights violations.
The impact of conflict resolution on organizational culture.
Conflict resolution in online gaming communities.
Conflict resolution and the justice system.
The role of compromise in interpersonal conflicts.
Conflict resolution and urban development.
Conflict resolution in the tech industry.
The impact of conflict resolution on workplace communication.
Conflict resolution and gender equality.
Conflict resolution in community organizations.
Conflict resolution and sustainable development.
The role of active listening in conflict resolution.
Conflict resolution in international peacekeeping missions.
Conflict resolution and social entrepreneurship.
The impact of conflict resolution on employee well-being.
Conflict resolution in the film industry.
Conflict resolution and environmental justice.
The role of negotiation in interpersonal conflicts.
Conflict resolution in public health emergencies.
Conflict resolution and poverty reduction.
Conflict resolution in online dating.
The impact of conflict resolution on family dynamics.
Conflict resolution and international human rights law.
Conflict resolution and workplace ethics.
The role of compromise in political conflicts.
Conflict resolution in the fashion industry.
Conflict resolution and sustainable agriculture.
Conflict resolution in international aid organizations.
The impact of conflict resolution on organizational effectiveness.
Conflict resolution in online marketing campaigns.
Conflict resolution and racial justice.
The role of empathy in interpersonal conflicts.
Conflict resolution in disaster response efforts.
Conflict resolution and social media activism.
The impact of conflict resolution on team performance.
Conflict resolution in international business transactions.
Conflict resolution and sustainable tourism.
Conflict resolution in humanitarian interventions.
The role of compromise in environmental conflicts.
Conflict resolution and sustainable energy.
Conflict resolution in international sports competitions.
The impact of conflict resolution on community empowerment.

These essay topics cover a wide range of areas where conflict resolution plays a significant role. Whether you are interested in personal relationships, international affairs, or social justice, there is a topic that suits your interests. Remember to conduct thorough research and provide examples to support your arguments. Good luck with your essay!

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Essay on Conflict

Conflicts Essay Example

Type of paper: Essay

Topic: Conflict , Management , Workplace , Leadership , Society , Organization , Employee , Teamwork

Words: 1250

Published: 03/16/2021

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Arguably, not every society in the world can avoid conflict. In fact, conflict is part of human nature. Conflict among organizations and individuals is an unavoidable aspect of daily life. Many scholars assert that conflict is inevitable. Perhaps, understanding how it escalates and starts entails progressive strategy in using it to the advantage of those concerned. Conflict refers to a situation in which groups and people think, or have incompatible goals and objectives. Conflict is a wide concept, but many people belief only violence and war is conflict. However, conflict takes place in all levels of society and in all situations. Generally, organizations, individuals and people experience various types of conflicts every day (Philips, 2007).

As a matter of fact, conflict escalation is a steady regression from immature and mature level of various emotional developments. Certainly, the psychological course develops from one step to another. Conflict escalates in various stages, and each stage has various characteristics. Some conflict escalates for a good course; good relationship face at times conflict. In most case, parties look for solutions cooperatively and objectively. Furthermore, ways that conflict escalates include complaints, passive resistance, active resistance, assaultive, as well as use of lethal force (Wandberg, 2005).

Undeniably, the organization of society is in a way that it has both root causes and factors that may escalate conflicts. Unjust and unequal treatment of individuals in the community could lead to conflicting situations. For example, if leadership and opportunities in the nation do not represent the members of the entire society (Philips, 2007). Other scholars assert that, conflict is as a result of arithmetical progression of resource supply and geometrical progression in population increase. Due to imbalance in population and resource allocation, individuals will struggle to survive leading to conflict.

Conversably, individual differences in society cause conflict. As a matter of fact, people in society are different in nature and have variation on issues such as ideas, aspirations, attitudes, as well as interest. Therefore, this difference puts them in a situation that they cannot accommodate each other, leading to conflict. Additionally, cultural issues could tremendous cause conflicting situations (O’Rourke & Collins, 2008). Culture differ from one community to another, this variation sometimes causes tension. Among these communities, there are various interests among individuals, making conflict inevitable.

Social change is part of societal growth and progress. Nevertheless, the rate in which social change escalates may lead to the uprising of conflict. In the 21st century, there are various conflicting scenarios between the old norms and the new generations. Conflict expresses a state of social disequilibrium among the parties. Other core causes of conflict include, political discrimination, identity and ethnic affiliation, economic issues, as well, as modernization.

Addressing conflict in society is very important. In fact, addressing conflict is crucial in achieving enhancing productivity, as well as organizational effectiveness. In society, most individuals and organizations suffer from chronic patters of conflicts that have never been resolved. This may cause dysfunction among the conflicting parties. Hence, addressing conflicts resolves issues and ensure that there is normal functioning in the society. Generally, addressing conflict is crucial because it increases productivity, reduces costs, increase collaboration, as well as bringing satisfaction (Wandberg, 2005).

The existence of conflict in an organization, among individuals, and in the government is not a bad thing. Certainly, when conflict is resolved effectively it leads to development and growth at professional and personal level. Nevertheless, effective resolution of conflict creates a difference between negative and positive outcomes. When conflict is resolved effectively, it leads to positive impacts; hence, it justifies on the occurrence of the conflict (Philips, 2007). Effective conflict resolution leads to unbelievable benefits such as increased understanding, group cohesion, and improvement in self-knowledge. The strategies used to effectively resolve conflict, expands the awareness of people on issues, strengthening of bonds, prevent fights, as well as providing them with insights on how to achieve cooperate and personal objectives.

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However, poor handling of conflict could lead to a negative outcome. In fact, conflicting objectives may promptly turn to be organizational and personal dislikes. The teamwork among the parties is broken, talent wasted, as well as tremendous decrease in production. Individuals in society should understand and appreciate the existence of competition, and uniqueness. Perhaps, these will lead to collaboration, accommodation and compromising of situation (O’Rourke & Collins, 2008).

In society today, there are various incidences of conflict. In fact, the incident objectively observed demonstrated various aspects of conflict, which include causes, parties’ reactions, as well as strategies to resolve it. The incident took place between management and the employees over working conditions and remunerations. The situation in the workplace was very critical. As a matter of fact, there were few conflict cowards in the group. Every individual wanted his or her views to be heard and considered. The entire group of employees were united in airing their views; many of them were furious because they had addressed their problem to the management team, but their problems were not solved.

The conflicts in the workplace were caused by various reasons. The management team and the employees differed in addressing priorities; the management placed higher priorities to the progress of the company more than the priorities of the m employees. Additionally, the methods of promotions and awarding process in the company were not equally carried out. Therefore, it developed a lot of tension among the employees and the management team. Moreover, the conflicting groups complained of various organizational issues, which in one way or another escalated conflicts. The organizational factors included budget, management, long working hours, leadership. Adherence to core values, disagreements, as well as financial problems. Other core issues that were observable were poor communications, differences in interests, and personality clashes (Wandberg, 2005).

The main parties on the workplace conflict focused in resolving the conflict through communication. The management team elaborated on improving various organizational practices. Perhaps, they established the cause of the problem and established subordinate goals, minimized authorities of management as well as improving policies. The tension among the parties was very high, but the few individuals who were against negative conflicts acted and tried to make the parties reach a consensus. Furthermore, the organization made changes on human resource department that will focus on analyzing internal problems. Ultimately, the remuneration agreement was arrived at.

Undeniably, the deals made during conflict resolution process eased the tension, and the parties came to a compromising position. Despite the efforts, others were still emotional and could not accept some terms. As a matter of fact, it is very difficult to convince everyone in a conflict situation. The employees and management have different priorities, personalities as well as interests O’Rourke, J & Collins, S. (2008). The ultimate decision that was focused on was to involve the employees in setting the appropriate remuneration percentage, which will affect the company and employees equally. The most important strategy in making the entire decisions was to reduce tension and encourage communication. The cost of conflict should not outweigh the entire progress of the organization; hence, management team should focus on preventing conflict to escalate further. Conflict is part of human life and should always be handled with great care.

O’Rourke, J & Collins, S. (2008). Managing Conflict and Workplace Relationship. London: John Wiley & Sons.

Philips, G. (2007). The Conflict. New Jersey: Echo Press. Wandberg, R. (2005). Conflict Resolution: Communication, Cooperation, Compromise. New York: Wadsworth.

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Knowledge Base
General Essays

Conflict Resolution Essay

Author Kimberly Ball
Category General Essays

Disclaimer: This paper has been submitted by a student. This is not a sample of the work written by professional academic writers.

Any opinions, findings, conclusions or recommendations expressed in this work are those of the authors and do not necessarily reflect the views of StudySaurus.

In the present world, there are all sorts of conflict, starting from our homes to the workplace. The fundamental thing is how we deal with the issue having in mind that no party involved in the dispute would want to be seen as inferior to the other person. At work is where much of the problem is, especially when dealing with customers directly, and according to the rule of business, one should always leave the customer happy and satisfied so that they can come back again. As a director for food and beverage at Canyon Shadows Resort, there are adverse situations that I have to deal with in most cases involving clients that are not satisfied with the service received.

When considering the case of Vince and Beth, they selected the resort for their high-end wedding reception. They asked for meals and booked a ballroom with patio overlooking golf course so that their esteemed guests could enjoy the view and the play, which I, being the director promised to deliver and make sure that they are all satisfied.

According to the present weather condition, it is impossible to provide patio because it is windy which means there will be no people playing golf. At the same time, the light sprinkles make it hard for both the golf players and the guests to be outside because they will be wet. In that case, there is a conflict likely to emerge. Even though the weather is an external factor that has chipped in to hinder our services, we as the resort are responsible for not delivering what we promised (Furlong, 2005). The deal was that I, being the director of the resort make sure that everything goes as planned and the guests are entertained to the fullest. According to the plans and present conditions, all the other processes involved in the reception will go on smoothly thus leaving the issue of patio and golf as the only hindrance.

On choosing the method to resolve this conflict, I adopt the A.B.C.D. strategy. The first letter is standing for apologising early and often. In this scenario, even though factors affecting the event are external, we owe the couple and the guests an apology. The best way that I can resolve this conflict is reporting the matter early enough so that they can psychologically prepare and understand that they will not get all they needed. The best way to communicate this message is in person so that I can sincerely show how apologetic I am, instead of just making a phone call, which many people take not serious (Tidwell, 2001). When looking the reception, they came in person; therefore it would be polite of e just to make a visit early in the morning and inform the couples of the problem we are experiencing at the moment. Apologizing first also gives room for the couples to look for an alternative source of entertainment for their guests so that their event could be memorable as they planned. When I go and apologise in person, I will be able to advise on the best alternatives ways of entertainment that we can offer.

The second letter B stands for being present and attentive when listening to the other party. This conflict involves the hotel and the couple, Vince and Beth, where the resort is not able to deliver the services we promised. When trying to resolve this issue, being present and accepting the company’s mistake is the first step. Secondly, listening carefully to the complaints raised and the discomfort caused will help create a good picture for the couple that we are apologising and we regret what happened (Lamber, 1999). At the same time, I will have time to explain the causes of the conflict, and how I as the as a director for food and beverage at Canyon Shadows Resort will make sure that we remedy the issue to avoid future inconveniences.

The third letter C stands or closing the loop. Every business aims to ensure that the customers are always satisfied with the services received. In this case, Beth, Vince and their guests will not be satisfied without the patio and watching the golf play which they desired. The resort decided to return a section of the money to the couples that were paid for the entertainment services (Avruch, 1998). There are recovery actions taken to ensure that one ask up for what the customer lost. In this case, I will have to make a follow-up and see whether the couple and their guests are delighted with the recovery actions or not, and what ore they desire.

The last letter D stands for doing ore that the client expects. When trying to solve this conflict, the board of the resort and I decided to organise a movie theatre or the couple and their guests. We refunded the entertainment money, but a movie will be used as an apology gift. We as the hotel expects frowning from the couple because we could not meet their expectations, but the best way to change that into a smile is giving them an apology gist so that they can smile and come back next time.

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Essay on Conflict and Negotiation

Conflicts and negotiations are an everyday occurrence. Just like change, they are inevitable. Apart from being harmful, conflict can have its benefits in achieving desired objectives contrary to popular beliefs. Conflicts and negotiations are critical to the upward trajectory of any organization since they spur innovation and creativity. The main objective of the study was to evaluate conflict, conflict resolution and negotiation policies, practices and procedures in a sampled organization in Nairobi, Kenya. Additionally, employee perception of the afore-mentioned policies and procedures was evaluated. A questionnaire was administered to collect data from both the management and lower ranking employees of the sampled organization. Seventy respondents were selected from the organization using convenience sampling methodology while descriptive tools of percentages and frequencies where utilized for data analysis. All statistical tests were conducted using SPSS version 23.0. Results of the study revealed the leading drivers of conflict within the organization. It also brought to light the conflict and negotiation policies and procedures put in place by the organization as well as employees’ perception of these measures.

Conflict and Negotiation

Introduction

Conflict and negotiations have baffled many and have depicted a semantic jungle. This owes to the various meanings and connotations associated with these terms (De Dreu and Carnevale, 2003). They have presented scholars with uncertainties over their meaning and relevance as well as how to navigate them. Situations involving conflicts and negotiations are unavoidable in all human relations including in organizations and even between countries (Dewulf et al., 2009). A conflict or negotiation situation is evident where there exists a conflict of interest or when different people want different things and both opposing sides actively seek solutions, rather than throwing in the towel (Rahim, 2010). These terms are organizational realities when working with others.

In tandem with Robbins and Judge (2011) and Spaho (2013), conflict has different definitions according to different authors. The common ground of all these definitions is that conflict is a perception. When a person perceives that another person has the capacity of negatively affecting anything worthwhile to them, conflict arises. There exist differences among people in social settings, including cultural, ethical and educational. Hence, the absence of conflict more often than not points to lack of profound social interaction (De Dreu and Van de Vliert, 2000). Conflict should be encouraged in organizations in order to boost creativity. This is in accordance with De Dreu and Van de Vliert (2000) who assert that organizations which are harmonious and tranquil are susceptible to being static and unresponsive to change. Conflict could be functional. However, in other instances, it could be time-consuming for organizations, cause stress, emotionally strenuous and reduce respect as well as trust (Peterson and Behfar, 2003; Ikeda et al., 2005; Penny and Spector, 2005; Jehn et al., 2008).

Negotiation on the other hand, is a process in which two or more entities seek to reach a mutually acceptable agreement in a situation characterized by some level of disagreement (Oetzel et al., 2003). During a successful negotiation, each party wins. The overall aim should be an agreement, not victory (Bülow and Boje, 2015). For each need that requires meeting and satisfying, there is a potential situation for negotiation. A negotiation usually involves a number of steps including the exchange of proposals and counter proposals. In good-faith negotiation, both sides are expected to make offers and concessions (Pruitt, 2003). Given that conflicts are continually becoming an ever present feature in organizations and administration, numerous studies have revealed that negotiation skills are increasingly becoming paramount and a pre-requisite of career and personal success (Matusitz and Breen, 2003).

Methodology

This methodology follows a research done on an international organization with a subsidiary in Nairobi, Kenya. The organization had 70 workers. The research design adopted was a quantitative descriptive approach (Bruner and Ripani, 2008). The main reason behind the adoption of the research design was to provide a description of the status of a particular phenomenon as it were presently. In the same breadth, Cresswell and Clarke (2007) noted that research designs are imperative since they help navigate the methods and ideas that research must adhere to during the study. They also lay the foundation for the interpretation of results in the end. This is corroborated by Brink and Wood (1998) who reveal that studies of this nature ought to be descriptive.

Seventy (70) respondents were sampled for this research but only 60 responded. Of the 60 respondents, 10 were part of the management team and 50 were lower ranking employees. The convenience sampling technique was utilized to select respondents. This is owing to respondents being selected based on their willingness to respond to the questionnaire. The five-point Likert scale of measurement was employed to collect data from the respondents. In this regard, respondents were made to indicate their level of agreement or disagreements on a symmetric agree-disagree scale for a series of statements.

The primary tool used for collecting data was questionnaire. Questions used in the questionnaire were structured in a way that evoked the required data that was needed to achieve the objectives of the study. The close-ended response strategy was used to design the questionnaire which was administered and reverted within a fortnight. Descriptive statistics such as frequencies and percentages were used to analyze the data. Descriptive analysis gives a clear description of the results arrived at. Data management and analysis was done using SPSS software (version 23) (George and Mallery, 2016).

The results were presented using percentages and frequencies. Demographic data of the respondents show that the male gender was predominant at 54% of staff in the firm. In regards to age, 6 out of 60 sampled respondents were below 25 years. Fifteen respondents fell within the age bracket of 26-30 years. Additionally, 12 respondents were within the range of 41-50 years, 25 respondents were between 31-50 years while 2 respondents were above 50 years. The work tenure for the various employees was as follows; 30% have worked for less than 5 years in the organization, 54% have worked for between 6-10 years, 10% for between 11 to 15 years while the remaining employees have worked for not less than 16 years in the organization.

A study done by Nahavandi and Malakzadeh (2007) shows that different goals, perceptions and beliefs among individuals are some of the causes of conflict in organizations. With this background, the researcher sought to shed more light on the factors that cause strife or conflict in organizations. Five sources of conflict were identified by the employees. An overwhelming percentage of 94% identified differing values, opposing interests, breakdown in communication, dismal performance and scanty resources as the main drivers of conflict in the organization. Furthermore, three additional causes of conflict were identified by the 94% of the employees. There were; difference in perception, lack of accountability and competition among employees. The remaining 6% were uncertain.

Rahim (2010) affirms that policies developed and introduced by organizations, have a ripple effect on employees and their performances. To this end, the researcher sought to evaluate the perception of employees in connection to policies introduced by the firm. The four main conflict negotiation policies in the organization are mediation, arbitration, open communication channels and informal complaint process. Respondents were asked which policies were implemented and which ones they preferred. All respondents opined that all the policies were being implemented. In regards to preference, 64% preferred open communication channels, 22% preferred the informal complaint process while 14% preferred mediation. The arbitration policy was not preferred by any of the respondents.

The results obtained conformed to the findings by Nahavandi and Malakzadeh (2007) who substantiated that indeed differing values, opposing interests, breakdown in communication, dismal performance and scanty resources are the main causes of conflict in organizations. In other related studies, Robins and Langston (2001) assert that conflict can take a substantive of affective trajectory. In this regard, they discovered that substantive conflicts can be sparked by disagreements, debates, or disputes over resource distribution, task performance, and role assignments. Affective conflicts can be caused by a variety of interpersonal dynamics, including rivalries, jealousies, role definitions, or struggles for power and favor.

It is essential for managers to adhere to the policies they have put in place in resolving and negotiating conflicts when they occur. An active conflict management allows participating parties to openly air issues and grievances, thereby sharing information and resolving conflicts holistically (Lewicki et al., 2010). Moreover, Tjosvold et al. (2004) is of the opinion that to counter arguments, openness is paramount. The study further reveals that great possibilities lie in open conversation and argument confrontation. The positive results of conflict negotiation are, according to Lewicki et al. (2001), a result of the active approach which benefits team effectiveness.

The study revealed the bone of contention that cause employee conflict and that merits the attention of employers and management in organizations. The study reveals a pool of other sources of conflict that need to be further researched on. It is in the best interests for the administration and management of organizations to introduce and implement policies that employees’ opinions have been taken into account. Policies have a long-term impact on employees and also affect their productivity. In reality, conflicts are handled by first or middle line managers. This then means that top management involvement in conflict resolution points to deficiencies in the lower ranks. In conclusion, Darling and Fogliasso (2009) argue that it is impossible to get rid of conflict in its entirety. Instead, organizations should try to manage it for both institutional benefits and individual satisfaction.

Brink, P. J. (1998). Advanced design in nursing research . Sage.

Bruner, E. and Ripani, M. (2008). A quantitative and descriptive approach to morphological variation of the endocranial base in modern humans. American Journal of Physical Anthropology: The Official Publication of the American Association of Physical Anthropologists ,

137 (1), 30-40.

Bülow, A. M. and Boje, D. M. (2015). The antenarrative of negotiation: On the embeddedness of negotiation in organizations. Journal of Strategic Contracting and Negotiation , 1 (3), 200-213.

Creswell, J. W. and Clark, V. L. P. (2017). Designing and conducting mixed methods research . Sage publications.

Darling, J. R. and Fogliasso, C. E. (2009). Conflict management across cultural boundaries: a case analysis from a multinational bank. European Business Review .

De Dreu, C. K. and Carnevale, P. J. (2003). Motivational Bases of Information Processing and Strategy in Conflict and Negotiation.

De Dreu, C. K. and Van de Vliert, E. (Eds.). (2000). Using conflict in organizations . Sage.

Dewulf, A., Gray, B., Putnam, L., Lewicki, R., Aarts, N., Bouwen, R. and Van Woerkum, C. (2009). Disentangling approaches to framing in conflict and negotiation research: A meta-paradigmatic perspective. Human relations , 62 (2), 155-193.

George, D. and Mallery, P. (2016). IBM SPSS statistics 23 step by step: A simple guide and reference . Routledge.

Ikeda, A. A., Modesto Veludo-de-Oliveira, T. and Cortez Campomar, M. (2005). Organizational conflicts perceived by marketing executives. EJBO-Electronic Journal of Business Ethics and Organization Studies .

Jehn, K. A., Greer, L., Levine, S. and Szulanski, G. (2008). The effects of conflict types, dimensions, and emergent states on group outcomes. Group Decision and Negotiation , 17 (6), 465-495.

Lewicki, R. J., Weiss, S. E. and Lewin, D. (2010). Models of conflict, negotiation and third party intervention: A review and synthesis. Journal of organizational behavior , 13 (3), 209-252.

Lewis, D. K. and Langton, R. (2001). Marshall and Parsons on.

Matusitz, J. and Breen, G. M. (2006). Negotiation tactics in organizations applied to hostage negotiation. Journal of Security Education , 2 (1), 55-73.

Nahavandi, A. and Malekzadeh, A. R. (2007). Leader style in strategy and organizational performance: An integrative framework. Journal of Management Studies , 30 (3), 405-425.

Oetzel, J., Meares, M., Myers, K. K. and Lara, E. (2003). Interpersonal conflict in organizations: Explaining conflict styles via face‐negotiation theory. Communication Research Reports , 20 (2), 106-115.

Penney, L. M. and Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational

Psychology and Behavior , 26 (7), 777-796.

Peterson, R. S. and Behfar, K. J. (2003). The dynamic relationship between performance feedback, trust, and conflict in groups: A longitudinal study. Organizational behavior and human decision processes , 92 (1-2), 102-112.

Pruitt, D. G. (2003). Communication chains in negotiation between organizations . Sabancı Universitesi.

Rahim, M. A. (2010). Managing conflict in organizations . Transaction publishers.

Robbins, S.P. and Judge, T.A. (2011). Organizational Behaviour (14ed). Pearson education,Prentice Hall, UPPER Saddle, NJ

Spaho, K. (2013). Organizational communication and conflict management. Management-Journal of Contemporary Management Issues , 18 (1), 103-118.

Tjosvold, D., Tang, M. M. and West, M. (2004). Reflexivity for team innovation in China: The contribution of goal interdependence. Group & Organization Management , 29 (5), 540-559.

This section will feature information that could not make its way into the main document.

Recommendations

Based on the results and conclusion of the current study, the following recommendations are made for different organizations;

Participatory type of management should be encouraged by organizations rather than the autocratic
A well-oiled system of information for all should be put in place to avoid rumour-mongering.
Staff welfare should be paramount maximum running and optimum productivity of the
Workshops for training and equipping staff on conflict, conflict resolution and negotiation procedures should be organized
It should be noted that supremacy battles between employees of organizations should not be the Instead, harmony in the work place should reign supreme in order to achieve the goals and objective of the organization.
There should be adequacy of interaction and dialogue in conflict resolution and
Management should learn how to delegate duties and authority to lower-level employees in order to boost morale and
Decision-making in the organizations should be multi-level to provide room for accommodation of diverse

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Embracing Conflict Resolution Skills

Embracing conflict resolution skills is the key to transforming challenges into opportunities for growth and understanding. These skills empower individuals to navigate conflicts constructively, fostering stronger relationships and promoting effective teamwork. By embracing conflict resolution skills, one can create a more harmonious and productive environment where differing viewpoints are valued and conflicts become a catalyst for positive change.

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Education/Training

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Transparency in decision-making processes is key to preventing conflicts stemming from perceived unfairness or lack of information. Involving employees in the decision-making process and explaining the rationale behind decisions fosters trust and reduces potential conflicts.

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Active listening goes beyond hearing words; it's about genuinely understanding the speaker's perspective. By actively practicing this skill, you can enhance your ability to resolve conflicts constructively and demonstrate empathy.

What is Conflict Resolution?

Conflict resolution.

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Home — Essay Samples — Literature — The Most Dangerous Game — “The Most Dangerous Game”: Conflict, Resolution, and Morality

"The Most Dangerous Game": Conflict, Resolution, and Morality

Categories: The Most Dangerous Game

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Published: Sep 7, 2023

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Plot summary of "the most dangerous game", conflict and resolution in "the most dangerous game", power, violence, and survival, the nature of justice and morality.

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Gaza-Israel Conflict: History and Portents Proposal Essay

Introduction, brief description of the topic, research questions.

The Israeli-Palestinian conflict has been a major dispute between Palestinians and Israelis. The conflict began in the 1940s after the United Nations (UN) established a Jewish state in the region. The Gaza-Israel conflict took a new dimension following the election of the Hamas Party in 2005. This conflict escalated after the Palestinian Authority collapsed.

This event resulted in new factions that ousted the Palestinian National Liberation Movement (Fatah) from power. The Palestinians attacked Israel using rockets. Israel’s blockade of Gaza Strip has continued to redefine the future of this conflict.

Israel is currently controlling most of Gaza’s territorial waters and airspace. The government of Israel is currently supplying the region with communications infrastructure, water, and electricity.

Thesis statement: The history of Zionism describes the aspects of the struggle Israeli- Palestinian and the Gaza-Israel conflicts.

The topic “History of the Gaza-Israel Conflict” will focus on the issues surrounding the conflict experienced in Gaza. The final paper will offer a succinct historical analysis and discussion of the conflict. Many scholars believe strongly that the conflict has a wider historical perspective than many people think. The creation of Israel in the 1940s resulted in numerous problems in the region.

The United Nations used a partition strategy that led to the creation of a new Jewish state. Many Palestinians in the region were unhappy with the decision. However, Israel began to conquer more cities and lands. Several battles and wars occurred in the region. The 1947-1949 War resulted in new developments. Israel had already conquered several cities and territories.

Many Palestinians became slaves and refugees. The Jews decided to occupy the newly acquired territories. They gave such landmarks and territories new Jewish names. Many Israelites have been confiscating land from the Palestinians thus resulting in new disagreements. Such individuals have rebelled because Israel has misappropriated their original land.

Many Palestinians expected Gaza to be part of their state. This proposal seeks to examine the issues associated with this conflict. The final paper will focus on critical issues such as the creation of Gaza Strip and Israel’s treatment of the region. The proposal seeks to understand why these two sides have been escalating the conflict.

The Gaza-Israel conflict is a struggle defined by the historical events and upheavals that have dominated the relationship between Palestine and Israel within the last six decades.

The Gaza-Israel Conflict is a major issue that describes the tense relationship between Palestine and Israel. The following research questions will be relevant towards understanding the history of this conflict.

What is the history of Gaza Strip?
How has the treatment of Gaza by Israel played a significant role towards this conflict?
What is the origin of Hamas and what role have they played towards escalating the conflict in the recent past?

In conclusion, Gaza is currently a Palestinian state occupied by Israel. The Gaza-Israel conflict has continued to take new shapes due to the ideas supported by these two sides. Israel’s decision to confiscate more territories has forced many Palestinians to rebel.

This crisis continues to take new twists because Israel has been confiscating more land. The completed paper will explore the origin of the Hamas government and its major roles in this conflict. The paper will also offer useful discussions about the origin and escalation of the Gaza-Israel conflict.

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IvyPanda. (2022, April 25). Gaza-Israel Conflict: History and Portents. https://ivypanda.com/essays/israeli-gaza-conflict/

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Since 2001, the parameters for a resolution of the hundred-year-old Palestinian-Israeli conflict have been elaborated upon by a number of initiatives. The Conclusion looks at these initiatives and towards the future. Each initiative has strengthened the regional and international consensus supporting a two-state nation.
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This conflict involves the hotel and the couple, Vince and Beth, where the resort is not able to deliver the services we promised. When trying to resolve this issue, being present and accepting the company's mistake is the first step. Secondly, listening carefully to the complaints raised and the discomfort caused will help create a good ...
Essay on Conflict and Negotiation
The positive results of conflict negotiation are, according to Lewicki et al. (2001), a result of the active approach which benefits team effectiveness. Conclusion. The study revealed the bone of contention that cause employee conflict and that merits the attention of employers and management in organizations.
Conclusion to Conflict Resolution And Communication In The Workplace
With a focus on emotional intelligence, cultural sensitivity, and practical tools, our training equips participants to not only resolve conflicts but also prevent them proactively. Wrap up your conflict resolution and workplace communication training journey with our comprehensive conclusion. Explore key takeaways and final insights.
Organizational conflict
Organizational conflict is regarded to as a fork of disagreement concerning interest s and ideas; it is also considered a form of incompatibility between the various goals and interests of the diverse organizational organizations. Organizational conflict is regarded as an inevitable factor in any organization.
The Interlopers Conflict: [Essay Example], 635 words
Introduction: Conflict is a fundamental aspect of human existence, shaping relationships, societies, and even literature. In Saki's short story, "The Interlopers," the central conflict between the two main characters, Ulrich von Gradwitz and Georg Znaeym, serves as the driving force behind the narrative.This essay will explore the multi-faceted nature of the conflict in "The Interlopers" and ...
"The Most Dangerous Game": Conflict, Resolution, and Morality: [Essay
Richard Connell's short story, "The Most Dangerous Game," takes readers on a harrowing journey through a deadly game of survival. In this essay, we will provide a brief plot summary of the story and then delve into the intricacies of its conflict and resolution. We will explore how the conflict between Rainsford and Zaroff reflects broader issues of power, violence, and survival, and how the ...
Gaza-Israel Conflict: History and Portents Proposal Essay
Introduction. The Israeli-Palestinian conflict has been a major dispute between Palestinians and Israelis. The conflict began in the 1940s after the United Nations (UN) established a Jewish state in the region. The Gaza-Israel conflict took a new dimension following the election of the Hamas Party in 2005.
The Conflict In Romeo And Juliet English Literature Essay
In Act 2, scene 2, Juliet expresses that Romeos' name is the enemy, reminding us of the 'ancient grudge'. This form of conflict affects todays' society where many people experience inner conflict because of their struggles or belief. This is reinforced later, In Act 2, scene 2, where Juliet goes in and out of her balcony three times ...

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10 Helpful Prompts On Essays About Conflict in Life

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Conflict Resolution Essay

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Essay on Conflict and Negotiation

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Conclusion to Conflict Resolution And Communication In The Workplace Training

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"The Most Dangerous Game": Conflict, Resolution, and Morality

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