essay about a conflict in your life

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.

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.

Maria Caballero is a freelance writer who has been writing since high school. She believes that to be a writer doesn't only refer to excellent syntax and semantics but also knowing how to weave words together to communicate to any reader effectively.

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Essay Samples on Conflict

How to resolve conflict without violence: building peaceful communities.

Conflict is an inevitable aspect of human interactions, and while disagreements are a natural part of life, it is essential to address and resolve them without resorting to violence. By employing effective methods and strategies, individuals and communities can navigate conflicts constructively, fostering harmonious relationships...

• Conflict Resolution

The UPS Teamsters Strike: Navigating Negotiations and Economic Impact

The Looming UPS Teamsters Strike After months of negotiations, the UPS Teamsters union and UPS management reached a tentative agreement on July 26, 2023, potentially averting a nationwide strike. The Teamsters strike had been authorized for early August if a deal was not reached, which...

• Employee Engagement

The Enduring Issue of Conflict: From Imperialism to WWI and WWII

Introduction Conflict is a very significant enduring issue in history. Conflict is a serious disagreement or argument. There can be conflict between individuals, groups of people, and even nations, is significant because it affects a lot of people and has long-lasting effects. Some issues of...

• Enduring Issue
• Imperialism

Conflict Theory and Ageism in Aging Discrimination

The advantage characteristic of the conflict theory is that it creates a continuous constant, drive for the middle and upper topmost class of young people to accumulate compile, wealth to maintain preserve their social class. This is good because it ensures guarantee the economy grows....

• Discrimination

The Link Between Identity and Purpose in Life in "Never Let Me Go"

It is known to man that when one knows what when you can find your purpose find a sense of identity to yourself. In “Never Let Me Go” The story focuses on Kathy H., who portrays herself as a guardian, talking about looking after organ...

• Book Review
• Never Let Me Go

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Ton Of Conflict In Sonny's Blues

There is a ton of conflict at work in 'Sonny's Blues.' The general clash in this story is between black presence and white society, and this has unequivocally affected how the storyteller sees the world. He depicts this battle of experiencing childhood in Harlem, where...

• Sonny's Blues

My Personal Opinion on the Types of Conflict Resolution

Normally there are four types of conflict resolution strategies: Avoiding, Competing, Accommodating, and Collaborating. Avoiding is about a withdraw of a conflict. Competing is about a team being divided into two parties and instead of being collaborative they just fight and compete about who idea...

• Collaboration
• Conflict Resolution Theory

Kokata: Traditional Conflict Resolution Mechanism of the Kambata People of SNNPRS

Governments may find it usually difficult to find solution for a conflict of any type-be within a particular group, between groups or relating to between their own and outside groups, for example border conflict. This may be as they aspire to address conflict only using...

Analysis of the Salam Model of Conflict Resolution

Man is essentially a social being who necessarily must interact and compete with other members of his social setting to achieve anything. The Holy Qur’an alludes to this innate quality of man when it states that “And everyone has a goal which dominates him; vie,...

• Competition

Theme of Conflict In 'A View From The Bridge'

Conflict is a theme which has quite a large role in this play because all the characters have a little bit of conflict between each other. In 1930s Brooklyn, there was conflict between two cultures due to Italians moving over to America. This caused conflict...

• A View From The Bridge
• Arthur Miller

Don Nardo's The Persian Gulf War and Its Detalisation of Conflicts

The Persian Gulf War By Don Nardo goes into detail about the conflict between Iran and Iraq, Kuwait, United States and more. In the introduction it starts off by stating “The world was stunned on August 2, 1990, by alarming news.[...]¨(7). The alarming news was...

• Persian Gulf

Conflict among Nations as a Global Issue Throughout History

Throughout history, enduring issues have developed across time and societies. One such issue is conflict, this is a disagreement between two opposing parties. This issue is significant as it can destroy empires, encourage innovations, and kill or displace civilians. You can see the significance of...

• Controversial Issue

An Argument for Constructing a Resolution Strategy for Ethnic Conflict

Global conflict refers to the disputes between different nations or states. It also refers to the conflicts between organizations and people in various nation-states. Furthermore, it applies to inter-group conflicts within a country in cases where one group is fighting for increased political, economic, or...

• Ethnic Identity
• Religious Pluralism

Different Conflict Situations In A Diverse Workplace

Joanne Barrett, a recruitment specialist states that when in a workplace with employees of different cultures, backgrounds, beliefs and values, conflict is bound to happen. Showing respect towards fellow colleagues in the organisation is important as to help solve it. Barret suggested that employers and...

How Conflict Can Be Normal In All Relationships

While conflict can be normal in all relationships, it should be a last resort by all means. Relationships should be a mutual effort and be based on communication. Reason being, it can lead to an unhealthy relationship, create a negative perception of the relationship, and...

• Relationship

Issue Of Conflict Mineral Mining In Congo

It is no major secret that the area of land that makes up the Democratic Republic of the Congo (referred to in this paper by its shortened name, the Congo) has been in a state of conflict for the past 40 years or more, with...

• Natural Resources

Reflection On Conflicts And Its Management In My Company

There is no universal explanation of what a conflict is, but can be considered, any situation in which the people’s perspectives, interests, goals, principles, or feelings are divergent. To ensure cooperation and productivity in any given company, every aspect of conflict must be appropriately dealt...

The War In Yemen: Roots Of The Conflict

The current war in Yemen has been ongoing for three years, since 2015. The Houthi rebels and Yemen’s government are in a bloody war. Roots for conflict started with the failure of a political change when the then president handed over his power to his...

• What Is History

Cultural Conflicts In Multinational Corporations: Michelin Company Case

Michelin was established in the 1800s in France. There are over 120,000 employee around the world and most 20,000 people are working in North America. In 2004, the department of North America faced some challenges includes decreasing in performance and lack of competitiveness. After evaluation,...

Best topics on Conflict

1. How to Resolve Conflict Without Violence: Building Peaceful Communities

2. The UPS Teamsters Strike: Navigating Negotiations and Economic Impact

3. The Enduring Issue of Conflict: From Imperialism to WWI and WWII

4. Conflict Theory and Ageism in Aging Discrimination

5. The Link Between Identity and Purpose in Life in “Never Let Me Go”

6. Ton Of Conflict In Sonny’s Blues

7. My Personal Opinion on the Types of Conflict Resolution

8. Kokata: Traditional Conflict Resolution Mechanism of the Kambata People of SNNPRS

9. Analysis of the Salam Model of Conflict Resolution

10. Theme of Conflict In ‘A View From The Bridge’

11. Don Nardo’s The Persian Gulf War and Its Detalisation of Conflicts

12. Conflict among Nations as a Global Issue Throughout History

13. An Argument for Constructing a Resolution Strategy for Ethnic Conflict

14. Different Conflict Situations In A Diverse Workplace

15. How Conflict Can Be Normal In All Relationships

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• Democratic Leadership
• Negotiation

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How to Write an Essay on Conflict

How to Write a Motif Paper

In both real life and in fiction, conflict describes an enduring struggle between two opposing forces. Whether you're watching a cartoon or reading a serious literary tome, conflict is a key component of plot. Writing an essay on conflict requires a focus, clarity, and an understanding of the different types of conflict presented in a story.

Identify the Type of Conflict

While most people think of conflict as a fight between two characters, it can be categorized as internal or external or both. Conflict can present itself in four primary ways: externally, as man versus man, man versus society, or man versus nature and internally, as man versus self, as exemplified by the tragic struggle of Shakespeare’s Hamlet trying to avenge his father’s murder.

Find Supporting Evidence

Whether you’re analyzing a piece of literature or a clash between two nations, you’ll first need to identity the two opposing forces that comprise your central argument, and then find evidence to support your claim. For example, if your central conflict is man versus nature – think Sebastian Junger’s “The Perfect Storm” – you’ll want to find specific examples of where the sea rises up against the sailors. As with any analytical essay, analyzing conflicts requires you to look for specific quotes, phrases or parts of dialogue that reinforce your position.

Draft Your Thesis

Once you've figured out your protagonist and antagonist and the type of conflict to address in your essay, narrow your focus and write a concise thesis statement that states the central conflict you plan to address. For example, If you’re analyzing “man versus society” in your essay, such as when Atticus Finch fights against a racist society in “To Kill a Mockingbird,” you could state, "In 'To Kill a Mockingbird,' Harper Lee uses Atticus Finch’s defense of Tom Robinson to both illustrate and combat the rampant racism that has infected his Southern town." Your thesis statement will provide you with a road map for the rest of your paper and will help you decide upon the main points of your paper. Your thesis should be the very last sentence in your introduction.

Start Writing

Once you’ve found your examples and written your thesis, write your first draft. Remember to start your essay with a “hook” – a question, a quote, or a statistic, for example that will introduce the conflict you’ll be analyzing. Start each body paragraph with a topic sentence that states a main point, and then support that point with three or four of your examples from your initial research. Repeat this process for each remaining body paragraph. Within the body of the paper, address whether the conflict was resolved, and how. In your conclusion, summarize your main points and restate -- but don’t repeat verbatim -- your thesis.

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Jennifer Brozak earned her state teaching certificate in Secondary English and Communications from St. Vincent College in Latrobe, Pa., and her bachelor's degree in journalism from the University of Pittsburgh. A former high school English teacher, Jennifer enjoys writing articles about parenting and education and has contributed to Reader's Digest, Mamapedia, Shmoop and more.

Managing Conflict with Humor

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What is conflict?

Causes of conflict in a relationship, how do you respond to conflict, conflict resolution, stress, and emotions, core skill 1: quick stress relief, core skill 2: emotional awareness, nonverbal communication and conflict resolution, more tips for managing and resolving conflict, conflict resolution skills.

Whatever the cause of disagreements and disputes at home or work, these skills can help you resolve conflict in a constructive way and keep your relationships strong and growing.

Conflict is a normal part of any healthy relationship. After all, two people can’t be expected to agree on everything, all the time. The key is not to fear or try to avoid conflict but to learn how to resolve it in a healthy way.

When conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people. Whether you’re experiencing conflict at home, work, or school, learning these skills can help you resolve differences in a healthy way and build stronger, more rewarding relationships.

Conflict 101

• A conflict is more than just a disagreement. It is a situation in which one or both parties perceive a threat (whether or not the threat is real).
• Conflicts continue to fester when ignored. Because conflicts involve perceived threats to our well-being and survival, they stay with us until we face and resolve them.
• We respond to conflicts based on our perceptions of the situation, not necessarily to an objective review of the facts. Our perceptions are influenced by our life experiences, culture, values, and beliefs.
• Conflicts trigger strong emotions. If you aren’t comfortable with your emotions or able to manage them in times of stress, you won’t be able to resolve conflict successfully.
• Conflicts are an opportunity for growth. When you’re able to resolve conflict in a relationship, it builds trust. You can feel secure knowing your relationship can survive challenges and disagreements.

Conflict arises from differences, both large and small. 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. These needs can range from the need to feel safe and secure or respected and valued, to the need for greater closeness and intimacy.

Think about the opposing needs of a toddler and a parent. The child’s need is to explore, so venturing to the street or the cliff edge meets that need. But the parent’s need is to protect the child’s safety, a need that can only be met by limiting the toddler’s exploration. Since these needs are at odds, conflict arises.

The needs of each party play an important role in the long-term success of a relationship. Each deserves respect and consideration. In personal relationships, a lack of understanding about differing needs can result in distance, arguments, and break-ups. In the workplace, differing needs can result in broken deals, decreased profits, and lost jobs.

[Read: Tips for Building a Healthy Relationship]

When you can recognize conflicting needs and are willing to examine them with compassion and understanding, it can lead to creative problem solving, team building, and stronger relationships.

Speak to a Licensed Therapist

BetterHelp is an online therapy service that matches you to licensed, accredited therapists who can help with depression, anxiety, relationships, and more. Take the assessment and get matched with a therapist in as little as 48 hours.

Do you fear conflict or avoid it at all costs? If your perception of conflict comes from painful memories from early childhood or previous unhealthy relationships, you may expect all disagreements to end badly. You may view conflict as demoralizing, humiliating, or something to fear. If your early life experiences left you feeling powerless or out of control, conflict may even be traumatizing for you.

If you’re afraid of conflict, it can become a self-fulfilling prophecy. When you enter a conflict situation already feeling threatened, it’s tough to deal with the problem at hand in a healthy way. Instead, you’re more likely to either shut down or blow up in anger.

Healthy and unhealthy ways of managing and resolving conflict

Conflict triggers strong emotions and can lead to hurt feelings, disappointment, and discomfort. When handled in an unhealthy manner, it can cause irreparable rifts, resentments, and break-ups. But when conflict is resolved in a healthy way, it increases your understanding of the other person, builds trust, and strengthens your relationships.

If you are out of touch with your feelings or so stressed that you can only pay attention to a limited number of emotions, you won’t be able to understand your own needs. This will make it hard to communicate with others and establish what’s really troubling you. For example, couples often argue about petty differences—the way she hangs the towels, the way he slurps his soup—rather than what is  really bothering them.

The ability to successfully resolve conflict depends on your ability to:

• Manage stress quickly while remaining alert and calm. By staying calm, you can accurately read and interpret verbal and nonverbal communication.
• Control your emotions and behavior. When you’re in control of your emotions, you can communicate your needs without threatening, intimidating, or punishing others.
• Pay attention to the  feelings being expressed as well as the spoken words of others.
• Be aware of and respect differences. By avoiding disrespectful words and actions, you can almost always resolve a problem faster.

To successfully resolve a conflict, you need to learn and practice two core skills:

• Quick stress relief: the ability to quickly relieve stress in the moment.
• Emotional awareness: the ability to remain comfortable enough with your emotions to react in constructive ways, even in the midst of a perceived attack.

Being able to manage and relieve stress in the moment is the key to staying balanced, focused, and in control, no matter what challenges you face. If you don’t know how to stay centered and in control of yourself, you will become overwhelmed in conflict situations and unable to respond in healthy ways.

Psychologist Connie Lillas uses a driving analogy to describe the three most common ways people respond when they’re overwhelmed by stress:

Foot on the gas. An angry or agitated stress response. You’re heated, keyed up, overly emotional, and unable to sit still.

Foot on the brake. A withdrawn or depressed stress response. You shut down, space out, and show very little energy or emotion.

Foot on both gas and brake. A tense and frozen stress response. You “freeze” under pressure and can’t do anything. You look paralyzed, but under the surface you’re extremely agitated.

How stress affects conflict resolution

Stress interferes with the ability to resolve conflict by limiting your ability to:

• Accurately read another person’s body language .
• Hear what someone is really saying.
• Be aware of your own feelings.
• Be in touch with your own, deep-rooted needs.
• Communicate your needs clearly.

Is stress a problem for you?

You may be so used to feeling stressed that you’re not even aware you  are stressed. Stress may pose a problem in your life if you identify with the following:

• You often feel tense or tight somewhere in your body.
• You’re not aware of movement in your chest or stomach when you breathe.
• Conflict absorbs your time and attention.

Learn how to manage stress in the moment

One of the most reliable ways to rapidly reduce stress is by engaging one or more of your senses—sight, sound, taste, smell, touch—or through movement. You could squeeze a stress ball, smell a relaxing scent, taste a soothing cup of tea, or look at a treasured photograph. We all tend to respond differently to sensory input, often depending on how we respond to stress, so take some time to find things that are soothing to you. Read: Quick Stress Relief .

Emotional awareness is the key to understanding yourself and others. If you don’t know how or why you feel a certain way, you won’t be able to communicate effectively or resolve disagreements.

[Read: Improving Emotional Intelligence]

Although knowing your own feelings may sound simple, many people ignore or try to sedate strong emotions like anger, sadness, and fear. Your ability to handle conflict, however, depends on being connected to these feelings. If you’re afraid of strong emotions or if you insist on finding solutions that are strictly rational, your ability to face and resolve differences will be limited.

Why emotional awareness is a key factor in resolving conflict

Emotional awareness—the consciousness of your  moment-to-moment emotional experience—and the ability to manage all of your feelings appropriately, is the basis of a communication process that can resolve conflict.

Emotional awareness helps you to:

• Understand what is really troubling other people
• Understand yourself, including what is really troubling you
• Stay motivated until the conflict is resolved
• Communicate clearly and effectively
• Interest and influence others

Assessing your level of emotional awareness

The following quiz helps you assess your level of emotional awareness. Answer the following questions with:  almost never, occasionally, often, very often, or  almost always . There are no right or wrong responses, only the opportunity to become better acquainted with your emotional responses.

What kind of relationship do you have with your emotions?

• Do you experience feelings that flow, encountering one emotion after another as your experiences change from moment to moment?
• Are your emotions accompanied by physical sensations that you experience in places like your stomach or chest?
• Do you experience distinct feelings and emotions, such as anger, sadness, fear, and joy, which are evident in different facial expressions?
• Can you experience intense feelings that are strong enough to capture both your own attention and that of others?
• Do you pay attention to your emotions? Do they factor into your decision-making?

If any of these experiences are unfamiliar, your emotions may be “turned” down or even off. In either case, you may need help developing your emotional awareness. You can do this by using Helpguide’s free Emotional Intelligence Toolkit.

When people are in the middle of a conflict, the words they use rarely convey the issues at the heart of the problem. But by paying close attention to the other person’s nonverbal signals or “body language,” such as facial expressions, posture, gestures, and tone of voice, you can better understand what the person is really saying. This will allow you to respond in a way that builds trust, and gets to the root of the problem.

[Read: Nonverbal Communication and Body Language]

Your ability to accurately read another person depends on your own emotional awareness. The more aware you are of your own emotions, the easier it will be for you to pick up on the wordless clues that reveal what others are feeling. Think about what you are transmitting to others during conflict, and if what you say matches your body language. If you say “I’m fine,” but you clench your teeth and look away, then your body is clearly signaling you are anything but “fine.” A calm tone of voice, a reassuring touch, or an interested facial expression can go a long way toward relaxing a tense exchange.

You can ensure that the process of managing and resolving conflict is as positive as possible by sticking to the following guidelines:

Listen for what is felt as well as said. When you really listen, you connect more deeply to your own needs and emotions, and to those of other people. Listening also strengthens, informs, and makes it easier for others to hear you when it’s your turn to speak.

Make conflict resolution the priority rather than winning or “being right.” Maintaining and strengthening the relationship, rather than “winning” the argument, should always be your first priority. Be respectful of the other person and their viewpoint.

Focus on the present. If you’re holding on to grudges based on past conflicts, your ability to see the reality of the current situation will be impaired. Rather than looking to the past and assigning blame, focus on what you can do in the here-and-now to solve the problem.

Pick your battles. Conflicts can be draining, so it’s important to consider whether the issue is really worth your time and energy. Maybe you don’t want to surrender a parking space if you’ve been circling for 15 minutes, but if there are dozens of empty spots, arguing over a single space isn’t worth it.

Be willing to forgive. Resolving conflict is impossible if you’re unwilling or unable to forgive others. Resolution lies in releasing the urge to punish, which can serve only to deplete and drain your life.

Know when to let something go. If you can’t come to an agreement, agree to disagree. It takes two people to keep an argument going. If a conflict is going nowhere, you can choose to disengage and move on.

Using humor in conflict resolution

You can avoid many confrontations and resolve arguments and disagreements by communicating in a humorous way . Humor can help you say things that might otherwise be difficult to express without offending someone. However, it’s important that you laugh with the other person, not at them. When humor and play are used to reduce tension and anger, reframe problems, and put the situation into perspective, the conflict can actually become an opportunity for greater connection and intimacy.

More Information

• CR Kit - Covers causes of conflict, different conflict styles, and fair fighting guidelines to help you positively resolve disagreements. (Conflict Resolution Network)
• 12 Skills Summary - A 12-step conflict resolution training kit. (Conflict Resolution Network)
• Effective Communication - The art of listening in conflict resolution. (University of Maryland)
• 10.3 Causes and Outcomes of Conflict – Organizational Behavior . (n.d.). Retrieved May 25, 2022, from Link
• Başoğul, C., & Özgür, G. (2016). Role of Emotional Intelligence in Conflict Management Strategies of Nurses. Asian Nursing Research , 10(3), 228–233. Link
• Corcoran, Kathleen O’Connell, and Brent Mallinckrodt. “Adult Attachment, Self-Efficacy, Perspective Taking, and Conflict Resolution.” Journal of Counseling & Development 78, no. 4 (2000): 473–83. Link
• Yarnell, Lisa M., and Kristin D. Neff. “Self-Compassion, Interpersonal Conflict Resolutions, and Well-Being.” Self and Identity 12, no. 2 (March 1, 2013): 146–59. Link
• Tucker, Corinna Jenkins, Susan M. Mchale, and Ann C. Crouter. “Conflict Resolution: Links with Adolescents’ Family Relationships and Individual Well-Being.” Journal of Family Issues 24, no. 6 (September 1, 2003): 715–36. Link

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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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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.

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Home — Essay Samples — Business — Conflict Management — Effective Conflict Management Strategies

Effective Conflict Management Strategies

• Categories: Conflict Management

About this sample

Words: 672 |

Published: Jan 31, 2024

Words: 672 | Page: 1 | 4 min read

Table of contents

Introduction, definition and types of conflicts, importance of effective conflict management, strategies and techniques in conflict management, evaluating the effectiveness of conflict management strategies, a. collaborative problem-solving, b. compromise and negotiation, c. mediation and third-party intervention.

• Level of satisfaction and agreement of all parties involved
• Reduction of tension and escalation of conflict
• Creativity and flexibility in generating solutions
• Long-term sustainability of the resolution
• Diamond, L. (2013). Democracy's Fourth Wave? Digital Media and the Arab Spring. Oxford University Press.
• Ding, C., & Liu, Y. (2016). A review on tuition-free higher education: Opportunity for developing countries to transform tertiary education. International Journal of Educational Development, 48, 22-30.
• Druckman, D. (2000). Negotiation: From theory to practice. Journal of Social Issues, 56(1), 43-55.

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Beyond Intractability

The Hyper-Polarization Challenge to the Conflict Resolution Field: A Joint BI/CRQ Discussion BI and the Conflict Resolution Quarterly invite you to participate in an online exploration of what those with conflict and peacebuilding expertise can do to help defend liberal democracies and encourage them live up to their ideals.

Follow BI and the Hyper-Polarization Discussion on BI's New Substack Newsletter .

Hyper-Polarization, COVID, Racism, and the Constructive Conflict Initiative Read about (and contribute to) the  Constructive Conflict Initiative  and its associated Blog —our effort to assemble what we collectively know about how to move beyond our hyperpolarized politics and start solving society's problems. 

By Michelle LeBaron

July 2003  

Culture is an essential part of conflict and conflict resolution. Cultures are like underground rivers that run through our lives and relationships, giving us messages that shape our perceptions, attributions, judgments, and ideas of self and other. Though cultures are powerful, they are often unconscious, influencing conflict and attempts to resolve conflict in imperceptible ways.

Cultures are more than language, dress, and food customs. Cultural groups may share race, ethnicity, or nationality, but they also arise from cleavages of generation, socioeconomic class, sexual orientation, ability and disability, political and religious affiliation, language, and gender -- to name only a few.

Two things are essential to remember about cultures: they are always changing, and they relate to the symbolic dimension of life. The symbolic dimension is the place where we are constantly making meaning and enacting our identities. Cultural messages from the groups we belong to give us information about what is meaningful or important, and who we are in the world and in relation to others -- our identities.

Cultural messages, simply, are what everyone in a group knows that outsiders do not know. They are the water fish swim in, unaware of its effect on their vision. They are a series of lenses that shape what we see and don't see, how we perceive and interpret, and where we draw boundaries. In shaping our values, cultures contain starting points and currencies[1]. Starting points are those places it is natural to begin, whether with individual or group concerns, with the big picture or particularities. Currencies are those things we care about that influence and shape our interactions with others.

How Cultures Work

Though largely below the surface, cultures are a shifting, dynamic set of starting points that orient us in particular ways and away from other directions. Each of us belongs to multiple cultures that give us messages about what is normal, appropriate, and expected. When others do not meet our expectations, it is often a cue that our cultural expectations are different. We may mistake differences between others and us for evidence of bad faith or lack of common sense on the part of others, not realizing that common sense is also cultural. What is common to one group may seem strange, counterintuitive, or wrong to another.

Cultural messages shape our understandings of relationships, and of how to deal with the conflict and harmony that are always present whenever two or more people come together. Writing about or working across cultures is complicated, but not impossible. Here are some complications in working with cultural dimensions of conflict, and the implications that flow from them:

Culture is multi-layered -- what you see on the surface may mask differences below the surface.

Therefore, cultural generalizations are not the whole story, and there is no substitute for building relationships and sharing experiences, coming to know others more deeply over time.

Culture is constantly in flux -- as conditions change, cultural groups adapt in dynamic and sometimes unpredictable ways.

Therefore, no comprehensive description can ever be formulated about a particular group. Any attempt to understand a group must take the dimensions of time, context, and individual differences into account.

Culture is elastic -- knowing the cultural norms of a given group does not predict the behavior of a member of that group, who may not conform to norms for individual or contextual reasons.

Therefore, taxonomies (e.g. "Italians think this way," or "Buddhists prefer that") have limited use, and can lead to error if not checked with experience.

Culture is largely below the surface, influencing identities and meaning-making, or who we believe ourselves to be and what we care about -- it is not easy to access these symbolic levels since they are largely outside our awareness.

Therefore, it is important to use many ways of learning about the cultural dimensions of those involved in a conflict, especially indirect ways, including stories, metaphors, and rituals.

Cultural influences and identities become important depending on context. When an aspect of cultural identity is threatened or misunderstood, it may become relatively more important than other cultural identities and this fixed, narrow identity may become the focus of stereotyping , negative projection, and conflict. This is a very common situation in intractable conflicts.

Therefore, it is useful for people in conflict to have interactive experiences that help them see each other as broadly as possible, experiences that foster the recognition of shared identities as well as those that are different.

Since culture is so closely related to our identities (who we think we are), and the ways we make meaning (what is important to us and how), it is always a factor in conflict. Cultural awareness leads us to apply the Platinum Rule in place of the Golden Rule. Rather than the maxim "Do unto others as you would have them do unto you," the Platinum Rule advises: "Do unto others as they would have you do unto them."

Culture and Conflict: Connections

Cultures are embedded in every conflict because conflicts arise in human relationships. Cultures affect the ways we name, frame, blame, and attempt to tame conflicts. Whether a conflict exists at all is a cultural question. In an interview conducted in Canada, an elderly Chinese man indicated he had experienced no conflict at all for the previous 40 years.[2] Among the possible reasons for his denial was a cultural preference to see the world through lenses of harmony rather than conflict, as encouraged by his Confucian upbringing. Labeling some of our interactions as conflicts and analyzing them into smaller component parts is a distinctly Western approach that may obscure other aspects of relationships.

Culture is always a factor in conflict, whether it plays a central role or influences it subtly and gently. For any conflict that touches us where it matters, where we make meaning and hold our identities, there is always a cultural component. Intractable conflicts like the Israeli-Palestinian conflict or the India-Pakistan conflict over Kashmir are not just about territorial, boundary, and sovereignty issues -- they are also about acknowledgement, representation, and legitimization of different identities and ways of living, being, and making meaning.

Conflicts between teenagers and parents are shaped by generational culture, and conflicts between spouses or partners are influenced by gender culture. In organizations, conflicts arising from different disciplinary cultures escalate tensions between co-workers, creating strained or inaccurate communication and stressed relationships. Culture permeates conflict no matter what -- sometimes pushing forth with intensity, other times quietly snaking along, hardly announcing its presence until surprised people nearly stumble on it.

Culture is inextricable from conflict, though it does not cause it. When differences surface in families, organizations, or communities, culture is always present, shaping perceptions, attitudes, behaviors, and outcomes.

When the cultural groups we belong to are a large majority in our community or nation, we are less likely to be aware of the content of the messages they send us. Cultures shared by dominant groups often seem to be "natural," "normal" -- "the way things are done." We only notice the effect of cultures that are different from our own, attending to behaviors that we label exotic or strange.

Though culture is intertwined with conflict, some approaches to conflict resolution minimize cultural issues and influences. Since culture is like an iceberg -- largely submerged -- it is important to include it in our analyses and interventions. Icebergs unacknowledged can be dangerous, and it is impossible to make choices about them if we don't know their size or place. Acknowledging culture and bringing cultural fluency to conflicts can help all kinds of people make more intentional, adaptive choices.

Culture and Conflict: How to Respond

Given culture's important role in conflicts, what should be done to keep it in mind and include it in response plans? Cultures may act like temperamental children: complicated, elusive, and difficult to predict. Unless we develop comfort with culture as an integral part of conflict, we may find ourselves tangled in its net of complexity, limited by our own cultural lenses. Cultural fluency is a key tool for disentangling and managing multilayered, cultural conflicts.

Cultural fluency means familiarity with cultures: their natures, how they work, and ways they intertwine with our relationships in times of conflict and harmony. Cultural fluency means awareness of several dimensions of culture, including

• Communication,
• Ways of naming, framing, and taming conflict,
• Approaches to meaning making,
• Identities and roles.

Each of these is described in more detail below.

Communication refers to different starting points about how to relate to and with others. There are many variations on these starting points, and they are outlined in detail in the topic Communication, Culture, and Conflict . Some of the major variations relate to the division between high- and low-context communications, a classification devised by Edward T. Hall.[3]

In high-context communication, most of a message is conveyed by the context surrounding it, rather than being named explicitly in words. The physical setting, the way things are said, and shared understandings are relied upon to give communication meaning. Interactions feature formalized and stylized rituals, telegraphing ideas without spelling them out. Nonverbal cues and signals are essential to comprehension of the message. The context is trusted to communicate in the absence of verbal expressions, or sometimes in addition to them. High-context communication may help save face because it is less direct than low-context communication, but it may increase the possibilities of miscommunication because much of the intended message is unstated.

Low-context communication emphasizes directness rather than relying on the context to communicate. From this starting point, verbal communication is specific and literal, and less is conveyed in implied, indirect signals. Low-context communicators tend to "say what they mean and mean what they say." Low-context communication may help prevent misunderstandings , but it can also escalate conflict because it is more confrontational than high-context communication.

As people communicate, they move along a continuum between high- and low-context. Depending on the kind of relationship, the context, and the purpose of communication, they may be more or less explicit and direct. In close relationships, communication shorthand is often used, which makes communication opaque to outsiders but perfectly clear to the parties. With strangers, the same people may choose low-context communication.

Low- and high-context communication refers not only to individual communication strategies, but may be used to understand cultural groups. Generally, Western cultures tend to gravitate toward low-context starting points, while Eastern and Southern cultures tend to high-context communication. Within these huge categories, there are important differences and many variations. Where high-context communication tends to be featured, it is useful to pay specific attention to nonverbal cues and the behavior of others who may know more of the unstated rules governing the communication. Where low-context communication is the norm, directness is likely to be expected in return.

There are many other ways that communication varies across cultures. High- and low-context communication and several other dimensions are explored in Communication, Culture, and Conflict .

Ways of naming, framing, and taming conflict vary across cultural boundaries. As the example of the elderly Chinese interviewee illustrates, not everyone agrees on what constitutes a conflict. For those accustomed to subdued, calm discussion, an emotional exchange among family members may seem a threatening conflict. The family members themselves may look at their exchange as a normal and desirable airing of differing views. Intractable conflicts are also subject to different interpretations. Is an event a skirmish, a provocation, an escalation, or a mere trifle, hardly worth noticing? The answer depends on perspective, context, and how identity relates to the situation.

Just as there is no consensus across cultures or situations on what constitutes a conflict or how events in the interaction should be framed, so there are many different ways of thinking about how to tame it. Should those involved meet face to face, sharing their perspectives and stories with or without the help of an outside mediator? Or should a trusted friend talk with each of those involved and try to help smooth the waters? Should a third party be known to the parties or a stranger to those involved?

John Paul Lederach, in his book Preparing for Peace: Conflict Transformation Across Cultures, identifies two third-party roles that exist in U.S. and Somali settings, respectively -- the formal mediator and the traditional elder.[4] The formal mediator is generally not known to those involved, and he or she tries to act without favoritism or investment in any particular outcome. Traditional elders are revered for their local knowledge and relationships, and are relied upon for direction and advice, as well as for their skills in helping parties communicate with each other. The roles of insider partial (someone known to the parties who is familiar with the history of the situation and the webs of relationships) and outsider neutral (someone unknown to the parties who has no stake in the outcome or continuing relationship with the parties) appear in a range of cultural contexts. Generally, insider partials tend to be preferred in traditional, high-context settings, while outside neutrals are more common in low-context settings.

These are just some of the ways that taming conflict varies across cultures. Third parties may use different strategies with quite different goals, depending on their cultural sense of what is needed. In multicultural contexts, parties' expectations of how conflict should be addressed may vary, further escalating an existing conflict.

Approaches to meaning-making also vary across cultures. Hampden-Turner and Trompenaars suggest that people have a range of starting points for making sense of their lives, including:

• universalist (favoring rules, laws, and generalizations) and particularist (favoring exceptions, relations, and contextual evaluation)
• specificity (preferring explicit definitions, breaking down wholes into component parts, and measurable results) and diffuseness (focusing on patterns, the big picture, and process over outcome)
• inner direction (sees virtue in individuals who strive to realize their conscious purpose) and outer direction (where virtue is outside each of us in natural rhythms, nature, beauty, and relationships)
• synchronous time (cyclical and spiraling) and sequential time (linear and unidirectional).[5]

When we don't understand that others may have quite different starting points, conflict is more likely to occur and to escalate. Even though the starting points themselves are neutral, negative motives are easily attributed to someone who begins from a different end of the continuum.[6]

For example, when First Nations people sit down with government representatives to negotiate land claims in Canada or Australia, different ideas of time may make it difficult to establish rapport and make progress. First Nations people tend to see time as stretching forward and back, binding them in relationship with seven generations in both directions. Their actions and choices in the present are thus relevant to history and to their progeny. Government negotiators acculturated to Western European ideas of time may find the telling of historical tales and the consideration of projections generations into the future tedious and irrelevant unless they understand the variations in the way time is understood by First Nations people.

Of course, this example draws on generalizations that may or may not apply in a particular situation. There are many different Aboriginal peoples in Canada, Australia, New Zealand, the United States, and elsewhere. Each has a distinct culture, and these cultures have different relationships to time, different ideas about negotiation, and unique identities. Government negotiators may also have a range of ethno cultural identities, and may not fit the stereotype of the woman or man in a hurry, with a measured, pressured orientation toward time.

Examples can also be drawn from the other three dimensions identified by Hampden-Turner and Trompenaars. When an intractable conflict has been ongoing for years or even generations, should there be recourse to international standards and interveners, or local rules and practices? Those favoring a universalist starting point are more likely to prefer international intervention and the setting of international standards. Particularlists will be more comfortable with a tailor-made, home-grown approach than with the imposition of general rules that may or may not fit their needs and context.

Specificity and diffuseness also lead to conflict and conflict escalation in many instances. People, who speak in specifics, looking for practical solutions to challenges that can be implemented and measured, may find those who focus on process, feelings, and the big picture obstructionist and frustrating. On the other hand, those whose starting points are diffuse are more apt to catch the flaw in the sum that is not easy to detect by looking at the component parts, and to see the context into which specific ideas must fit.

Inner-directed people tend to feel confident that they can affect change, believing that they are "the masters of their fate, the captains of their souls."[7] They focus more on product than process. Imagine their frustration when faced with outer-directed people, whose attention goes to nurturing relationships, living in harmony with nature, going with the flow, and paying attention to processes rather than products. As with each of the above sets of starting points, neither is right or wrong; they are simply different. A focus on process is helpful, but not if it completely fails to ignore outcomes. A focus on outcomes is useful, but it is also important to monitor the tone and direction of the process. Cultural fluency means being aware of different sets of starting points, and having a way to speak in both dialects, helping translate between them when they are making conflict worse.

These continua are not absolute, nor do they explain human relations broadly. They are clues to what might be happening when people are in conflict over long periods of time. We are meaning-making creatures, telling stories and creating understandings that preserve our sense of self and relate to our purpose. As we come to realize this, we can look into the process of meaning making for those in a conflict and find ways to help them make their meaning-making processes and conclusions more apparent to each other.

This can be done by storytelling and by the creation of shared stories, stories that are co-constructed to make room for multiple points of view within them. Often, people in conflict tell stories that sound as though both cannot be true. Narrative conflict-resolution approaches help them leave their concern with truth and being right on the sideline for a time, turning their attention instead to stories in which they can both see themselves.

Another way to explore meaning making is through metaphors. Metaphors are compact, tightly packaged word pictures that convey a great deal of information in shorthand form. For example, in exploring how a conflict began, one side may talk about its origins being buried in the mists of time before there were boundaries and roads and written laws. The other may see it as the offspring of a vexatious lawsuit begun in 1946. Neither is wrong -- the issue may well have deep roots, and the lawsuit was surely a part of the evolution of the conflict. As the two sides talk about their metaphors, the more diffuse starting point wrapped up in the mists of time meets the more specific one, attached to a particular legal action. As the two talk, they deepen their understanding of each other in context, and learn more about their respective roles and identities.

Identities and roles refer to conceptions of the self. Am I an individual unit, autonomous, a free agent, ultimately responsible for myself? Or am I first and foremost a member of a group, weighing choices and actions by how the group will perceive them and be affected by them? Those who see themselves as separate individuals likely come from societies anthropologists call individualist. Those for whom group allegiance is primary usually come from settings anthropologists call collectivist, or communitarian.

In collectivist settings, the following values tend to be privileged:

• cooperation
• filial piety (respect for and deference toward elders)
• participation in shared progress
• reputation of the group
• interdependence

In individualist settings, the following values tend to be privileged:

• competition
• independence
• individual achievement
• personal growth and fulfillment
• self-reliance

When individualist and communitarian starting points influence those on either side of a conflict, escalation may result. Individualists may see no problem with "no holds barred" confrontation, while communitarian counterparts shrink from bringing dishonor or face-loss to their group by behaving in unseemly ways. Individualists may expect to make agreements with communitarians, and may feel betrayed when the latter indicate that they have to take their understandings back to a larger public or group before they can come to closure. In the end, one should remember that, as with other patterns described, most people are not purely individualist or communitarian. Rather, people tend to have individualist or communitarian starting points, depending on one's upbringing, experience, and the context of the situation.

There is no one-size-fits-all approach to conflict resolution, since culture is always a factor. Cultural fluency is therefore a core competency for those who intervene in conflicts or simply want to function more effectively in their own lives and situations. Cultural fluency involves recognizing and acting respectfully from the knowledge that communication, ways of naming, framing, and taming conflict, approaches to meaning-making, and identities and roles vary across cultures.

[1] See also the essays on Cultural and Worldview Frames and Communication Tools for Understanding Cultural Differences .

[2] LeBaron, Michelle and Bruce Grundison. 1993. Conflict and Culture: Research in Five Communities in British Columbia, Canada . Victoria, British Columbia: University of Victoria Institute for Dispute Resolution.

[3] Hall, Edward T. 1976. Beyond Culture . Garden City, NY: Doubleday.

[4] Lederach, John Paul. 1995. Preparing for Peace. Conflict Transformation Across Cultures . Syracuse, NY: Syracuse University Press, pp. 94.

[5] Hampden-Turner, Charles and Fons Trompenaars. 2000. Building Cross Cultural Competence. How to Create Wealth from Conflicting Values. New Haven and London: Yale University Press.

[6] There is also the set of essays on framing which is closely related to the idea of meaning making.

[7] Ibid., 244.

Use the following to cite this article: LeBaron, Michelle. "Culture and Conflict." Beyond Intractability . Eds. Guy Burgess and Heidi Burgess. Conflict Information Consortium, University of Colorado, Boulder. Posted: July 2003 < http://www.beyondintractability.org/essay/culture-conflict >.

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• Essay on Skills

Conflict in Your Life Admission Essay Sample

Type of paper: Admission Essay

Topic: Skills , Training , Parents , Finance , Father , Life , Family , Sports

Words: 1100

Published: 06/09/2021

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Life is filled with vicissitudes which prompt people to respond and react accordingly. Some challenges are extremely unexpected requiring introspective skills to turn events towards one’s favor. I strongly believe that the ability of a person to surpass obstacles in life depend, not so much on the innate ability to be resourceful; but more so, on the unselfish desire to contribute to improving the welfare of others.

I can never forget the confounding conflict that besieged my family when I was in my eighth grade. The financial crisis that instigated economic havoc on a global sphere spiraled into direct impingement of my father’s business. He owns and managed a software consultancy firm with clients ranging from large private global organizations to small local businesses. One of the global organizations was drastically affected by the financial crisis and the huge losses necessitated filing of bankruptcy. As a consequence, the client could not sustain continued operations with my father’s business which curtailed a significant chunk of potential income. To exacerbate, the bankrupt organization failed to remit substantial amounts of receivables which contributed to financial losses for my father’s firm. To recover these losses, my father had to resort to filing legal claims against this client and spent exorbitant legal fees.

The stress and anxiety shouldered by my father at those trying times could not escape my mind. He struggled to continue providing for the family with the meager resources that remained. My mother, whose academic achievements were likewise exemplary, as a gold medalist in a post-graduate degree in computer science, she was adamant to help. She started looking for employment opportunities to augment the current level of family income. However, my father insisted on her staying at home to focus on raising me and my younger brother, who was eight years old at that time. Another alternative course of action was to relocate to India where the cost of living is considerably low. I even suggested trying to look for a part-time job which would assist in alleviating the financial and emotional burden that our family was experiencing. Yet, my father insisted on thinking of other options while we assume the same roles and responsibilities that we had in the family. He stressed that as head of the household, he still is the breadwinner and our unwavering physical and emotional support is enough to boost his relentless spirit.

I immediately remembered that I could help in my own simple, yet ingenious ways. My parents had encouraged me to develop a fetish for sports, in addition to academic pursuit. They acknowledged the need for us children to focus on holistic growth and development. As such, I have gained enthusiasm in tennis. I had been playing tennis since my sixth grade and my parents invested resources: time, effort, and money to motivate and sustain my interest in this game. They provided me with branded tennis equipment and sought a professional coach to provide training. I used the investment, as well as the skills that I have gained so far, in augmenting our family income.

I convinced my coach that since we could not afford paying for his professional services, I could assist him in his training sessions for free, provided that he would still train me as a trade-off. In addition, since I developed skills and acumen in using the tennis equipment, I also learned the skill of stringing tennis rackets for my coach. In return for the favor, he bought me tennis rackets to replace those that could not be of good use. Likewise, in lieu of expensive training sessions, I invited my tennis peers for a game or two, which served as good training grounds for developing agility and sustained stamina.

Concurrently, other strategies that I believed would help in alleviating financial stress is time management with cost minimization. I have to note that I really love to read books. Instead of buying new books for English Ap, I bought used books from half price book shops. Usually English Ap requires at least four novels or books to be read thoroughly every year; these are expensive when bought new. Another strategy was spending more hours to review for my academic subjects instead of relying on private tutors that entailed shelling out as much as $50 per hour. I also refrained from attending the prom night which saved my family spending around $300. I started waking up earlier to prepare home-made sandwiches which my brother and I brought to school; instead of buying expensive fast food meals or the favorite Chipotle burritos. This strategy necessitated doing away with servants who were also tasked to do the weekly housecleaning. As such, my brother and I contributed our share of the household chores. Likewise, I gave tutor lessons to my next-door neighbors’ children at very minimal charges. Also, instead of going out for expensive meals and indulging in movies or concerts, we started watching movies at home, listening to music, and playing in-door games as a family. My Mom and Dad even taught me some cooking skills which made dining experience for the family more exciting and memorable. The time spent together enhanced camaraderie and affirm the love, caring, holistic support, and commitment we all have for each other in those challenging times. We realized our priorities in life. We reverted to appreciating the basic necessities and having to forego excessive wants. As a family, we affirmed our faith through adherence to our values and beliefs.

The experience enabled a deep realization of what to value most in life. Money is only good as it provides people with resources to survive. Yet, people who get to be accustomed with too much money eventually struggle when it is suddenly lost. The more important thing that people should learn is to value one’s family and loved ones; the people who provide holistic and unconditional love and support. Likewise, another lesson learned is that life’s vicissitudes provide opportunities to reflect on one’s ability for resilience, and to be more responsible and accountable for one’s behavior. The knowledge, skills, and abilities gained through the course of one’s personal development should be applied to address challenges that life gives. In the end, our ability to address these challenges would determine whether we have gained the theoretical frameworks and skills set, not only to survive; but to excel and be an inspiration to likewise improve the lives others.

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Workplace Dynamics

It’s not me, it’s you: solving workplace conflicts, the solution is more likely to be found in systems than in personalities..

Posted May 9, 2024 | Reviewed by Gary Drevitch

• A reflexive response to conflicts at work is to blame “personality clashes.”
• The cause of workplace conflict is more often a systems issue, not personal differences.
• Addressing the organizational reasons for conflict is simpler than changing co-workers' hearts and minds.

“Conflict cannot survive without your participation.” – Wayne Dyer

As an Employee Assistance professional who routinely engages in consultations involving workplace conflict it’s clear to me that the answer to the age-old question of “can’t we all just get along?” is a resounding “Hell no!”

What can we do about the ubiquitous nature of conflict in the workplace? How do we solve what seem to be deep-seated personality clashes to get back to the business of business?

Trying to get to the core of a workplace conflict is not unlike doing couples therapy where each partner points to the other as the instigator and sustainer of tension. Heard separately, the stories sound legitimate and it’s often hard to envision a resolution when the parties involved are so convincing in placing the blame outside themselves.

An example to which I often refer when providing trainings on resolving workplace conflict is an employee who came to me in great distress, stating that her “micro-managing” supervisor did not trust her, was always looking over her shoulder and questioned every decision she makes. Unbeknownst to the employee, said manager came to me complaining of this employee, stating that she seemed incapable of working independently, was never accepting of feedback and, in short, “high maintenance." The one area of common ground between them was that each stated that the stress of the working relationship was becoming unbearable, and each was giving serious thought to switching departments.

One of the reflexive responses to the above is to blame “personality clashes.” This perspective suggests that the flashpoints, or butting of heads, are simply the outgrowth of two people who are just wired differently and have been thrown into the sandbox together and told they must get along.

There are multiple problems with both this diagnosis and remedy. Studies have repeatedly shown that while there are personality issues in any relationship and everyone brings his or her personal history, including how they manage conflict, to the workplace, the reality is that it is the situations they find themselves in that create conflict and that others placed in similar circumstances would also experience conflict.

Examples of system issues that lead to conflict include:

• Someone who had authority and lost it and now resents those in charge.
• Someone who has authority but through its misuse alienates those around him or her.
• Two people sharing the same authority but different goals , each believing his or her way is correct.
• A blurred hierarchy in which no one knows who is really in charge.
• Poorly communicated expectations.
• An organizational culture that fosters unhealthy competition .

The list goes on, but the underlying element is the environment and how each person navigates the hierarchical structure in which they find themselves. This is not to say that dysfunctional people do not show up to work intent on creating drama for the sake of drama, see the workplace as an emotional playground, or are simply bullies kicking sand in everyone’s face. Addressing these individuals takes a strong leader who can implement the 3 C’s of managing problem employees: Coaching , Counseling, and Corrective Action.

The good news in the system approach to conflict resolution is that addressing and adjusting organizational issues is far easier than trying to change hearts and minds in hopes of creating a peaceful work environment.

The first step in addressing the issue is to take a hard look at the organizational culture that surrounds the employees, looking for the built-in power traps that put people at odds or unintentionally create an “us vs them” mentality. Since in many cases the conflict either directly involves a leader or the leader is too close to the issue, a third party, removed from the emotional content, is helpful in getting a broader view.

While many workers cope with the stress of conflict at work through the geographic cure of finding a new job—only to find in many cases that they have the same experience only with new faces—many others, through financial constraints, limited options or liking the work they do, choose to tough it out. The dangers with this approach include the damaging impact of long-term stress, a growing detachment from work—aka presenteeism —to lessen the emotional toll, a growing resentment toward leadership for not appropriately addressing the conflict, or leaning in on a conflictual approach. All of these responses are detrimental to the psychic, mental, and emotional health of the employee and contribute to a toxic work environment.

When counseling clients who seem locked in a battle of wills with a coworker to the point that the negative effects of that struggle are outweighing the benefits of a paycheck I will advise the following reflective questions:

• How invested in the relationship are you?
• How important is the issue to you?
• Do you have the energy for the conflict?
• Are you aware of the potential consequences of continuing the conflict?
• Are you ready for the consequences?
• What are the benefits of disengaging from the conflict?

If the circumstances do not involve bullying , discrimination , or abuse, I find it more helpful to move employees through the conflict by assuring them that “it’s not you” but then add the qualifier that it’s also not the other person. While sounding like a Zen koan, it’s the simple truth that the surrounding circumstances have contributed to a battle that cannot be won by changing someone’s personality. Additionally, I reassure them that as Gandhi pointed out, “Peace is not the absence of conflict, but the ability to cope with it.” Finally, I will ask that their awareness shift from tension mode to accepting the following:

• Our work lives are interconnected with our coworkers but also distinct from them.
• We are responsible for shared success but not for another’s success.
• Our ideas, beliefs, and opinions deserve respect but not necessarily agreement.
• It’s not conflict that destroys relationships; it’s how we address it.

Caesens, et al. Perceived Organizational Support and Workplace Conflict: The Mediating Role of Failure-Related Trust . Frontiers in Psychology, 2019.

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Plato’s Life and his Enduring Philosophical Legacy

This essay is about Plato, one of history’s most influential philosophers, who lived from around 427 to 347 BCE in ancient Greece. It describes his early life and how meeting Socrates shaped his dedication to philosophy. Witnessing the execution of Socrates left Plato disillusioned with Athenian democracy, pushing him to explore better governance through philosophy. After traveling and studying various intellectual traditions, he founded the Academy in Athens. Plato’s dialogues, notably “The Republic,” outline his vision of a just state ruled by philosopher-kings and illustrate his theory of forms. Despite criticism of some of his ideas, his work laid the foundation for Western metaphysics, political theory, and education, shaping how we think about justice, the soul, and knowledge.

How it works

Plato, born around 427 BCE and dying in 347 BCE, was one of the most influential philosophers in Western history. His life unfolded in ancient Greece during a crucial period marked by political upheaval, conflict, and shifting cultural landscapes. Born into a wealthy, aristocratic family in Athens, Plato was poised to follow the traditional path of politics and public service. However, his encounter with Socrates, the legendary philosopher who roamed the streets questioning the wisdom of Athenian citizens, set him on an entirely different course.

Socrates left an indelible mark on Plato, captivating him with his method of inquiry and dedication to uncovering truths about virtue, knowledge, and the ideal way to live. Plato became a close follower of Socrates, learning firsthand the art of relentless questioning that would later define his own philosophical style. The trial and subsequent execution of Socrates in 399 BCE was a devastating blow to Plato, who saw it as a tragic miscarriage of justice and a reflection of Athens’ deep political flaws. Disillusioned with Athenian democracy and its vulnerability to mob rule, he sought answers in philosophy, determined to explore better forms of governance.

In the years following Socrates’ death, Plato traveled extensively across the Mediterranean, studying in places like Egypt and southern Italy. Here, he likely encountered Pythagorean thought and other intellectual traditions that broadened his understanding of philosophy and mathematics. Upon returning to Athens around 387 BCE, Plato founded the Academy, a pioneering institution that aimed to cultivate deep thinking and rigorous intellectual training. It would become one of the earliest centers of higher learning in Western civilization, attracting brilliant minds like Aristotle, who would go on to become a towering philosopher in his own right.

Plato’s writings, which are primarily in the form of dialogues, feature Socrates as a central character. These dialogues are more than literary devices; they’re intricately woven arguments that explore profound questions about existence, knowledge, politics, and ethics. Perhaps the best-known of these works is “The Republic,” which tackles the concept of justice and presents Plato’s vision of an ideal state. This state would be governed by philosopher-kings, rulers trained in philosophy who possess a deep understanding of the forms—the highest realities beyond our material world. In this ideal state, each citizen would play a role suited to their nature, working harmoniously toward the common good.

In “The Republic,” Plato also introduces the “Allegory of the Cave,” a vivid metaphor illustrating his theory of forms. It depicts prisoners chained in a cave, only able to see shadows cast on the wall by objects behind them. For Plato, this image represents the condition of humans who perceive only the fleeting and imperfect reflections of the true reality, the forms. The philosopher, having ascended to the world outside the cave, must return to free others from their illusions and guide them toward the light of truth.

Other notable works include “Phaedo,” which examines the nature and immortality of the soul, and “Symposium,” which explores the meaning of love through a series of speeches at a banquet. In “Phaedo,” Plato discusses the philosopher’s pursuit of wisdom as a preparation for death, arguing that the soul is immortal and that our earthly life is merely a temporary condition. “Symposium” provides a fascinating insight into the different perspectives on love, with each speaker presenting their understanding of Eros, the god of love and desire.

Plato’s philosophy is not confined to abstract metaphysics or political idealism; it is also deeply practical. His distrust of democracy was shaped by the tragic events surrounding Socrates’ execution and the political instability of Athens. Plato understood how easily the masses could be swayed by demagogues, and his vision of philosopher-kings was meant to counterbalance the irrational whims of popular rule. His belief that a ruler should be wise, just, and morally virtuous remains influential to this day.

Yet Plato’s legacy is not without its critics. Some argue that his ideas on governance were overly idealistic and out of touch with the realities of human nature. His views on art, which he felt could manipulate emotions and distort the truth, also drew criticism. Nevertheless, the enduring power of his thought is undeniable. His Academy established a model for institutions of higher learning that remains influential, while his dialogues continue to spark rigorous debate.

Plato’s theory of forms, while abstract and challenging, laid the groundwork for Western metaphysics, providing a framework for understanding the relationship between reality and perception. His exploration of justice, the soul, and the pursuit of knowledge remains central to philosophy, law, and political theory. Even today, scholars and thinkers are drawn to Plato’s writings, marveling at the clarity, depth, and relevance of his ideas.

In the end, Plato lived through an era of immense change, witnessing the rise and fall of Athens’ golden age. Through it all, he maintained an unflinching dedication to philosophy, convinced that the pursuit of truth could lead to a more just and harmonious society. He remains a testament to the transformative power of ideas, reminding us that, even in the face of uncertainty and turmoil, the search for wisdom can light the way forward.

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Work-Life Conflict

Introduction, proposition.

Research has established that it is very crucial to bring balance in work life, which is considered the most important attribute in an organization after the level of wages prevailing in the organization.

It is also known through research that almost 25 percent of employees in organizational settings suffer from high levels of conflict between family and work, primarily because of strains pertaining to caring and interferences between work and family. In fact, if the overload of work is considered, almost 60 percent workers suffer from such conflicts. It thus becomes imperative to examine and come to meaningful conclusions about what strategies can be adopted in removing the large extent of worker suffering in this regard.

Employees that experience positive work-life balance have been known to work 21 percent better than those that are deprived of the same. Rather, proactive organizations understand that the best they can do for their workers is to provide them with the gift of time. Most employees prefer a flexible time schedule in order to avoid work life conflicts.

Additionally, many firms are known to focus upon the actual provision of work life services but it is evident that workforce productivity can be enhanced if they are reassured of the availability of specific services whereby the options in the context of work life balancing proves to be more significant in improving the efforts of workers as compared to situations in which their specific work consumptions are measured.

Firms that are able to effectively check the differences in the context of work life conflicts are able to lure better employees as also motivate them in remaining with the company for better careers.

As per research conducted by Yasbek (2004) concerning work -life balance and the correlation between the productivity of employees, stress was found to be a major factor that restricted work performance.

In keeping with such trends a great deal of research has been done to find ways to help workers in getting relieved of stress in the working environment. Several Institutions such as the Corporate Executive Board (CEB) have associated themselves with companies that have been making efforts to resolve issues relating to work-life conflict (Sekaran, 2006).

It has also been found that when the numbers of employees in any organization are reduced the burden of work-life conflict is lessened and they can perform better because absenteeism and low turnover are avoided that further lead to higher production, fulfillment and commitment towards the ideas and objectives of the company or the organization.

More importantly, if work-life conflicts are reduced amongst employees, their living standards in terms of health and financial dimensions can be improved tremendously. It is therefore important for any organization to implement specific policies and frameworks aimed at eliminating work-life conflicts at the workplace.

Different employees are affected differently; because of coping strategies that have been enforced in different organizational settings, thus adversely impacting the productivity of the organization (Pfeifer, 2009). In the light of the available literature this paper will examine the problem pertaining to the suffering of workers in the context of work life conflicts and what strategies can be adopted by organizations in diminishing the high level of dissatisfaction amongst workers.

Literature review

Most employees tend to shift their employment due to stresses they get from their bosses; this problem may be witnessed for instance during the employment period certain terms are not reached as desired and as it is required by the qualification of the employee thus affecting their health and performance (Kodama, 2007)

Employees in spite of their requirements in performance are affected by the shifting work demands experienced during performance such occasions are for instance the signing of performance contracts stating the amount and the duration of work. This situations, curtail their commitment towards their family and work.

The challenges pertaining to work life conflicts in society cannot be made to disappear but they have to be identified and discussed in the context of the emerging trends. If the organization is aware of such trends it can educate itself as well as workers in achieving positive results.

The issue of work life conflict and work life balance is now commanding a great deal of attention amongst corporate and academic circles and new research is being consistently carried out in this regard. For instance a 2005 research study revealed that workers are mostly occupied with work even when they are not at work and while they are with their families or loved ones they often have to undergo experiences whereby they are not meaningfully and emotionally engaged in a family environment (Ezzedeen and Swiercz, 2005).

It has been rightly pointed out by Ezedeen and Swiercz (2005) that the present day environment has created an intellectually fluid and knowledgeable structure whereby people tend to be over worked and are made to think about their work most of the time. They assert that for many people work is assumed as being cognitively intrusive.

This implies that the work life balance now relates mainly not only to people being unable to find physical time to do what they wish to do but they are also not able to get the cognitive space that is essential for processing, organizing and responding to the emotional demands in a society that is increasingly becoming more and more complex.

Work life conflicts result in lesser job satisfaction, lesser happiness levels, greater prevalence of conflicts at the work place and higher frequency of burnout. Further, research findings have also revealed that the roles of personality, family status, age and gender are fast changing because of such circumstances.

The experiences of workers in regard to intrusions are much greater than personality and demographical patterns than impacting the organizational, cultural and work related circumstances of the organization. It is not surprising that the numbers of stress related disability claims by workers in the US has increased dramatically.

Almost 75 percent of the visits to physicians are related to stress, which has enhanced the financial burden to businesses to almost $300 billion annually (Swift, 2003). Steven Sauter, who is presently the Head of the National Institute of Occupational Safety and Health in the US has stated that the work place is now the most important center of stressful situations amongst people (Parasuraman and Greenhaus, 2005).

Michael Feurstein of the Uniformed Services University of the Health Sciences has reported that his institution has been receiving a much enhanced work related neuro-skelital complexities arising from combinations of ergonomic stress issues (Friedman and Greenhaus, 2004).

It is thus clear that complications resulting from stress have led to many apprehensions for both employees and employers. Stress symptoms are created by way of psychological factors as well as by psychologically created work situations.

Consistent prevalence of stress often results in the prevalence of sexual health and heart related complications, back aches, stiff muscles, frequent head aches and weaker immune systems, Such situations often make workers to be unable to cope with exhaustion, sense of insecurity, jumpiness, feelings of irritation and concentration inability.

High stress levels often lead people to develop habits of alcohol, smoking and binge eating. In asserting the gravity of the issues relating to work place conflicts, James Campbell, a faculty of organizational studies at the University of Texas has confirmed that the average term of presidents and CEOs in organizations during the last ten years has reduced from six to four and a half years (Parasuraman and Greenhaus, 2005).

It is now widely acknowledged that more important than working hard is to work seventy hours a week in order for people to succeed in work related areas. The little time that is left has to be divided amongst sleep, family, kids and other relationships.

The increase in working hours during the last two decades that has been markedly observed in most work settings in developed countries implies that lesser time is available for friends, community and family as also for activities that a person may be enjoying in the context of enhancing his spiritual and personal abilities.

In effect, when workers are made to work excessive hours, firms have to bear the adverse consequences (Fineman, 2003). Many employers hold that workers must take initiatives themselves in reducing their own stress levels by making their lives simple and by making their economic health better.

However, most experts feel that the responsibility of improving and caring for workers’ health, rests with organizations. According to Orioli (2005), conventional stress management programs place the responsibility of stress reduction upon workers instead of the organization, but this is not correct because however healthy a worker may be at the time of joining a firm, if the working systems are dysfunctional, they will eventually burn him out (Reynolds, 2005).

Communication is an important element in dealing with work life conflicts. Although many organizations provide an excellent combination of work life benefits, positive business results are not always achieved because workers may not understand the interventions or have knowledge about them. In this context it is important for management of organizations to consider the following four crucial issues:

• Does the organizational culture of the firm in question give encouragement to work life-balance.?
• Does the management of the company in question proactively encourage work life-balance?
• Do the senior managers and executives have knowledge about the effect of work life balance on employees at different levels in the organization?
• Whether all workers are aware of and whether they understand the company’s work life programs.

In a study conducted by Thompson, Beauvais and Lyness (2005) it was concluded that workers strongly believed that it was extremely important to balance work with personal and family life. This aspect was considered by them as a major factor in deciding whether to continue working with their employer.

Researchers have also found that there is considerable cost to firms in the context of the rate at which employees stick to their jobs and the relative loss in terms of loss of talent. In fact work life programs provide solutions by way of retention issues.

Research has indicated that organizational commitments towards resolving work life conflicts are closely aligned with productivity and motivation of employees. Gottlieg, Kelloway and Barham (2002) conducted studies about stress, well being and work and found that 50 percent of women and 45 percent of women would forego promotion opportunities if they left them with lesser time for family and personal activities.

An analysis of the available literature reveals that in order to reduce work life conflicts, a firm that already has work life benefits in place must take initiatives in re-communicating them to workers so that they understand how the available benefits can provide a meaningful basis to manage their work and family conflicts.

Additionally, human resources strategies have to be developed that are explicitly related with the organization’s objective of demonstrating that the organization is serious in meeting employee needs. Work life balance strategies can be supported in the following ways:

• Making reviews of the H R strategies to ascertain if they are in keeping with the company’s goals and objectives concerning the resolution of work-life conflicts.
• Ascertain through questionnaires and focus groups the opinion of workers about work life balance.
• Aligning work life initiatives with H R strategies
• Creating work life awards programs by providing non cash benefits that are well aligned with corporate objectives.
• Taking initiatives to allow for the measurement of work life benefits.

The latest addition to the literature in the context of work-life conflict is Total Life Planning, which is a new concept in the context of work life balance that assists workers in examining the significant issues relating to their personal and professional lives and to recognize how they can meaningfully make the best of such opportunities.

The main purpose of motivating workers is to consider their lives from the complete perspective and to assess their respective relationships in terms of spiritual capabilities, career and physical and psychological circumstances. Such arrangements allow workers to make meaningful judgment in terms of the available options to bring balance in their life and hence to create an individual life plan that incorporates goal setting with efficient change components for all workers (Traynor, 2006).

The concept of total life planning is representative of a paradigm shift in modern societies. It brings about enhanced worker energy, increased productivity and enthusiasm at work. Total life planning can be implemented in combination with facilities such as disability, life and health insurance policies. However there are certain private issues concerned with total life planning that may dissuade many employers from employing the concept entirely.

The challenges pertaining to work life conflict are achieving greater significance in terms of employee and employer consciousness. Society is now quite fast paced and human resource personnel have started searching for better options to impact the bottom lines of firms more positively in addition to improving employee morale and retention.

This has become an important priority to have workers with better organizational knowledge and to keep up with the fast changing work place patterns.

Work place conflicts are mainly the result of specific factors that relate to global competitiveness, personal and family values and the large proportion of the population that is going to become old soon. Human resources personnel are now better placed to meet these challenges and help their organizations in capitalizing under such circumstances by focusing upon work and life initiatives to achieve competitive advantages in the market place.

It is important to ascertain the reasons that affect several employees and how work-life conflicts have affected the performance of these workers in relation to productivity and balance of the organization (Richard, 2006) The solution to these problems is achieved if the work-life balance program are aimed at balancing the work load provided by the employees with the task that the organization have put in place (Kodama, 2007).

Therefore, coming up with healthy variables will help employees raise their performance levels so that they naturally develop positive attitudes in the context of their work. These variables are aimed at determining employee’s performance and the organization’s productivity. For instance, dependent and independent variables can be approached so that proper manipulation can be realized and proper balance met.

Modern societies are now primarily characterized with conflicting commitments and responsibilities and work life balance is increasingly becoming a predominant issue in working environments. The ideal situation in terms of work life balance is when there is an equilibrium whereby the expectations from both job and family life are equal.

Work life conflicts are prevalent not only in the US but they have become a global phenomenon as employees now want to have control and more freedom in the context of their discretion to lead a personal life with friends and family. In effect, work life conflicts are varied and are characterized in different ways with different people in view of the different meanings attached to different incidents and happenings in an organizational setting.

HR professionals in organizations need to understand that the present patterns include giving broader meanings to work-life connotations and workers need organizational support in specific areas such as life balance, flexible working hours and quality of life. The hectic lifestyle in working environments warrant the checking of the push and pull factors amongst family and work responsibilities.

Research design

Several methods of design have been used such as quantitative research design that is aimed at checking which organizations have put in place work-life balance programs aimed at improving the employee’s performance.

This method is used to check the effects of independent variables on the dependent variables i.e. the outcome is measured in the context of issues that affect employee’s performance and productivity in the organization (Higgins et al, 2006).

This design is useful in determining the relationship between variables and work-life balance initiatives. This aspect therefore checks the performance of the employees and the productivity of the organization.

Research methods

The research design will be conducted in a manner that work-life conflicts are checked while comparing employee perceptions about the work load that an organization imposes on its employees. Therefore, in this context several participants from different companies will be included in the sampling exercise in highlighting their expectations from the organization and in outlining the kind of work strategy that they feel is most appropriate (Bardoel, 2006).

Upon undertaking this exercise, information will be recorded that can be used to determine the different behavioral issues that have any bearing on work-life conflicts and why many employees choose to neglect their duties. The survey will also allow the research to determine why organizations are perceived as being the source of all these problems.

In keeping with the research design, code categories will be developed in terms of quantification and coding. All the collected information will be compiled and identified and the different items will be divided into compact sets of variables for easy analysis. For instance, if there are ten questions in the survey relating to job satisfaction, variables will be created that are indicative of an average pertaining to the ten questions.

Levels appropriate to the study will be chosen so that detailed sections can be combined into bigger groups. It is also possible to develop a code system that gives attributes, descriptive labels and names of different variables, which can be used in reducing the complex character of data and for summarizing the same.

The data will be used by displaying the distribution of characteristics of single variables and ascertaining their main tendencies. Dispersion of the single variables will be determined in terms of variability so that the association amongst two or more variables can be measured.

The compiled statistics will be used in determining the extent of problems in relation to the chosen population. The hypothesis that the extent of work-life conflict needs to be resolved by adopting organizational strategies will be highlighted in the light of the outcomes from the survey.

In order to have precise results, inferential statistics will be used in generalizing the findings from samples to bigger populations from where the samples were selected. Depending upon the nature of the collected information it will be considered if it is worthwhile to make use of multivariate analysis so that two or more variables can be analyzed simultaneously. Nevertheless these are powerful means of carrying out a diagnosis of the complex research problem.

Further, the advanced multivariate analysis will allow a time series analysis, which is the study of different procedures that occur over time. Path analysis will allow the examination of the data graphically in terms of the causal relationship between different sets of variables.

Factor analysis allows ascertaining the general dimension that is revealed by the collected actual variables. Such processes have significant statistical importance because the findings are not based upon random chance. Moreover the data provides strong, meaningful and important information.

Participants and sampling plan

The respondents for the survey will be chosen from two varied organizations with different functions and nature of work environment. These employees will include both men and women from different age groups and different work profiles. It is known in this context that age and position at work are important determinants of employee satisfaction (Bardoel, 2006).

The information collected will be helpful in determining why employees get involved in work-life conflicts (Cohen, et al, 2007).The survey will strictly target people employed for more than one year in the given organization. A number of sampling methods will be used to obtain correct and authentic information (Dale-Olsen, 2009).

The methodology will include criteria in ascertaining that workers that are open about expressing their concerns in the context of work-life conflicts are included in the sample. The methodology will follow two main measures to collect the information. These procedures will be categorized under sampling designs i.e. simple random sampling process, systematic sampling and stratified sampling (Kodama, 2007).

Measurement instruments

The following measuring instruments will be used:

• The probability sampling method will be used as a review for the sample work presented earlier and a bar graph will represent details collected about employees (Bardoel, 2006)
• The other method will be the randomization whereby different techniques based on subjects and experiments will be assigned to control the group (Sekaran, 2006). In this method a data table representing information will be presented.
• Matching method will be used whereby pairs of different subjects will be matched in considering the similarities between one or more employees (Pfeifer, 2009). The following data will be represented:

• The quarters represent the information that 90 employees gave about the reasons why work-life conflicts are affecting their productivity in production.
• The information provided at the key dialog box represents the measurement instruments that were used during data conduction.

Different procedures will be used while collecting data. For instance, head count will be made whereby people that have been employed for more than 1 year will be separated from those that have been employed for more than 3 years. Payment and wage levels will also be examined in terms of differences amongst senior and junior employees.

Evaluation research is imperative in this kind of research and proves to be appropriate for studies that are planned for conducting specific social interventions. The objective is to ascertain if social interventions in the context of work life conflicts have produced the desired results because in such situations outcomes are not always received positively.

The measurement in this kind of research involves key variables whereby there has to be agreement on definitions and on the methods of measurement. The different aspects in regard to the experiments that can impact the research outcomes will be considered in terms of the experimental stimulus pertaining to the varied interventions that have been used.

The demographic variables and those that define the population being considered have to be evaluated in the context of existing and new measures. Eventually the idea is to operationalize the successes and failures. In this context, evaluation research designs pertain to groupings that can experiment and assert their authority over experimental designs especially in the context of time series designs that do not have randomly assigned characteristics amongst respondents.

The results of the methodology will include the responses of respondents that are not belonging to the same characteristic groups and that do not have the same design parameters.. Qualitative evaluation will also be done of the data to determine the realistic patterns of work life conflicts and their resolution as perceived amongst the sample population.

It is important to analyze the ethical issues in the context of work life conflicts because social interventions that are being considered could entail such problems. In effect, many times evaluation could become a mask for unethical behaviors. The researcher will be careful in concluding the different parameters from the available data because the implication from the available data may not correctly reflect the results in view of the inability of researchers to understand ethical issues.

Moreover there are always vested interests in most programs and results could sometimes challenge deeply held beliefs. Social indicators of research allow researchers to understand the broader perceptions of social procedures and more refined indicators are being developed that allow determining the most significant monitoring of social life. The available data from this research will enable the discovering of relationships amongst different variables in society.

The qualitative data analysis will provide a descriptive purpose and will be used to find explanatory trends as characterized by the collected data. It will allow for linking of theory, analysis and data collection of the sampling outcomes. Qualitative data analysis will be very useful in ascertaining the outcomes as it is an effective means to examine data without converting it into numerical formats.

The pattern of work life conflicts and their solutions amongst the sample population will be then determined through different patterns that will comprise of frequencies of occurrence, magnitude, structures, processes, causes and consequences. This is important because the research needs to ascertain how often something occurs, at what level it occurs and what are the different kinds of structures.

The data will allow the research team to determine if the structures are orderly so that the causes are known in terms of the specific groups, situation and environment. Above all it is required to know of the consequences in both the short and long terms.

In using the grounded theory method, different stages of constant comparison methods will be used. Happenings that are relevant in being comparable to diverse series and qualities will be compared and the different samples and their elements will be amalgamated by restricting the same with reference to the applicable theories.

The issue of work life conflict and work life balance is now commanding a great deal of attention amongst corporate and academic circles and new research is being consistently carried out in this regard. Firms that can successfully lessen the gaps in the context of work life conflicts stand better chances of retaining and attracting larger number of employees.

The challenges pertaining to work life conflict are achieving greater significance in terms of employee and employer consciousness. Society is now quite fast paced and human resource personnel have started searching for better options to impact the bottom lines of firms more positively in addition to improving employee morale and retention

From the employers’ perspective, work life conflicts imply the creation of a supportive organizational culture so that workers can efficiently focus on their jobs. If the organization can provide family friendly benefits that allow workers the flexibility to take care of their family and personal responsibilities while not making compromise in the work front, most of the conflicts can be resolved.

The organization can introduce processes and policies with the objective of allowing workers to complete their jobs while having the flexibility to fulfill their family responsibilities. The extent to which the organization confirms with and gives value to family obligations of workers will greatly determine the quality of partnership amongst management and workers.

There is now an emerging pattern whereby workers in most developed nations are not willing to ignore or put aside family lives for the sake of work. Over the past few years, most Americans have started changing direction from being willing to work extra hours at the workplace to making attempts to effectively manage the problems arising from modern living.

Moreover the events emanating from the 9/11 attack have made many people to reconsider their priorities in the context of work and family life. As a result more and more people are searching for opportunities that are flexible in allowing a rewarding family and personal life. Such patterns have also altered management philosophy that had so far held that workers should put work related issues ahead of family and personal life.

Many firms offer employee assistance programs that are very effective for employees under stress. Such interventions provide for positively dealing with workers that are addicted to drugs and alcohol in addition to counseling services in addressing marriage and family issues.

Moreover, in keeping with the patterns of increasing stress levels in society, work life professionals have emerged that develop wellness programs and resolve work-life conflicts at the work place in attempts to promote a healthier balance amongst family, personal and work life. In effect work-life programs are representative of solutions that are mostly untapped at the work place and have the ability to meaningfully deal with stressful working conditions.

From the organization’s perspective the return on investment is a major concern that strongly impacts the extent of work-life initiatives undertaken by it. Firms have increasingly begun to recognize now that workers’ personal and family life has a strong bearing upon their performance at jobs and thus there is a strong reason to encourage integration of family and work.

While some organizations consider that work-life balance and diversity are two different things, the case for businesses to take care of diversity is in larger part almost the same as work-life balance. By encouraging a favorable diversity environment and a positive work life balance environment the firm can encourage employees to be more responsible that further reduces the instances of unethical behavior by workers.

Additionally such characteristics allow the firm to be free from anti social instances such as worker protests and employee indiscipline and further help the firm in enhancing productivity and profitability. An important complexity arising from work-life conflicts is the deterioration in family relationships and the resulting impacts on workers’ performance levels.

There is increasing diversity in family structures in the present century, which makes it all the more important for managements to realize the significance of the interface of family and work relationships. Researchers have concluded that some sections of the work force could be subjected to unique pressures relating to work and family and still do not have adequate resources to fall back on in resolving such adversities.

Most studies in this regard have emphasized on workers that are married and live with partners and children. The case of workers that are single earning mothers or fathers and of those that are single and without children has not been researched exhaustively. Such workers have to suffer a great deal on account of work related pressures and conflicts.

It is thus imperative for organizations to consider the changing nature of what comprises families in today’s societies. Strategies and policies must be devised to positively impact productivity, morale of workers, satisfaction at work and employee retention so that work-life conflicts are reduced and workers work in a favorable and stress free environment.

It is acknowledged by analysts that the USA is significantly behind other developed nations in terms of family oriented work place policies relating to paid sick leaves and maternity leave.

The laws in America relating to equal opportunities are well provided but there is inadequate protection at working places and lack of consideration in the context of protecting family values for many Americans. Most Americans share this belief and experts consider that such attitudes are clearly indicative of the present working environment in the country.

The US is not keeping abreast with the family oriented and workplace conflict resolution policies that are being followed by other developed nations. For instance, the US is amongst the few nations that do not provide for guaranteed paid maternity leave to workers.

Although fathers are given paid paternity leave in a number of countries the US does not provide for the same. Many countries provide for the right of working women to breast feed but there is no legal provision in the US for the same. Such workplace conflicts add to the already delicate employee worker relationships that have been creating an unproductive environment in US industrial establishments.

Federal law in the US does not provide for paid sick leave although a minimum of 125 nations have laws providing for the same and for setting minimum working hours per week. In the US there is no legal basis to define a maximum length of working hours per week nor is there any provision for outlining payment for overtime allowances.

It is noteworthy in this context that countries such as Norway, Denmark and Sweden provide the maximum benefits for workers in terms of leave and maternity benefits. Workers in America get a maximum of ten paid holidays every years as against 25 in the UK and 30 in Germany. The extent of work-life conflicts in America is much more in the US, which is evident from the fact that Americans work twelve weeks extra as compared to workers in most European nations.

The Working Time Regulation in Europe provides for a maximum of 48 hours of work in a week while many nations have chosen lesser working hours in keeping with the need to allow workers greater flexibility in dealing with their personal affairs. Finland had provided for 30 hours per week and France had legislated for a 35 hour working week.

However many countries located in the south of Europe have been known to have excessive instances of work-life conflicts. In Greece and Croatia almost 75 percent of workers confirmed that working long hours at the job leaves them with little time to take care of their families or to involve in other activities of their interest.

The UK has recently allowed workers that have children of age below six years to request for flexibility in working hours and employers have to consider them as far as the business is not directly impacted in adverse ways. The extent of disgruntlement in regard to work life conflicts is evident from the fact that workers in the UK had polled that they have greater value for working hour flexibility than higher wages.

General Summary and Conclusions

This has become an important priority to have workers with better organizational knowledge and to keep up with the fast changing work place patterns. The major factors that lead to work place conflicts mainly relate to challenges that emerge from global competitiveness, personal and family values and the large number of people that will soon retire in creating a larger dependency on organizations and the public at large.

Human resources personnel are now better placed to meet these challenges and help their organizations in capitalizing on such circumstances by focusing upon work and life initiatives to achieve competitive advantages in the market place.

Additionally many firms are known to focus upon the actual provision of work life services but it is evident that workforce productivity can be enhanced if they are reassured of the availability of specific services whereby the options in the context of work life balancing proves to be more significant in improving the efforts of workers as compared to situations in which their specific work consumptions are measured.

Firms that can efficiently deal with and lessen the gaps in the context of work life conflicts, stand better chances of achieving higher levels success in retaining and attracting people to join as employees.

It is very true that work-life conflicts can be effectively resolved by introducing work-life programs that have the potential to considerably enhance employee morale, conserve organizational knowledge and reduce absenteeism more specifically during times of difficult economic situations.

In the present global environment as firms make attempts towards reducing costs, the management of companies stand to gain by recognizing the crucial issues relating to work-life conflicts and work-life balance and taking remedial initiatives in the context of championing work-life programs within their organizations.

All sections of employees that range from single mothers and fathers, generation X and Y workers that have immense value for their personal aspirations, couples that struggle to cope and meet the pressure of double career marriages and individuals whose friends or family members are required to serve the country families; or even organizations that are gradually losing talent because of negative employee retention; all stand to gain by adopting measures to reduce work-life conflicts amongst workers.

In order to reduce work life conflicts, a firm that already has work life benefits in place must take initiatives in re-communicating them to workers so that they understand how the available benefits can provide a meaningful basis to manage their work and family conflicts.

Additionally, human resources strategies have to be developed that are explicitly related with the firm’s objectives in demonstrating that the organization is serious about allowing employees to have a satisfying working environment in terms of job satisfaction and time availability for family involvements.

When there is high level of job satisfaction and a favorable work-life balance, organizations promote ethical behavior amongst employees and stand to gain in enhancing productivity and profitability in addition to creating a positive working environment. It is therefore important for all organizations to employ special policies and frame work aimed at eliminating work-life conflicts at the workplace by creating a favorable working environment that creates a win-win situation for all parties.

Apart from all these problems different employees are affected differently; it may be due to coping strategies that have been put through by different companies, thus leading to affecting the productivity of the organization

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