Four Dimensions Of Conflict: Prevention And Management

Conflict handling

There are two dimensions to handling conflict: Prevention and Management.

A. Prevent Conflict Applying good management principles in ministry and building quality relationships with people will help to prevent or at least lessen conflict.

B. Manage Conflict In spite of the best efforts at prevention, conflict does arise. The secret is to learn to cope positively with conflict, and not to see it as an enemy to peace, but an opportunity for growth in relationships.

1.8 The conflict resolution process

Parties should be asked to describe recent disagreements. What were the issues, who were involved and how was the conflict handled? What are the differences between conflicts that were handled efficiently and those that

They may avoid conflict, maintain, escalate, or reduce it. Sometimes people do not want conflict resolution and may decide to go in different directions. Conflict resolution will involve the youth leader in negotiation and mediation. It is not always wise for leaders to get involved in someone else’s conflict even when they are asked to do so, as they will feel pressurised to take sides; be required to make quick analytical decisions; and be responsible for keeping communication open. When youth leaders do choose to get involved they should try to: show respect for both parties; understand both positions without taking sides; reassure people and give them hope; encourage open communication and mutual listening; focus on things that can be changed; try to keep the conflict from escalating; summarise the situation and positions frequently; and help the parties find additional help if the mediation is not effective.

Use the following four-step method in conflict resolution:

Step 1: Separate the people from the problem

This means treating one another with respect, avoiding defensive statements, or character judgments, and giving attention instead to the issues. Each side should be encouraged and helped to understand the other’s fears, perceptions, insecurities and desires. Parties should think of themselves as partners in a side-by-side search for a fair agreement, which is advantageous to each side.

Step 2: Focus on the issues, not the positions

When people identify the real issues and stop trying to defend rigid positions they are on their way to resolve their conflict.

Step 3: Think of various options that might solve the