Often in order to successfully resolve a conflict, both sides must agree on what to do and say. Trying to get the “truth” will only trap you. For example, two witnesses may report a car crash, but one may see the incident in a different light. Truth is relative to each person’s point of view. Instead, aim for an objective resolution that is good for everyone involved. In this article, we will discuss some important conflict resolution tips.

The stages of conflict include the initial phase, during which a group’s routine interaction is disrupted. This phase usually involves verbal disagreements and internal disagreements, which may cause a group to break up into factions. The third phase, the resolution phase, involves exploring conflict resolution options. The four phases of conflict can be classified into different types, depending on their level of severity and how they were initially resolved. The process described below outlines the main types of conflict.

Character vs. Society. This type of conflict occurs when a protagonist stands against a social norm or government. For example, in an African-American folk-hero story, the protagonist, John Henry, works as a steel-driver for a railroad. He races a steam-powered rock drilling machine. He wins, but not before suffering a heart attack. This type of conflict is often more interesting than the former. It can be an important aspect of the plot and may lead to the conclusion of a novel or film.

The first stage of conflict resolution is the acknowledgment of the problem. People who fear conflict tend to expect that disagreements will be negative and end in a disaster. They may think conflict is embarrassing, traumatizing, or demoralizing. Ultimately, this fear becomes a self-fulfilling prophecy, causing people to close down and blow up in anger. Ultimately, conflict resolution is better for everyone involved. This article discusses the steps involved in a healthy conflict resolution.

In cases where a conflict is a complex one, a third-party mediator can provide an impartial third-party perspective and help brainstorm solutions. In this scenario, the third-party mediator is not a group member, but an individual both parties trust. This third-party approach enables them to set a standard against which to measure their agreement. The objective of conflict resolution is to benefit all parties. Negotiation helps people understand the opposing viewpoint and learn more about the person they’re trying to resolve.

While conflict resolution techniques are helpful in many cases, they’re not appropriate in all situations. When it comes to working through a conflict, it’s best to be calm and try to remain calm. Rather than reacting to an opponent’s behavior in an authoritarian manner, it’s best to view the problem as a set of circumstances that need to be resolved. In most cases, the problem isn’t the employee; it’s the company policies and unspoken expectations.

The tools in this volume can be used by practitioners who have suffered from conflict or those who are adversely affected by it. Representatives of NGOs and private companies can use them as field guides. In addition to practitioners, students and citizens can also find these tools useful. Lastly, conflict analysis must be actionable. When it does, it will result in improved conflict prevention. But, it’s important to be flexible, as the analysis process itself is complex.