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Dealing with Conflicts Constructively
Frequent
attempts are made to solve or settle conflicts using 'traditional’
methods that have long been seen to be ineffectual. This includes
strategies based on force, intimidation and threat which are designed to
coerce the parties to the conflict to end their hostilities. Even a call
for ethical values and convictions aims to avoid an escalation of the
conflict.
Separating the conflicting parties or even performing joint tasks is often
used as a way to establish a new viewpoint concerning the conflict. These
strategies may affect a situative break with settling conflicts in the
open, but fail to make a central contribution to the sustained analysis of
the causes of a conflict or pave the way for constructive solutions.
The potential for constructively dealing with conflicts depends on the
type of conflict and its present stage of development or escalation. What
also has to be taken into consideration is whether a conflict between
individuals, groups or institutions in close social proximity to one
another is being dealt with, or one on a national-social or even
international level, and whether it is merely latent or whether violence
has already broken out.
Dealing with conflicts can be a preventative strategy in an attempt to
avoid manifest conflicts developing, or it can relate to activity in
situations of conflict. The final point can mean defusing a conflict in
such as way that the process of the conflict is pursued without violence,
or even that the consequences of the conflict are made more mitigating for
the participants.
One of the most difficult tasks is to remove the structural causes of a
conflict, which means achieving a final resolution to the differences and
tensions between the conflicting parties. This only takes place in very
few cases. What appears to be of central importance is that the (basic)
needs of the conflicting parties are taken into sufficient account in the
solution.
Transforming Conflicts
Johan Galtung emphasizes that it would be naive to believe it possible
to solve all conflicts satisfactorily. Instead, many conflicts need to be
transformed (transition) into structures that stop new violence breaking
out if violence has already settled it:
"The occidental way of thinking makes us believe that a final state
exists in which a conflict is either settled or given up as being
hopeless, protracted, and everlasting. One can define solving conflicts as
a creating a new formation, which (1) is acceptable for all and (2) and
can be borne by all protagonists. Following on from this, the most naive
way of viewing conflicts would be to think that a conflict has been solved
when the elites of the conflicting parties reach agreement, and place
their names at the bottom of a piece of paper. (...). It is not without
reason that 'diplomatic' documents of this kind are referred to as 'scraps
of paper'. But the question is why? |
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Gandhi's
Norms of Conflict
Define
the conflict precisely!
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State
your aims clearly! |
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Try to
understand your opponent's aims! |
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Emphasize common
and agreed aims! |
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State
the facts decisive to the conflict objectively! |
Take a
positive approach to the conflict!
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Place
positive emphasis on the conflict! |
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View
the conflict as a chance to encounter the opponent! |
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View
the conflict as a chance to reshape society! |
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View
the conflict as a chance to change yourself! |
Settling Conflicts
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Adopt a
policy of non-violence during conflicts! |
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Refrain
from taking action that injures or damages! |
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Refrain
from using words that injure or damage! |
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Refrain
from thinking thoughts that injure or damage! |
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Do not
damage your opponent’s property! |
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Do good
to those who do evil! |
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Act in
a manner appropriate to your aims/purpose! |
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Be
prepared to make sacrifices! |
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Avoid
putting up artificial fronts! |
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Avoid
useless fights! |
Solving Conflicts
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Find a
solution to the conflict! |
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Stick
to essential and not non-essential matters! |
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Consider
yourself imperfect as a being! |
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Demonstrate
a generous attitude to your opponent! |
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Persuade,
do not coerce! |
[Taken from:
Johan Galtung. Der Weg ist das Ziel, Wuppertal 1987, S. 125-128,
Auszüge]
More detailed information about
Mahatma Gandhi
can be found as part of our
Examples
Main Subject Group on D@dalos ...
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First,
it might be feasible that the person signing the document does not mean it
seriously. Secondly, even if they mean it seriously, where are the other
protagonists; where are the masses. Thirdly, even if the population were in
agreement, where is the support and energy with the potential for calling forth
a less conflicting formation (and not the same old regime). (...)
Unfortunately naivety of this kind is widespread, particularly amongst diplomats
(...). However, the contrasting naivety, namely that of assuming that 'the
masses' alone are capable of settling conflicts (...) provides no solution.
Double-track diplomacy (elite track and population track with reciprocal
interaction ) would be a much better solution here. (...)
There is not doubt that phases exist which could be called 'solutions' In the
life-cycle of a conflict, if they come close to fulfilling these criteria.
However, in principle, conflict transformation is a never ending process. Old
contradictions might raise their ugly heads again, a new ones originate. (...) A
solution that takes on a stable and permanent form is at best an aim with
periodic character. What is much more important is to achieve a capacity for
transformation, i.e. the ability to deal with transformation in such a away that
it is sustained and acceptable. Or as Gandhi said, "the path is the
goal". In this case we might say: "the process in the goal" in
the sense of a stable solution no longer being stable from the moment we think
we have found it."
[Taken from: Johan
Galtung:
Frieden mit friedlichen Mitteln, Fernuniversität Hagen 1997, Kurseinheit 3, p.
38]
Further
Articles on Dealing with Conflict Constructively:
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PREMISES:
Requirements
for Dealing with Conflict Constructively
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10
RULES:
The
Institute for Peace Education Tübingen has defined 10 Rules for Constructive
Conflict Proceedings
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MEDIATION: Mediation in conflicts
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TALKING:
Communication
as the Key to Solving Conflicts
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[Autor: Günther Gugel, Tübingen
Institute for Peace Education; Editor: Ragnar Müller]
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