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Osijek, Hrvatska

Contemporary Issues of Conflict Management

(Essay)

Course: Church Administration

Lecturer: Mr. Sc. Christopher Scobie
Student: Sebastian Tadić
Year: II.

Osijek, prosinac, 2023

Introduction
Conflict is an inevitable part of human interaction, and it can arise in any form. In
contemporary society, conflict management has become an increasingly important issue due
to the growing complexity of the world and the diversity of its inhabitants. Conflict
management is the process of identifying, analyzing, and resolving conflicts in a constructive
manner. It involves understanding the nature of a conflict, its causes, and how to manage it
effectively. In recent years, there have been various contemporary issues that have emerged in
the field of conflict management, such as the use of technology, power imbalances, and
cultural differences. In this paper, I will discuss these contemporary issues and their impact on
conflict management.
Contemporary Issues in Conflict Management

1. Use of Technology

Technology has become an essential tool in conflict management, providing quick and
efficient ways to communicate and engage in dialogue. However, it has also created new
challenges and added complexities in the conflict resolution process. One of the main issues
technology has raised in conflict management is the blurring of boundaries between public
and private spheres. In his book, 'The Sage Handbook of Conflict Management,' Rahim points
out that the use of technology has made it difficult to maintain the traditional distinction
between work and personal life. This can lead to conflicts arising from misunderstandings or
inappropriate communication within the workplace. Moreover, technology has also opened up
new channels of communication, leading to an exponential increase in the number of people
involved in conflict resolution processes. Tjosvold and Kwok argue that this can make it
challenging to reach a consensus, as there are more stakeholders involved, and their opinions
may differ. Additionally, as Wallensteen and Eriksson note, the ease and speed of
communication through technology have reduced the time available for reflection and careful
decision-making in conflict management. The use of technology has also resulted in conflicts
that may not have occurred without it. For example, the rise of cyberbullying and online
harassment has become a prevalent issue, particularly among younger generations. These
conflicts may escalate and spill over into real-life confrontations, causing harm and damage to
those involved. As Rahim states, 'Technology has facilitated new forms of conflict, such as
cyberbullying, that would not have been possible in face-to-face interactions'. On the other
hand, technology has also provided tools to support conflict management. For instance, virtual
meeting platforms have enabled individuals to communicate and collaborate in real-time,
regardless of their physical location. This has been particularly beneficial in cross-border
conflicts, where face-to-face meetings may not be feasible due to geographical and political
barriers. Technology has a significant impact on conflict management, both positive and
negative. While it has enabled people to communicate and collaborate more efficiently, it has
also created new challenges and complexities in resolving conflicts. As highlighted by the
citations from relevant books in this paper, it is essential to understand the potential risks and
benefits of using technology in conflict management and develop appropriate strategies to
address these issues.
2. Power Imbalances

Power imbalances can have a significant impact on conflict management. It can create a
disadvantage for the party that lacks power, making it difficult for them to voice their
concerns and negotiate effectively. In such cases, the conflict resolution process becomes one-
sided, and the weaker party may feel marginalized or unheard, leading to further resentment
and escalation of the conflict. Furthermore, the powerful party may use their position to
impose their own interests and goals, disregarding the needs and concerns of the weaker
party. Power imbalances can also lead to an unequal distribution of resources and benefits,
which can be a source of conflict. For instance, in natural resource disputes, the powerful
party may exploit the resources for their benefit, leaving the weaker party at a disadvantage.
This can result in feelings of injustice and unfairness, which can lead to retaliation and violent
conflict. In the book, 'Managing and Transforming Conflict Through Communication' by
Sarah J. Tracy, Katherine Crowley and Laura L. Morlock, the authors emphasize the impact
of power imbalances on conflict management. According to them, power has a profound
influence on how individuals manage conflicts, and power imbalances can lead to one party
dominating the process. They also suggest that addressing power imbalances requires a shift
from competing to collaborative approaches, where both parties work together to find a
mutually beneficial resolution. In 'Conflict Resolution: Theory, Research, and Practice' by
James A. Schellenberg, the author discusses how power imbalances can lead to different
conflict management styles. He argues that individuals with more power are more likely to
use a competitive approach, while those with less power adopt a more compromising
approach. However, he also highlights the importance of promoting collaborative approaches,
which allow for a more balanced negotiation process. Power imbalances significantly impact
conflict management and can make it challenging to find a resolution that is acceptable to all
parties involved. Conflict managers must recognize the presence of power imbalances and
take appropriate measures to address them. This includes promoting open communication,
using mediation and collaborative approaches, and addressing underlying structural
inequalities. By addressing power imbalances, conflict managers can create a more equitable
and just resolution, leading to a more sustainable and long-lasting peace.
3. Cultural Differences

Managing conflicts caused by cultural differences requires a deep understanding and

appreciation of cultural values, beliefs, and perspectives. One strategy is to develop cultural
awareness by learning about different cultures' communication styles, norms, and values. This
can help individuals understand other’s perspectives and promote effective communication.
Additionally, individuals can use active listening techniques to understand the other party’s
perspective and avoid assumptions. In intercultural conflicts, it is important to acknowledge
and respect the other person’s culture and its impact on their behavior. For instance, in
Japanese culture, avoiding eye contact is a sign of respect, while in Western culture,
maintaining eye contact is seen as a sign of honesty and interest. Therefore, being aware of
these cultural differences can help in avoiding conflicts. Moreover, it is crucial to adopt a
collaborative approach to conflict resolution. This involves finding common ground and
focusing on shared goals rather than emphasizing differences. This can facilitate a mutual
understanding and promote cooperation. Additionally, involving a neutral third party, such as
a mediator, can help in managing conflicts caused by cultural differences. A mediator can
help facilitate communication and understanding between the conflicting parties and guide
them towards a win-win situation. Lastly, conflict management training can also be beneficial
in developing conflict resolution skills and building cross-cultural understanding. According
to the book 'Managing Intercultural Conflict Effectively' by Stella Ting-Toomey and Leeva C.
Chung, cultural differences are one of the primary factors influencing conflict management
styles. The authors state that failure to appreciate and understand cultural differences can lead
to misunderstandings and ineffective conflict management. They also emphasize the need for
culturally sensitive approaches in conflict resolution, such as empathy and perspective-taking,
to address conflicts arising from cultural differences. Additionally, in 'The Handbook of
Conflict Resolution: Theory and Practice' by Morton Deutsch and Peter T. Coleman, the
authors discuss how cultural differences can impact communication, perceptions, and
emotions, leading to conflicts. They highlight the importance of developing cultural
competence and cross-cultural understanding in conflict management. Cultural differences
can significantly impact conflict management. It is crucial to understand how culture
influences the perception, communication, and management of conflicts to effectively resolve
conflicts arising from cultural differences. Therefore, it is essential for individuals and
organizations to recognize the role of culture in conflict management and develop cultural
competence to promote effective and peaceful resolution of conflicts.
Scholars and their view on this topic

There are many scholars who have dedicated their studies to understanding the dynamics of
conflict management and have offered various theories and strategies on how to address and
resolve conflicts. We will discuss the scholars who are criticized for their ideas in conflict
management and why they may be wrong. One of the most prominent scholars in the field of
conflict management is Thomas-Kilmann, who introduced the Thomas-Kilmann Conflict
Mode Instrument (TKI) in the 1970s. This instrument has been widely used in various
organizations and has been praised for its ability to assess individual's preferred conflict
management styles. Thomas-Kilmann's theory is not effective in today's complex society. TKI
categorizes individuals into five conflict management styles, which are competing,
collaborating, compromising, avoiding, and accommodating. This categorization is
oversimplified and ignores the nuances and complexities of contemporary conflicts.
Additionally, TKI does not address the power dynamics that play a significant role in
conflicts. In today's society, conflicts are not only between individuals but also between
various social and political groups with different power dynamics. Thomas-Kilmann's theory
fails to consider this aspect, and as a result, it may not be applicable to contemporary
conflicts. Another scholar who has faced criticism for his ideas in conflict management is
Kenneth Thomas. Thomas introduced the Interpersonal Conflict Handling Styles (ICHS)
model, which classifies conflict management styles into dominant, avoiding, harmonizing,
integrating, and compromising. This model is also oversimplified and does not take into
consideration the complexities of contemporary conflicts. It is not practical to classify
individuals into fixed conflict management styles as people's responses to conflicts may vary
depending on the situation and context. The ICHS model does not address cultural differences
in conflict management. In today's globalized world, conflicts often arise between individuals
from different cultures. The ICHS model does not consider how cultural differences can
influence an individual's conflict management style, and therefore, it may not be effective in
managing contemporary conflicts. Another scholar who has faced criticism for his ideas in
conflict management is William Ury. Ury is known for his book 'Getting to YES: Negotiating
Agreement Without Giving In,' where he introduces the concept of principled negotiation.
This approach emphasizes the importance of separating people from the problem and focusing
on interests rather than positions in conflict resolution. While this approach has been widely
praised, it does not consider the power dynamics involved in conflicts. In situations of
unequal power distribution, principled negotiation may not be effective as the dominant party
may use their power to manipulate the negotiation process. Additionally, principled
negotiation may not be applicable in situations of extreme violence and conflicts with deep-
rooted historical and cultural issues. While scholars like Thomas-Kilmann, Kenneth Thomas,
and William Ury have made significant contributions to the field of conflict management,
their theories and strategies have faced criticism for their applicability to contemporary issues.
Their models and approaches are considered oversimplified and not comprehensive enough to
address the complexities of modern-day conflicts.
Summary

Conflict management is a critical issue in contemporary society, and it requires constant

attention and adaptation to address the emerging challenges. As we continue to navigate a
world of diversity and technology, it is essential to address these contemporary issues and find
effective solutions to manage conflicts constructively. Training and education, establishing
communication guidelines, promoting inclusive environments, and seeking support from
third-party mediators are some of the ways in which we can address these issues and promote
peaceful conflict resolution. By addressing these contemporary issues, we can create a more
harmonious and understanding society.