Conflict: What Comes to Mind & Understanding Conflict

What comes to mind when we think of conflict? This is a question we often ask participants at the beginning of our trainings. Conflict can evoke many different meanings. Indeed, many academics or researchers working in this field may have different definitions of conflict. However, merely defining conflict may not be sufficient to understand it. Conflict needs to be understood along with its various dynamics such as its types, sources, and stages. Additionally, it is crucial to understand the structural conditions and the individuals with whom we experience conflict.

Before we proceed, let’s clarify the process of defining conflict together. Starting with understanding what conflict “is not” can make it easier for us to define what it “is.”

What May Conflict Not Be?

Conflict is often associated with negative connotations, which is quite natural. However, conflict is not always a negative experience. It is a situation that arises when the normal flow of our relationships is disrupted, but this does not make it inherently bad. In fact, conflicts can develop and strengthen our relationships. Thus, conflicts should not be considered only as negative events, but also as processes that offer opportunities and solutions. Therefore, it is important to see conflicts not only as negative but also as experiences with the potential for positive impact on relationships. What is crucial here is how the conflict is managed. Hence, conflict is neither good nor bad; it is inevitable wherever there are human relationships.

Secondly, if there is conflict, it is necessary to get rid of the preconception that there is only one way to resolve it. A conflict generally arises from the coming together of different opinions or interests. In this case, the existence of different solutions is inevitable. However, insisting on the idea that “there must be only one for solution” and labeling the parties involved as right or wrong can be very dangerous. Such dichotomies in the conflict process can increase deadlock. Therefore, when a conflict occurs, instead of insisting that there is only one correct or justified solution, it is best to seek different solutions together with the parties involved.

Another point where we need to change our perspective is regarding the outcome of conflict. If there is a conflict, the idea that there must be a winner and a loser is an approach that needs to be changed. Yes, we live in a competitive world. From childhood, we are familiar with the concepts of winning and losing in most games we play. But do we always have to create a winner and a loser as a result of every conflict? Must one party’s gain come at the expense of the other’s loss? Can there not be an outcome where both parties win? Even starting to ask such questions can contribute to a solution-oriented perspective and bring us closer to a result where all parties can win. Therefore, the attitude we should adopt when approaching conflict should be to solve it, not to defeat the other party.

Now Let’s Try to Define Conflict

The concept of conflict has been addressed by academics and researchers from various disciplines. Each definition reflects the complexity and multifaceted nature of conflict. In this section, we will examine a few definitions to understand the different dimensions of conflict.

According to a definition by Folger, Poole, and Stutman (1993 conflict is an interaction between people who are connected to each other in some way based on their perception that something is not appropriate or does not match. In this definition, it is emphasized that there is a bond between people experiencing conflict and that the process is caused by mutual communication, that is, interaction.

Woodhouse and Ramsbotham (2000) define conflict as “ “A state of disagreement between two or more actors as a result of conflicting needs, interests or values.” In this definition, the concepts of needs, interests and values are mentioned as the sources of conflict. The correct analysis of these sources is of great importance for conflict resolution.

Galtung (1969) describes conflict as “a dynamic process where the structure (system), behaviors, and attitudes continuously change and influence each other.” As understood from this definition, conflict should be addressed considering its structural conditions and its dynamic nature.

What Should We Do and How Should We Start?

Understanding the concept of conflict and managing it effectively is important for strengthening our relationships and developing a solution-oriented approach. We must remember that conflict should not be seen only as a negative experience, but also as a process that offers opportunities and enhances our relationships. Additionally, accepting that there is not just one correct way to resolve conflict, exploring different solutions, and fostering cooperation among parties will be best for us.

Is it as easy as it sounds to act this way? Of course not. As with many aspects of human relationships, adopting the solution-focused approach emphasized here takes time; conflict resolution processes are labor-intensive. It is necessary to understand conflict, its dynamics, and analyze it with proper tools. Understanding the dynamics of conflict and applying the analysis process could be the subject of another writing. However, to do all this and to remove the invisible wall between conflict and people, it is crucial to first determine our approach to the phenomenon of conflict.

Thank you for reading our post! At Conflictus, we eagerly await your feedback and insights.

Tunç Karaçay
Conflictus Conflict Resolution Training and Consultancy

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Galtung, Johan 1996. Conflict Transformation by Peaceful Means. London: Sage.

Folger, J.P., Poole, M.S. and Stutman, R.K. (2013). Çatışma Yönetimi (Çev. F. Akkoyun). Nobel Akademik Yayınları (Eserin orijinali 2012 yılında yayımlandı)

Woodhouse, Tom & Ramsbotham, Oliver. (2000). Peace Keeping and International Conflict Resolution, New York: Unitarpoki.