Conflict Resolution for Counseling: Theories and Application Essay

This essay provides a comprehensive overview of conflict resolution strategies within a counseling context. It begins by defining conflict and its various types, including interpersonal and intergroup conflicts, and explores the stages of conflict development. The essay draws upon the author's journal entries to illustrate real-world examples of conflict and how they were managed using active listening skills and emotional regulation techniques. Furthermore, it delves into conflict resolution theories, such as traditional and modern approaches, including cooperative and negotiation models, and the principles of principled negotiation. The essay also examines the skills required for effective conflict resolution, such as active listening, assertiveness, and the ability to manage emotions. The essay concludes by emphasizing the importance of understanding the root causes of conflict and applying appropriate techniques to achieve constructive outcomes. The essay references relevant literature and theory to support its arguments, demonstrating a strong understanding of the subject matter.

CONFLICT RESOLUTION
FOR COUNSELING

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES ...............................................................................................................................6

INTRODUCTION
Conflicts are the issues which are raised due to disagreement between two or more
persons in the workplace or personal life. These conflicts can be resolved by the proper usage of
conflict managing theories. There are many agencies which provide counselling to resolve the
conflicts. This essay includes about the two conflicts from my journal and how these conflicts
are managed in the light of these experiences. This essay also includes the conflict resolution
theory and my application of conflict resolution and negotiation skills which I have learned are
evaluated. Interpersonal signs and stages of conflict are described (Estévez and et.al, (2015)).
Active listening skills used are evaluated. Ability to manage one's emotions are reflected and
discussed. Appropriate assertiveness of skills are demonstrated. Improvements that could have
been made in approaching conflict are reflected. Evidences are given for familiarity with relevant
literature and theory.
MAIN BODY
From my journal it is stated that there are many types of conflict which can arise at the
workplace or in the personal life of an individual. Conflict can be of interpersonal, intra-
personal, intra group and intergroup. All these conflicts affect the journey whether it is of an
organisation or of an individual.
Interpersonal conflicts are raised between two individual because of their disagreement
on some issue or topic. Reason of this conflict is that every person is different from each other.
Every person has different perception on the same issue. Individuals living together or working
together will definitely have some interpersonal conflicts. It is natural because of their different
perceptions and approaches towards the topic. High level of these conflicts can be only managed
by calling third party. This third will firstly understand the reason for conflict and then will try to
solve it. Solution can be like making compromise from one party involved in the conflict. I had
found that there are many stages of conflict. At the first stage of interpersonal conflict will show
the small signs of arising an issue (De Bono, (2018)). Signs can be differences in perceptions,
thinking process, culture etc. Second stage of conflict is open issue. It means raising conflict at
the action, work or bad communication process. At the third stage of interpersonal conflicts it is
about the negotiation. In this organisation or a person will force an individual to do some task. It
leads to conflict between them. In the last stage which is aftermath includes the result of solving
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conflict which is not agreeable to one party. Between two individual if one had to make sacrifice
or compromise it will also raise conflict in the future.
Intergroup conflicts are the issues which are between different groups made in the
organisation or between the group of friends or families. These conflicts are raised due to some
misunderstanding and disagreement between the groups on certain issue or topic. Rise in the
competition and comparison also leads to intergroup conflicts. At workplace level it will due to
the competition and at personal level it will be due to comparison between friends and family.
Rivalries will also lead to these conflicts. These conflicts can be solved by going to the court or
some legal institution. Interpersonal signs and stages of conflicts in the intergroup are same as
interpersonal conflicts but it causes issues between the groups not between the individuals. At
the first stage of intergroup conflict it shows the signs which can arise conflicts. It is like bad
interaction process between the groups and teams. At the second stage some rivalries trigger the
second stage of conflicts. Groups or teams forced to perform some task or work which they do
not want will lead to third stage of conflict (Wallensteen, (2015)). At the fourth stage which is
aftermath will lead to conflict because of making one team or group compromise towards the
situation.
To manage the conflict in light of these experiences I had used two methods Which are
active listening skills and manage emotions. To resolve the interpersonal or intergroup conflicts
the person should have active listening skills. It means that individual or team should first
properly listen and understand before reacting to the situation.
For reducing the situations which can give raise conflict the individual or team members
should have control on their emotions. Controlling one's emotions will lead to properly
managing the conflicts and solve them.
Appropriate assertiveness skills are those which helps in managing all types of conflicts
which can arise in conflicts (Redpath and et.al, (2013)). These skills make the person predictive
through which all the conflict situations are understood in the better way.
Conflict resolution Mechanism
There are basically two conflicts management theory these are traditional and Morden
theory. Traditional theory states that conflicts occurs in team or group due to interference of third
person. These disputes are majorly caused by trouble makers. Such types of conflicts are bad and
effective measures to be taken in order to solves such inter group conflicts. Various techniques
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and model that can be used to resolve these disputes are Cooperative and negotiation, The
cooperative model states that there are various factors such as nature of conflicts, intention or
objectives of both parties, determining the orientation or suggestion that either of the party would
bring in order to resolve disputes. There are mainly two types of orientation that can be bought
by either of the party facing problems are cooperative and competitive. This theory is totally
based on various assumptions. It predicts the types of communication or interactions which can
take place between negotiating parties (Wachsmuth, Jowett & Harwood,2017) Cooperative effort
of either of the party will help in developing mutual trust and ultimately gaining various benefits
that can be gained through settlement. Whereas Competitive aspects may result into win-lose
output. This type of approach generally leads to destruction and have negative effect on
relationship between both the parties.
Argument related to this model is that both competition as well as cooperative
approaches are important to some extent in order to resolve conflicts. But in case of group
conflicts negotiation technique is effective as it involves diverse and common goals. Negotiation
technique have positive effect on relationship between both parties. Negotiation is the effective
tool that can be used to maintain balance between two approaches I.e. competitive and
cooperative. The basic skills required to resolves these disputes are competitive strength,
analysing , observation and management qualities. Leadership skills are also required to resolve
these conflicts (Bannink, 2017)
The another theory is Principal negotiation. This theory has been formulated by Roger
Fisher and William Ury. This model has highlighted various principles that can be used for
facilitating effective negotiation. These principles state that people that are facing problem
should be separated from their problem. It has emphasized on interest rather than position.
Negotiation model provides various option before formulating or setting agreement. It considers
and seeks consent of both the parties. This approach insists that the agreement or contract should
be based on objective criteria (Feiring,Milaniak, Simon & Clisura,2017).
The Fisher argue that this basic principle assist parties to identify the clear picture of the
problem. This model has been criticised as it states that separate people from their problem. I
believe that it is impossible as these issues can be related to the human needs. Conflict among
ethnic group are generally considered as status based. As one group may feel that their basic
requirement are not been recognised, or their participation in various societal activities has been
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neglected. I think that interest based model can be used in order to resolve dispute related to
above case as it is associated with the basic requirement of human being.
The variolous skills required for solving above mention disputes are special knowledge,
management skills, influencing power, self confidence etc.
The various approaches that can be used to resolve Inter personal conflicts are Human
needs model. This approach has been developed by John Burtons. This theory states that if
individual denies its fundamental requirement to identify, security and get recognition for their
participation within society. This type of dispute is inevitable. I believe that to resolve such
disputes , it is important that requirement that are threatened to be analysed. As this activity will
help individual in developing or restructuring their relationship (Menkel-Meadow,2017)
CONCLUSION
It has been concluded from the above report that conflicts can be arrive due to various
reason such as fulfilment of needs, differences in opinion etc. In routine life it has become
normal that conflict is an undeniable fact of mental and physical existence. It has been concluded
from above project that disputes can also be transform into cyclical violence until and unless it is
deal carefully, constructively and creatively. The various skills that are required to resolves these
conflicts are leadership, understanding, management, innovative skills (O’Neill., Hoffart, G. C.,
McLarnon, Woodley, Eggermont, Rosehart & Brennan, R. 2017)In additional to these qualities
the additional abilities that are required include analysing, problem solving, observation and
depth knowledge about various techniques in order to solves disputes effectively.
The project has suggested various theories or models that can be used by individual for
resolving interpersonal as well as intergroup conflicts.
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REFERENCES
Books and journals
Estévez and et.al, (2015). Clarifying values, risk perceptions, and attitudes to resolve or avoid
social conflicts in invasive species management. Conservation Biology. 29(1). 19-30.
De Bono, E. (2018). Conflicts: A better way to resolve them. Random House.
Wallensteen, P. (2015). Understanding conflict resolution. Sage.
Redpath and et.al. (2013). Understanding and managing conservation conflicts. Trends in
ecology & evolution. 28(2). 100-109.
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REFERENCES
Books and journals
Estévez and et.al, (2015). Clarifying values, risk perceptions, and attitudes to resolve or avoid
social conflicts in invasive species management. Conservation Biology, 29(1), 19-30.
De Bono, E. (2018). Conflicts: A better way to resolve them. Random House.
Wallensteen, P. (2015). Understanding conflict resolution. Sage.
Redpath and et.al, (2013). Understanding and managing conservation conflicts. Trends in
ecology & evolution, 28(2), 100-109.
Menkel-Meadow, C. (2017). Dispute processing and conflict resolution: theory, practice and
policy. Routledge.
Bannink, F. P. (2017). Solution-focused Family Dispute Resolution. AUSTRALASIAN DISPUTE
RESOLUTION JOURNAL. 28(1). 4-11.
Wachsmuth, S., Jowett, S., & Harwood, C. G. (2017). Conflict among athletes and their coaches:
what is the theory and research so far?. International Review of Sport and Exercise
Psychology. 10(1). 84-107.
Feiring, C., Milaniak, I., Simon, V. A., & Clisura, L. (2017). Gender and Negative Emotion
During Narratives About Romantic Conflict: Links to Conflict Strategies. Journal of
Relationships Research. 8.
O’Neill, T. A., Hoffart, G. C., McLarnon, M. M., Woodley, H. J., Eggermont, M., Rosehart, W.,
& Brennan, R. (2017). Constructive Controversy and Reflexivity Training Promotes
Effective Conflict Profiles and Team Functioning in Student Learning Teams. Academy
of Management Learning & Education. 16(2). 257-276.
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