Conflict Resolution and Management: A Detailed Report

This report provides an overview of conflict resolution, focusing on Jay Rothman's chapter from the book series "From Identity-Based Conflict to Identity-Based Cooperation." It discusses the ARIA model (Antagonism, Resonance, Invention, Action) as a framework for managing conflicts, emphasizing changing perceptions and addressing internal issues. The report details the implementation plan for addressing conflicting issues by identifying different conflict types (resource-based, objective-based, and identity-based) and their underlying reasons. It highlights the importance of understanding the "power of why" in resolving conflicts and includes a bibliography of cited sources. This report offers valuable insights into effective conflict resolution strategies, essential for management and leadership.

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NEGOTIATION AND CONFLICT RESOLUTION
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Notes of chapter 1 “Engaging the painful past and forging a promising Future” by Jay
Rothman
The chapter deals with the exercise of conflict resolution where it discusses about changing
the perception of the way the conflict is viewed. It focuses on looking for the problems for
conflicts inside of oneself. It explains the situation with the example when an individual
points a finger on another person while the rest three fingers are pointed on him (Banfield &
Kay, 2012).
ARIA is a conflict management plan that uses the steps that include Antagonism, Resonance,
Invention, and Action.
A-Antagonism here stands with the reasons that the conflicts are taking place with some
issues in the past or reasons that provoked conflicts to the deeper level. Some of the processes
of conflict intervention include mediation, empowerment, dialogue, and confrontation
(UNESCO, 2016).
R -stands for a narrative where the individuals narrate their experience in the form of
storytelling that expresses their fear, needs, values, and hopes.
I -stand for the invention that stresses the need for creatively resolving the situation by
collaborating the issues and situations in the best possible manner. The situation is helpful in
achieving the right ways of achieving things where the deals can be closed with good
resolution.
A-Action planning is helpful in achieving the right goals or creatively resolving the conflicts
through the effective processes that include negotiation and various action plans (Couto,
2015).
Implementation plan for addressing conflicting issues
Knowing about the issues-
First, the issues have to be identified regarding its types that include Resource-based,
objective-based, and identity-based. The type of conflicts can be identified by asking
various questions that include what the conflict is about and why it is happening.
Resource-based conflicts deal with the scarcity of resources or its unavailability that are
usually above the tip of the iceberg.

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Objective-based conflicts are about clashes that arise due to the differences in the
objectives of the individuals and these are the internal disputes that are below the iceberg.
Identity-based conflicts are about the clashes that arise due to differences in the
identities of the conflicts participating in it.
Reasons for it happening-
It is important to identify the reasons why the conflict is taking place between the people.
The reasons will be highly helpful in resolving the conflicts among the individuals in a
creative manner (deWit & Williams, 2013).
Addressing the issue-
It is essential to address the conflicting issues by using various methods that include
negotiation, collaboration, and counselling techniques.
The power of why
The power of why is highly essential when resolving the issues especially conflicts
between the people as it becomes easier to understand why the conflicts are taking place
thus leading to the root cause of it. It is quite helpful in dealing of the situation in the most
effective manner.

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Bibliography
Banfield, P., & Kay, R. (2012). Introduction to Human Resource Management (2nd Edition
ed.). Oxford University Press.
Couto. (2015). Teamwork skills in actual, in situ, and in-center pediatric emergencies:
performance levels across settings and perceptions of comparative educational impact.
Simulation in Healthcare, 10(2), .76-84.
deWit, S. C., & Williams, P. A. (2013). Fundamental Concepts and Skills for Nursing (4th
Edition ed.). Elsevier Health Sciences.
UNESCO. (2016, January 2). Integrating conflict and mamagement planning. Retrieved from
IIEPGuidancenotesEiEEN.pdf: https://unesdoc.unesco.org/ark:/48223/pf0000228650