The present essay intends to clarify the panorama about conflict situations and the solution tools from the point of view of behaviorism.
According to the online dictionary “es.thefreedictionary.com”, Behaviorism is a psychological Doctrine, founded by JB Watson, whose method is based on the objective observation of the behavior of the being studied.
Behaviorism studies the reactions of organisms in terms of stimuli and responses.
Who today has not experienced a conflict situation…
But how are they? How are they cataloged or classified? And what are its ways of solution?
We cannot speak of conflict as a generality that is determined by the definition of the word “conflict” itself, since although it is intended to develop a general definition it is necessary to have clearly defined the moment and the action to determine the types of conflicts For this reason, some authors have classified them as follows:
- Intrapersonal conflict.- This develops through an internal struggle between two areas of the same person, that is, the individual knows what he wants, but his decision can be inferred or interrupted by external factors that act as emotional barriers. When a person is frustrated by environmental factors, their behavior can present aggressiveness or in any case depressive symptoms could appear.Conflict between individuals.- According to the Wikipedia online dictionary, many theories have been advanced about its origin (conflict). Because starting from the fact that man is a social animal and responds to trends of competition and cooperation; it is argued that there are lately biological or psychological reasons for aggressiveness.From this point of view, the most basic idea and one from which one would have to start in order to adequately resolve a social conflict is that the conflict begins with an overflowing emotion. Group conflict.- These can be distinguished within An organization, for example, in an office of public order employer and union sides are formed.Inter-organizational conflict.- This occurs between organizations and is of great importance because the conflicts between them directly influence society as it is the case of political parties or religious groups.employer and union groups are formed in a public order office.Inter-organizational conflict.- This occurs between organizations and is of great importance because conflicts between them directly influence society, as is the case with political parties or religious groups.employer and union groups are formed in a public order office.Inter-organizational conflict.- This occurs between organizations and is of great importance because conflicts between them directly influence society, as is the case with political parties or religious groups.
If you know others and you know yourself, you will not be in danger in a hundred battles; if you do not know others, but you know yourself, you will lose one battle and win another; If you don't know others or know yourself, you will be in danger in every battle.
Now, with each conflict we can generate multiple alternatives for its resolution such as negotiation, mediation and arbitration, while other resources such as the search for consensus, diplomacy, and analytical solutions have also been developed internationally. of trouble and peace building efforts.
It must be weighed and deliberated before making a move. Whoever has learned the art of deviation will conquer. Such is the art of maneuvering.
1. Negotiation
The most humane way to resolve conflicts is generally voluntary, although it requires discussion between the parties to the dispute in order to reach an agreement or settlement in the conflict that confronts them.
Dean Pruitt (1991), describes five possible negotiation strategies:
A. Flexibility: implies the resignation of one of the parties to all or almost all of what it intends to achieve, since it considers that pleasing the other party or avoiding the dispute is more important than winning.
B. Rivalry: assumes that the parties enter into competition to obtain the greatest possible advantage, using means such as coercion and pressure to compel the other party to make concessions.
C. Problem solving: This is a collaborative strategy in which opponents work together to reach a solution that meets the interests and needs of both parties.
D. Inaction: the parties to the conflict make the least effort possible to negotiate, so that, although sometimes a delay increases the opportunities to reach a subsequent agreement, this strategy usually results in the breakdown of the negotiation.
E. Abandonment: this position supposes the end of the negotiation and forces both parties to depend for the achievement of their ends on alternative means to the negotiated agreement.
Regardless of the forms and strategies of negotiation adopted, this usually requires as a condition "high maturity in people" to facilitate the opening of the resolution process.
You have to carefully compare the opposing army with your own to know where the strength is super abundant and where it is deficient.
2. Mediation
Mediation as a means of dispute resolution involves the intervention in the negotiation process of a neutral and impartial third party, whose role is to assist the parties in their effective communication, in the analysis of the conflict and in the search for an acceptable solution. for all.
Whoever arrives first on the battlefield awaits the arrival of the fresh enemy to fight. Anyone late to the battlefield has to hurry up and exhausted up to the fight.
3. Arbitration
Arbitration differs from mediation, therefore, in that the third party involved in the conflict does have decision-making capacity, although the opposing parties maintain control over the set of issues to be resolved and often also over procedural aspects. The traditional form of arbitration is one in which the parties reach an agreement to limit the range of possible results prior to the start of the arbitration process, so that both can guarantee for themselves a minimum benefit.
Anyway, we already have the cards on the table…
We have seen from the outside the reasons for conflict and their tools for solutions, however I conclude by saying that despite the tools that we may know, in any of the possibilities that Pruitt marks, there must always be humility, reason, but above all Willingness to clarify and resolve each of the conflicts.
Put differently and in colloquial terms, conflicts can be resolved sooner or slower as the size of the hearts and the maturity of the reason of the conflicting parties.
Bibliography
- • Wikipedia. Conflict Situations. April2013 • www.losrecursoshumanos.com • UN Chronicle - Conflict resolution and human rights. www.un.org • The Art of War. Book on military tactics and strategies, written by Sun Tzu, a famous Chinese military strategist.
