conflict - an open clash between two opposing groups (or individuals); "the harder the conflict the more glorious the triumph"--Thomas Paine; "police tried to control the battle between the pro- and anti-abortion mobs"
An armed struggle or clash between organized groups
within a nation or between nations in order to achieve limited political or
military objectives. Although regular forces are often involved, irregular
forces frequently predominate. Conflict often is protracted, confined to a
restricted geographic area, and constrained in weaponry and level of violence.
Within this state, military power in response to threats may be exercised in an
indirect manner while supportive of other instruments of national power.
Limited objectives may be achieved by the short, focused, and direct
application of force.
In literature, conflict
is an inherent incompatibility between the objectives of two or more characters or forces.
Conflict creates tension and interest in a story by adding doubt as to the
outcome. A narrative is not limited to a single conflict. While conflicts may
not always resolve in narrative, the resolution of a conflict creates closure, which may or may not occur at a
story's end.
Basic nature of conflict
Conflict
in literature refers to the different drives of the characters or forces
involved. Conflict may be internal
or external—that is, it may occur within a character's mind or between a
character and exterior forces. Conflict is most visible between two or more
characters, usually a protagonist and an antagonist/enemy/villain,
but can occur in many different forms. A character may as easily find himself
or herself in conflict with a natural force, such as an animal or a weather
event, like a hurricane. The literary purpose of conflict is to create tension
in the story, making readers more interested by leaving them uncertain which of
the characters or forces will prevail.
There
may be multiple points of conflict in a single story, as characters may have
more than one desire or may struggle against more than one opposing force. When
a conflict is resolved and the reader discovers which force or character
succeeds, it creates a sense of closure. Conflicts may resolve at any point in
a story, particularly where more than one conflict exists, but stories do not
always resolve every conflict. If a story ends without resolving the main or
major conflict(s), it is said to have an "open" ending. Open endings,
which can serve to ask the reader to consider the conflict more personally, may
not satisfy them, but obvious conflict resolution may also leave readers
disappointed in the story.
Classification
The
basic types of conflict in fiction have been commonly codified as "man
against man", "man against nature", and "man against
self." In each case, "man" is the universal and refers to women
as well.
Although
frequently cited, these three types of conflict are not universally accepted. Ayn
Rand, for instance, argued that "man against nature" is
not a conflict because nature has no free will and thus can make no choices.
Sometimes a fourth basic conflict is described, "man against
society", Some of the other types of conflict referenced include "man
against machine" (The
Terminator, Brave
New World), "man against fate" (Slaughterhouse Five), "man
against the supernatural" (The
Shining) and "man against god" (A Canticle for Liebowitz).
Man
against man
"Man against man"
conflict involves stories where characters are against each other. This
is an external conflict. The conflict may be direct opposition, as in a
gunfight or a robbery, or it may be a more subtle conflict between the desires
of two or more characters, as in a romance or a family epic. This type of
conflict is very common in traditional literature, fairy tales and myths. One
example of the "man against man" conflict is the relationship
struggles between the protagonist and the antagonist stepfather
in This
Boy's Life.
Man
against society
Where man stands
against a man-made institution (such as slavery or bullying), "man against
man" conflict may shade into "man against society". In such
stories, characters are forced to make moral choices or frustrated by social
rules in meeting their own goals. The Handmaid's Tale and Fahrenheit
451 are examples of "man against society"
conflicts.
Man
against nature
"Man against
nature" conflict is an external struggle positioning the hero against an
animal or a force of nature, such as a storm. The
"man against nature" conflict is central to Ernest
Hemingway's The Old Man and the Sea, where
the protagonist contends against a marlin. It is also common in adventure stories, including Robinson
Crusoe.
Man
against self
With "man
against self" conflict, the struggle is internal. This is a conflict that
is usually associated with an external conflict. A character must overcome his
own nature or make a choice between two or more paths - good and evil; logic
and emotion. A serious example of "man against himself" is offered by
Hubert Selby, Jr.'s 1978 novel Requiem for a Dream, which centers
around stories of addiction.
Competition
vs. Conflict
But in a conflict the desired result of one person is actually incompatible with the desired result of another. If one succeeds, the result is contrary to the desires of the other.
Competition is one or more people striving for the same
goal--being the person who sells the most shoes, or runs the fastest in the
race, or scores the highest in the test. Everyone wants to see the same thing
happen--shoes getting sold, fast running or high scoring. Competition is a
secretive, zero-sum game played by individuals for private gain; conflict is
open and sometimes raucous but always communal, a public encounter in which it
is possible for everyone to win by learning and growing.
The
first assumption is a scarcity mindset as opposed to an abundance
mindset. Here, all resources are assumed to be scarce and limited.
When we assume that we’re fighting for a slice of a pie of a fixed size, then
our win must be someone else’s loss. I know I’ve written posts in the
past critiquing modernity’s assumption that there are no limits to anything,
but there are pitfalls to assuming there’s only a limited amount of desirable
things to go around.
The
second assumption is a closed mindset as opposed to an open mindset. This
is a “if you’re not for us, you’re against us” attitude. In a closed
mindset, one is not receptive to being enriched by other sides in a
debate.
Many
of the problems our nation faces stem from a mindset of competition between
individuals or interest groups in society rather than a mindset of
conflict. In so many areas, we see dualistic, competition-based logic:
politics, culture war issues, economic issues, church policies, etc.
Conflict is
not all bad.
Conflict has been broadly defined as the perceptions held
by the parties involved, in that they hold discrepant views or have
interpersonal incompatibilities (Jehn, 1995). Typically, interpersonal
conflicts at workplaces involve interaction between two interdependent parties
that perceive incompatibility of goals, interests, values, or ideas.
People sometimes think that being a part of a best place
to work means that it is party time all the time. That’s not the case. Sure we
work hard and play hard, but really what we do is challenge each other to
greatness. We know that to be challenged can also be truly rewarding.
It says somewhere in the bible that a ‘good wife’ will
debate and challenge her husband so he can see what he cannot see. I think this
is the basis of all partnerships or even leadership teams. If we keep playing
it safe, living in our comfort zone then how can we ever possibly create
something bigger than ourselves?
There are more people in the RedBalloon team than it
once was, and I don’t necessarily have the same moment-by-moment contact with
each individual that I used to. As a result I rely heavily on the team leaders
around me to deliver on the vision, the passion and the commitment to our
people.
Having differences of opinion, viewing the world
differently, holding the mirror up so we can see how we are really performing
is all healthy. When there is fundamental respect for each other, then
challenges are seen as growth opportunities.
Neutralizing of Conflict
There
are times in life when a conflict may arise that needs intervention from a
third party. You may find yourself in a situation where you have to mediate a
conversation between others who may not agree on a specific topic or procedure.
When faced with this challenge, it is critical to “put out the fire” before it
spreads to others and / or possibly impacts productivity. Consider these tips
the next time you have to mediate a conversation between two or more people.
There are
times in life when a conflict may arise that needs intervention from a third
party. You may find yourself in a situation where you have to mediate a
conversation between others who may not agree on a specific topic or procedure.
When faced with this challenge, it is critical to “put out the fire” before it
spreads to others and / or possibly impacts productivity.
Below are
some tips to consider the next time you have to mediate a conversation between
two or more people.
At the
beginning of the discussion, ask each party to provide an opening statement
regarding what brought them to the table and what they are hoping to achieve.
Based
upon the opening statements, build an agenda for “cross-talk” (conversation
between all parties). The goal of cross-talk is to:
·
Promote
venting
·
Identify
needs and interests
·
Generate
options
·
Get
the parties to talk to each other
·
Clarify
issues
·
Exchange
information
·
Build
rapport among parties
·
Summarize
the information. (You cannot do this enough.)
·
Use
the agenda to frame the discussion. In the agenda, be neutral, concise, and
fairly broad.
·
Identify
the needs and interest first before providing the options. This helps the
transition into negotiation.
·
Express
empathy towards the disputants to help minimize emotions.
concept
Concept
is an
idea of something formed
by mentally combining all its characteristics
or particulars; a construct.
principle
A
principle is a law or rule that has to be,
or usually is to be followed, or can be desirably followed, or is an inevitable
consequence of something, such as the laws observed in nature or the way that a
system is constructed. The principles of such a system are understood by its
users as the essential characteristics of the system, or reflecting system's
designed purpose, and the effective operation or use of which would be
impossible if any one of the principles was to be ignored.
Examples
of principles:
- a
descriptive comprehensive and fundamental law, doctrine, or assumption,
- a
normative rule or code of conduct,
- a
law or fact of nature underlying the working of an artificial device.
A
principle refers to a fundamental truth. It establishes cause and effect
relationship between two or more variables under given situation. They serve as
a guide to thought & actions.
Therefore,
management principles are the statements of fundamental truth based on logic
which provides guidelines for managerial decision making and actions. These
principles are derived: -
- On the basis of
observation and analysis i.e. practical experience of managers.
- By conducting experimental
studies.
Theory
Theory - a
well-substantiated explanation of some aspect of the natural world; an
organized system of accepted knowledge that applies in a variety of
circumstances to explain a specific set of phenomena; "theories can
incorporate facts and laws and tested hypotheses"; "true in fact and
theory".
A collection of ideas which set forth general rules on how to manage a business or
organization. Management theory addresses how managers and supervisors relate to
their organizations in the knowledge of its goals, the
implementation of effective means to get the goals
accomplished and how
to motivate employees to perform
to the highest standard.