Conflict resolution is interpreted as the process by which a task is completed and the procedure followed to help bring about the placid termination of disagreement and vengeance between two opposing groups or individuals (Wallensteen, 2015). Obligated group members try to find a solution to group disagreements by sharing the details about their conflicts to the other members, for example, their motives and reasons as to why they feel the way they do regarding a particular issue at hand and how they deal with the issue. People tend to resolve their issues based on the factors influencing them. For instance, the character of a person, the upbringing and social beliefs will be among the factors that will determine how a person responds to a particular form of disagreements. There are various methods of resolving conflicts in the society such as mediation, negotiation, and arbitration.
Mediation is a method of conflict resolution where parties in conflict seek the help of another person to help them tranquillity reach a final decision without hurting each other (Wallensteen, 2015). In some disagreements, there is high need of a mediator since parties do not seem to find solutions and more disagreements could arise. With a mediator, it becomes easier to come close to a solution because every party is given an opportunity to air its views on the matter in a way that the position of each will be clear to the other (Wallensteen, 2015).
The mediator outlays the rules that will govern the process of conflict resolution and will be the mode of communication between the two parties. He or she will, therefore, be able to notice all the pros and cons attached to each side which he uses to bring the parties closer to their answers. However, the mediator has no right to settle the conflict since both parties decide to make (Wallensteen, 2015).
Impact of Social Psychology in resolving the conflict
Social psychology can be used to resolve this case in that; the mediator to divide the two groups into smaller subgroups to incite more conflict in a way that the groups will generate more ideas relating to the issues. The groups will eventually need the help of each other in doing a particular task that the mediator has given them for example if the mediator has asked them to find the effects of war in history. Each group cannot get all the answers and will hence rely on the other to get to know if they are right or wrong regarding the issue. It’s a way of bringing peace among the groups since they can know the viability of the ideas of other people (Sherif, 2015).
When there is a common goal in the two groups, there will be a reduction of conflict (initiating shared opinions, goals and knowledge of the persona of people in a society).Knowledge about the issues facing people and the cause of their differences help in the establishment of ideas by the mediator such that he becomes more aware of how the people will respond to him while trying to address the issue at hand resolving conflict and bringing the agreement to the idea of civil war). Social psychology is essential in this case in that the mediator can be able to bring the people together through a simple step which is the first step to bringing cohesion among them (Sherif, 2015).
It relates to the common saying that human beings are social beings who cannot live in isolation from the others. Through the use of social psychology, the mediator can easily study the behaviour of the people in the groups because when they do not ask for help from the other groups; he will be able to determine the characters. Therefore, use of this idea is of great help and will assist the mediator to come to a closer solution to give to the two conflicting groups. Enhancing peace is essential to the start of any conflict resolution meeting (McCorkle, 2015).
The influence of Dynamical System(s) in resolving the conflict
Dynamic System acts as a means of comprehending and giving an answer to the disagreement in hand for instance, in this case, the civil war that occurred ten years ago which is being opposed by two groups. Through this system, it becomes easier to analyze the density of the conflict. It, therefore, helps in identification of the connection of a variety of the essential parts which advocate, nourish, or depress the disagreements. It becomes easier to acknowledge the existence of models which will act as guidance to identify or fail to identify ideas which are not traceable, expose and manipulate the baseline of the ideas that heighten disagreements among the groups. For example, explanation of the issues that led to the opposing of each other’s ideas relating to the issue of civil war. For the conflict to arise, there have to be reasons why each group is opposing the ideas of the other.
This system will be helpful in that it will help the mediator to identify the cause of the conflict between the two groups (Vohs, 2016). This way, he will not be biased to one side since he can gather facts. The facts will be used by the mediator to track down other underlying causes that have not been mentioned by the groups (Vohs, 2016). For instance, if the cause of conflict is due to ethnicity, the mediator will be able to locate all the details relating to the different ethnic groups for example, tracing whether the ethnic groups been disagreeing in the past, the reasons for conflict in the past and how past conflicts have been solved in relation to the groups (McCorkle, 2015).
The system helps in making the matter in hand more complex so that the answers which will be given by each party are more detailed. It is because, in each disagreement, there are many other forces involved. In this case, the mediator should find ways to make the matter more complicated than it seems to those opposing each other. He will, therefore, be able to twist out events until he reaches the root of the problem. The dynamic system is hence viable in resolving conflicts and can be used by the mediator to gain more knowledge about the issue brought to the table. Therefore, when he or she is giving out a probable solution to the parties involved, he will not be lenient on any side.
Plan (strategies) to positively manage the aftermath of the conflict
To positively manage the aftermath of the conflict, there will be setting out a clear plan so that during the mediation process, there will be no deviation from the set target which is providing a close solution to the opposing sides. Having a clear and established plan will make the leaders of the two opposing groups see the organization and can be easily influenced by my solution at the end of the session.
Set out disadvantages and advantages of peace building in the society. They will hence be able to outweigh how the effects will hit them in the case. Thus, they do not make a good decision. It is giving them advice without directly pointing out and leave them to decide what is best for them and hence give them a clear picture as to what to argue about and what not for instance in this case if disagreeing because of a civil war that happened ten years ago is important or not. Encouraging them to contribute to the pros and cons that they feel has been left out in that the final judgment will not be biased to the views of the mediator.
At the end of the session: Giving them an opportunity to express their views about how they feel after the sessions. It will make them feel included and that the decision is not left in the hands of the mediator.
Conclusively, conflicts are unhealthy in our societies and case of the rise of disagreements; it is always best to find a solution to it without harming one another. In as much as finding solutions may be expensive, it is very favourable in the society. Solving problems enhance better understanding and respect among individuals and groups. Where individuals and groups are not able to resolve the differences, they can engage conflict resolution methods which will give them a closer solution.
McCorkle, S., & Reese, M. (2015). Personal conflict management: Theory and practice. Routledge.
Sherif, M. (2015). Group conflict and co-operation: Their social psychology (Vol. 29). Psychology Press.
Vohs, K. D., & Baumeister, R. F. (Eds.). (2016). Handbook of self-regulation: Research, theory, and applications. Guilford Publications.
Wallensteen, P. (2015). Understanding conflict resolution. Sage.