Introduction
As human beings, we are different because of our unique nature. The conflict has been associated with human beings’ ability to make judgments about what they consider to be right or wrong. It has been argued that conflict is both essential and important. This is because conflict enhances creativity in human beings which furthers the course of living. The existence of conflict is considered to be a guarantee that the aspirations of the society will be attained. Conflicts occur at different levels of human existence, that is, it can be at the individual level or the group level.
Intergroup conflict
Definition of a group
A “group” may be defined as any set of people with a common identity who can communicate in some way and can take organized actions (Deutsch, Coleman, & Marcus, 2006). Based on this definition, groups are prone to face conflicts. It is important to note that the conflicts which arise as a result of differences between groups are known as intergroup conflicts. This takes place when two different groups which are established differently, cannot function or get along well under given circumstances. One of the main approaches of dealing with these differences includes bringing the differing opinions to the table and analyzing the common grounds which they can both live in and work, thus, forming the basis of consensus development.
Approaches to resolving conflicts the PSDM model
Various approaches are used when it comes to solving conflicts. These methods form the backbone of all conflict resolution strategies. It is important to note at this stage that conflict resolution is a step by step process. One of the processes which are widely used when it comes to solving conflict is the PSDM which is the Problem Solving and Decision Making model. Essentially, this process is critical since it inculcates solving conflict and the decision-making process.
This process is considered to be essential among many other processes because it provides the basis for making decisions that can be integrated into the standard procedures in organizations (Deutsch, Coleman, & Marcus, 2006).
This process has four distinct processes. The first one is the situational appraisal which is used to clarify issues at hand with the view of developing an approach to resolving them. Secondly, it is the problem analysis stage which is based on establishing the cause of the problem. Thirdly, it is the decision analysis that informs the decision making path. Lastly, it is the potential problem or what is also known as the opportunity analysis which establishes the underlying factors of problems and lays an elaborate plan to mitigate the effects of the problems (Deutsch, Coleman, & Marcus, 2006).
Gender conflicts
Families are made up of unique persons who hold different values and ideas about life. Essentially, families are expected to form the base for understanding each other and working towards a common end. However, as persons within a family mature, differences in views start to emerge and at times these changes and differences become the causes of conflict. Studies have revealed that most times families form some of the basis of gender conflict.
In most cases, the source of conflict is usually caused by the dictates of the gender roles which have been in existence in every culture. However, it is important to note that amidst all the roles which have been stipulated, there were changes that have been taking place about time. These shifts have brought to the fore the conflicts which emerged owing to the differences which were associated with these changes (Bouta, Frerks, & Bannon, 2005). It is important to note these changes are bound to stay, thus, it is important to find a way of dealing with these conflicts which emerge in the course of life (Deutsch, Coleman, & Marcus, 2006). It is due to ventures which establish stable societies.
References
Bouta, T., Frerks, G., & Bannon, I. (2005). Gender, conflict, and development. Washington, DC: World Bank Publications.
Deutsch, M., Coleman, P. T., & Marcus, E. C. (2006). The handbook of conflict resolution: theory and practice. New York: John Wiley & Sons.