Introduction
Conflict management is indeed one of the most important aspects of any form of management. This is due to the fact that conflicts continuously erupt in life and call for amicable approaches and methods in order to deal with it its effects, end it or prevent it from escalation.
It involves bringing together conflicting parties voluntarily through cooperation facilitated by a professional conflict manager. In addressing existing issues and grievances that may have led to the eruption, it is of paramount significance to acknowledge the existence of different viewpoints, personalities and level of understanding from both sides. Cognitive biases, emotions and natural perception towards human beings generally affect the effectiveness of conflict resolution.
Synthesis
As witnessed in many conflicts, biases mainly affect the level of understanding through skewed communication that limits a wider scope of views necessary to settle the (Deutsch, Coleman & Marcus, 2006). Based on stereotypes and opposed interests, people find it difficult to realize a consensus and the victims may not consider the future implications of holding on such beliefs.
When the parties simplify the situation in an exaggerated manner, they are likely to overlook facts that could be important in settling the matter (Albarracín, Johnson &Zanna,2005). As such, there is a higher possibility of parties having misguided information concerning the causes and possible effects of the conflict.
Besides this, extreme exaggeration of opposition between conflicting partiesundermines the process of settling disputes. This may result in either one side benefitting or having to share loses caused by the conflict. Additionally, the understanding between corporation and competition has far reaching impact in defining the most appropriate stance to be taken, a scenario which may result into escalation of violence or incomplete solutions to existing problems.
On the other hand, egocentric people tend to have their interests at heart and believe in their perceived better contributions in resolving the conflict than others(Deutsch, Coleman & Marcus, 2006). This may lead to unfair judgment and undermining of other people’s contribution.
In addressing conflict resolution and management, it is equally important to appreciate the role of emotions in influencing decisions, stances and direction of interests. In a broader picture, emotions can be viewed from two opposing sides, i.e. positive and negative impact(Deutsch, Coleman & Marcus, 2006). How are emotions important? During conflict resolution process, emotions may influence the perception and decisions of an individual.
For instance, those who are known to be uncaring are likely to develop feelings of love and concern. As such, people in conflicts end up making decisions that cover both sides of the conflict. When both sides develop positive interests and perception over others, the process of resolving conflicts usually becomes practically achievable.
Based on this argument, people may chose to either display or hide their emotions depending on predominant factors (Deutsch, Coleman & Marcus, 2006). Anger can also be convincing especially when communicated in a sincere and genuine way which eliminates doubts. Emotions may therefore lead to the quelling or escalation of the conflict depending on how it is perceived.
In ensuring a successful conflict resolution process, understanding how unfairness affects the process has to be double emphasized. It is natural for human beings to nurture certain theories towards other people’s personality, giving two categories. Entity theory and incremental describe how such ideologies may affect conflict resolution(Deutsch, Coleman & Marcus,2006).
According to the entity theory, human qualities are fixed as good or bad whereas incremental theory supports the possibility of individuals changing from say bad to become good. However this is a slow process which involves learning of what is acceptable in seeking peace and reconciliation.
Conclusion
In summary, conflict resolution and management is an essential element in restoring peace and understanding. It has to be implemented through a holistic approach that recognizes existing personality differences and barriers like emotions.
References
Albarracín, D., Johnson, B.& Zanna,M. (2005). The handbook of attitudes. London: Routledge.
Deutsch, M., Coleman, P.& Marcus, E. (2006).The handbook of conflict resolution: theory and practice. Hoboken, New Jersey: John Wiley & Sons.