Conflict can be defined as a situation in which two or more people, groups, or ideas are in

disagreement or opposition to each other. Conflict can arise from a variety of causes, including
differences in values, goals, or interests. It can be constructive or destructive, depending on how
it is handled. (William Zartman 2008)

Conflict management refers to the process of resolving or reducing conflicts between

individuals or groups. It involves identifying the causes of conflict, understanding the different
perspectives of the parties involved, and finding mutually acceptable solutions. (William
Zartman 2008)

Conflict management cycle: is a systematic process used to understand, address, and resolve
conflicts effectively. It involves stages such as prevention, identification, assessment, resolution,
implementation, and evaluation, with the goal of managing disputes constructively and
promoting positive relationships. (William Zartman 2008)

The components of the conflict management cycle

Prevention:
This involves identifying potential sources of conflict and taking steps to prevent them from
escalating. This can include improving communication, establishing clear expectations and
guidelines, and fostering a positive work environment.

Early Detection:
This involves recognizing the signs of conflict before it become too serious. This can include
monitoring employee behavior and performance, conducting regular feedback sessions, and
encouraging employee to report issues as soon as they arise.

Intervention:
This involves taking action to address the conflict. This can include mediation, negotiation, or
other forms conflict resolution. The goal is to find a solution that is acceptable to all parties
involved.

Resolution:
This involves implementing the agreed-upon solution and monitoring the situation to ensure that
the conflict does not reoccur. This involve providing ongoing support and training to employees,
revising policies and procedures, and making other changes to the workplace culture as need.

Evaluation:
This involves assessing the effectiveness of the conflict management process and identifying
areas for improvement. This can include conducting surveys or focus groups, soliciting feedback
from employees, and analyzing data to determine whether the process was successful in
resolving the conflict. The evaluating component helps to ensure that the organization continues
to improve and learn from its experiences in managing. (Batcheldor M, 2000)

The following are the characteristics of the conflicts management cycle

Proactive; the conflict management cycle is proactive in nature, with an emphasis on identifying
and preventing conflicts before they escalate. This involves taking steps to address potential
sources of conflict and promote open communication, collaboration and mutual understanding.

Collaborative; the conflict management cycle involves all parties affected by the conflict, with
an emphasis on collaboration and cooperation to find a mutually acceptable solution. This
involves listening to all perspectives, identifying common ground and working together to find a
resolution that meets everyone’s needs.

Flexible; the conflict management cycle is flexible and adaptable, with the ability to adjust the
process as needed bases on the specific situation. This involves being open to feedback and new
information and being willing to change course if necessary to ensure that the conflict is
managed effectively.

Systematic; the conflict management cycle is a systematic process that involves a series of steps
designed to manage conflict effectively. Each step builds on the previous one and leads to the
next, creating a clear and organized framework for resolving conflicts.

Transparent; the conflict management cycle is transparent, with an emphasis on open

communication and clear documentation of the process and its outcomes. This involves keeping
all parties informed about the progress of the conflict management process and sharing the
results of any evaluations or feedback sessions.

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Ongoing; the conflict management cycle is ongoing process, with an emphasis on continuous
monitoring and evaluation to ensure that conflicts are managed effectively over time. This
involves revisiting the conflict and its resolution periodically to ensure that the solution is still
working and to identify any new issues that may arise.

Participatory; the conflict management cycle involves the active participation of all parties
involved in the conflict, including employees, managers, and other stakeholders. This involves
creating an inclusive and respectful environment where all voices heard and all perspectives are
valued. (Guetzkow H, 1954).

Several factors or causes contribute to the initiation and perpetuation of the conflict
management cycle:
 Miscommunication:
Poor communication or misunderstandings can lead to conflicts arising from misinterpreted
intentions, messages, or actions.

 Differences in Goals or Values:

Disagreements stemming from conflicting goals, values, priorities, or expectations between
individuals or groups can trigger conflict.

 Scarcity of Resources:
Competition over limited resources, such as time, money, space, or personnel, can fuel conflicts,
especially when there's a perception of unfair distribution.

 Power Imbalance:
Power disparities, whether real or perceived, can create tensions and conflicts, particularly when
one party feels disadvantaged or oppressed.

 Personality Clashes:
Differences in personality traits, communication styles, or behavioral tendencies among
individuals or groups can lead to interpersonal conflicts.

 Organizational Structure:

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Inadequate organizational structures, unclear roles and responsibilities, or ineffective leadership
can contribute to conflicts within teams or departments.

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  Cultural Differences:
Divergent cultural backgrounds, norms, beliefs, and customs may lead to misunderstandings and
conflicts, especially in multicultural or diverse environments.

 Historical Grievances:
Lingering resentment or unresolved issues from past conflicts can resurface and perpetuate new
conflicts if not properly addressed.

 External Factors:
External influences such as economic conditions, political instability, regulatory changes, or
market competition can exacerbate tensions within organizations or communities.

 Lack of Trust:
Absence of trust or confidence in the intentions, abilities, or reliability of others can undermine
cooperation and escalate conflicts.

 Inadequate Conflict Resolution Skills:

Individuals or groups lacking effective conflict resolution skills, such as active listening,
negotiation, or mediation, may struggle to address and resolve conflicts constructively. (Alper, S.
2000)

The following are the steps of conflict management cycle are

Conflict is a regular part of life. How you handle conflict affects the outcome of your
negotiations, your business relationships and your organization's reputation. Dealing with
conflict in constructive ways will help you maintain and enhance business productivity and
achieve professional results in a fair, open and transparent manner.

 Be aware
Conflict can arise at any time. Knowing this enables you to take steps to effective conflict
management. Approaching conflict as a normal occurrence helps you to turn potential
disagreements into clear communication and improved processes.

 Be proactive

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Prevention and early resolution are the most effective. When issues arise, listen and reflect on
what is happening. Consider how you can address difficult issues before they escalate to conflict.

 Seek to understand all sides of the issue

There is always more than one way to interpret a situation. Reflect on what this issue means to
you, to the others involved, and what is at stake for everyone.

 Initiate dialogue
Initiate dialogue by listening and asking questions. This will help you gain a greater
understanding of what is hindering progress, and will help you better address the central issues

 Know when to ask for help

Enlisting the help of a neutral third party can assist you to clarify communication and prevent
conflict escalation. When early awareness and response measures uncover issues that need
greater attention, consult others, including a conflict management practitioner for assistance.

 Assess your options

There are a variety of ways to handle conflict, such as negotiation, conflict coaching, facilitated
discussions, mediation, arbitration and litigation. A conflict management practitioner can help
you assess your options so you can decide the best possible way to manage the situation.

 Take action
Use your knowledge and resources to take action. This could mean developing or fine tuning
your conflict management skills through conflict coaching, taking time to prepare for a difficult
meeting, or preparing for a facilitated discussion.

 Reflect on the situation

Reflecting on the situation is a key element in maintaining and enhancing productivity. What
have you learned? What has this situation shown you about yourself, others, and/or procedures?
What can you change in the future to prevent similar situations? (Deutsch, M., 1969)

The conflict management cycle plays a crucial role in promoting healthy relationships,
fostering collaboration, and maintaining productivity in various settings. Here are some
key importance of the conflict management cycle:

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  Preserves Relationships:
Effective conflict management helps preserve relationships by addressing underlying issues and
promoting understanding and trust among parties involved.

 Promotes Collaboration:
By encouraging open communication and problem-solving, conflict management facilitates
collaboration and teamwork, leading to innovative solutions and better outcomes.

 Enhances Productivity:
Resolving conflicts in a timely and constructive manner prevents disruptions and distractions,
allowing individuals and teams to focus on their goals and tasks, thus enhancing productivity.

 Prevents Escalation:
Addressing conflicts early through the conflict management cycle helps prevent them from
escalating into larger, more serious disputes that could negatively impact individuals, teams, or
organizations.

 Fosters Personal Growth:

Conflict management provides opportunities for personal and professional growth by
encouraging individuals to develop skills such as communication, negotiation, empathy, and
problem-solving.

 Improves Decision Making:

By encouraging diverse perspectives and facilitating dialogue, conflict management helps
improve decision-making processes by considering a wide range of options and viewpoints.

 Builds Resilience:
Successfully navigating conflicts builds resilience within individuals and teams, enabling them to
overcome challenges, adapt to change, and thrive in dynamic environments.

 Strengthens Organizational Culture:

A culture that values constructive conflict management fosters a positive work environment
where individuals feel heard, respected, and empowered to contribute their ideas and
perspectives.

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  Reduces Costs:
Unresolved conflicts can be costly in terms of time, resources, and morale. Effective conflict
management helps reduce these costs by resolving disputes efficiently and preventing future
conflicts.

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  Promotes Innovation:
By encouraging creative problem-solving and constructive dialogue, conflict management fosters
an environment conducive to innovation and continuous improvement. (Herman, Margaret G.
and Nathan Kogan, 1968)

Conclusion
The conflict management cycle emphasizes the importance of understanding, addressing, and
resolving conflicts effectively to maintain healthy relationships and foster positive outcomes. By
recognizing the stages of conflict, implementing appropriate strategies, and promoting open
communication, individuals and organizations can navigate conflicts constructively and promote
mutual understanding and cooperation.