Discussion Problem:
In Chapter 11, Kriesberg examines the challenges of conflict resolution. Share your interpretation of the challenges outlined by the author and provide insights on the most effective ways to address them. Need Assignment Help?
Miruslaba Quezada
Reply from Miruslaba Quezada
Some of the challenges that Kriesberg analyses are the following:
Structural Power imbalances:
The interpretation of this is that in conflicts there are uneven playing fields, this means that some of the parties that are involved in conflict don't have the power in order to negotiate or defend themselves the way that higher parties or more powerful parties have the ability to.
One way of solving this is being able to provide legal and equal protections for everyone, making sure to be able to create a more ewual plating fiels and make sure everyone has fair negotiation levels.
Deep rooted Emotions:
These types of conflicts happen when the conflict or the problems are tied to ethnicity, or religion, culture etc. These conflicts are hard to resolve because they can be tied to deep values and beliefs that can make problems a lot harder to resolve.
Resolving these we can make sure that injustices are acknowledged and a place where past conflicts in cultures can be shared and heard can create a place of trust and recognition. This can create a reduction of fear and shape trust.
Mistrust:
Mistrust can make conflicts hard to resolve because this creates a history of betrayal which could make it hard to believe the sincerity of the other party when it comes to the conflict.
I think for this one it would be hard in order to find a resolution because trust takes a lot of time to build but one way that this can be done would be to start with smaller portions of the conflict, and creating agreements or even a trade for certain conflicts. Another one would be involving a mediator, this can create a person that is non biased and can help both sides make the negotiation process a lot easier.
Fear of the Future Conflict:
This creates many barriers in conflict resolution, this is because this fear can make past conflicts to resurface, and even if peace is ever reached one side can fear that the conflict won't stay resolved and more problems may come in the future
Addressing this requires a way of trust building and just finding ways in order to keep that trust going and make it stringer. This can be in ways of small agreements and even partnerships.
Cultural Differences:
This can be hard in conflict because it can create misunderstandings and tensions, these differences can be something like differences in language, traditions and values. When there is not a good method to manage these it can escalate tensions and even become a source that escalates problems.
Addressing this requires understanding of differences which can be in ways of teaching one another about each other's cultural differences especially leaders and educators in order to make communication easier.
Inadequate Frameworks for Resolution:
In many conflicts having a non-effective framework for resolution like ineffective negotiation processes can make things difficult because problems can escalate very quickly and even persist for longer period of time.
In addressing this the strength of the existing frameworks should be addressed this can be in ways of avoiding biased institutions, and creating clear policies that can address the existing conflict.
Erica Sharp
Reply from Erica Sharp
In Chapter 11 of Kriesberg's Conflict Resolution, the author goes into the complex challenges that arise in conflict resolution processes. These challenges are multi-dimensional, stemming from both the inherent nature of conflicts and the difficulties associated with their resolution.
Some of the key challenges Kriesberg outlines are:
1. Structural and Power Imbalances:
- Interpretation: Conflict often arises from or is exacerbated by uneven power dynamics, whether in terms of wealth, authority, or access to resources. When one party holds more power, it can lead to an imbalance in negotiations or solutions, making it harder for less powerful groups to have their concerns addressed fairly.
- Addressing the Challenge: The resolution process must seek to equalize power or create mechanisms that allow for more equitable negotiation. This can be achieved through the inclusion of mediators or third parties who help level the playing field, and by fostering transparency and trust between parties.
2. Deep-rooted Emotions and Identities:
- Interpretation: Many conflicts, especially those of an ethnic, religious, or cultural nature, are tied to deeply rooted emotions and identities. These emotions can make it difficult for parties to engage in rational discussions, as issues like dignity, honor, and self-determination are involved.
- Addressing the Challenge: To resolve such conflicts, it's crucial to engage in dialogues that validate each party's feelings and identities. Creating safe spaces for open and respectful communication, and allowing individuals to share personal experiences, can help in acknowledging these emotional and identity-based components.
3. Mistrust and Hostility:
- Interpretation: Mistrust between conflicting parties often exacerbates the situation, preventing meaningful dialogue and cooperative problem-solving. Hostility can arise from historical grievances, past betrayals, or ongoing injustices, and this deep distrust can derail any attempts at peaceful resolution.
- Addressing the Challenge: Building trust is a gradual process that requires consistent efforts from both sides. Conflict resolution strategies must involve confidence-building measures, such as small, manageable agreements or steps that show the parties that compromise is possible. Third-party mediators can also help in ensuring fairness and impartiality, contributing to rebuilding trust.
4. Uncertainty and Fear of the Future
- Interpretation: When parties are uncertain about the future or fear that a resolution will not result in long-term peace or fairness, they may resist coming to the negotiating table or making concessions. This fear is often linked to concerns about the potential consequences of a resolution.
- Addressing the Challenge: To mitigate fear and uncertainty, conflict resolution efforts should focus on creating clear, tangible outcomes and guarantees that address the core concerns of all parties. It's essential to ensure that the resolution includes provisions for monitoring, enforcement, and adaptation over time.
5. Cultural and Societal Differences:
- Interpretation: Different cultural perspectives can make it difficult for parties to understand each other's values, communication styles, and needs. These cultural differences can act as barriers to empathy and compromise.
- Addressing the Challenge: Promoting cross-cultural understanding and competence is essential. This can involve bringing in culturally sensitive mediators or facilitators who understand the nuances of the groups involved, as well as designing conflict resolution processes that respect cultural practices and beliefs.
6. Escalation and Entrenchment
- Interpretation: Conflicts often escalate over time, with both parties becoming more entrenched in their positions. As the conflict becomes more polarized, it becomes harder to move towards a resolution because both sides feel that they have too much invested in their stance.
- Addressing the Challenge: To address this, conflict resolution efforts must work to de-escalate tensions and foster communication in a way that encourages flexibility and openness. The process should aim at breaking the cycle of escalation by focusing on shared interests and creating opportunities for compromise.
7. Inadequate Frameworks for Resolution:
Interpretation: Sometimes, conflicts persist because there is no suitable framework or structure for resolution. This could be due to the absence of effective institutions, legal structures, or mechanisms for dialogue.
Addressing the Challenge: Creating or strengthening institutional frameworks that support negotiation and conflict resolution is essential. This includes establishing legal systems, peace-building organizations, and conflict mediation structures that are neutral and capable of handling disputes effectively.