Samantha Caramanoff: A Conflict Escalation and De-Escalation Model

Conflict Resolution
Student’s Name
Institutional Affiliation
Conflict Resolution
Conflicts are common and have become a natural phenomenon in all types of human relationships. There are interpersonal conflicts, intercommunity conflicts, and international conflicts. Conflicts have the same characteristics and dynamics regardless of the level at which they occur. We get involved in conflicts because our interests or values get challenged by others, or needs have not been met. When conflicts intensify, wars may result that can lead to deaths of people and create more social problems in the society. Therefore, it is important whenever a conflict arises, the involved to come together and look for ways of satisfactorily ending it.
Some parties may choose to end their conflicts through violence, surrender and capitulation. Others may choose to de-intensify it by deceiving their opponents. These options are not regarded to resolve the conflicts. The conflict remains, it only loses its intensity. It has been discovered that the easiest conflict to resolve is the one that stems from a clash of conflicts. Conflicts due to clash of values and basic needs not being met are more difficult to resolve. Conflicts due to basic needs not being satisfied are deep rooted and intractable. Such needs that are prone to conflicts include recognition, self-actualization, security, identity, and love. It is impossible for the parties to the conflicts even with outside help to find a solution that will satisfy all of the above needs (Wallensteen, 2015).
Conflict resolution process should be considered as growth opportunity between the parties either in personal, organizational or international levels. In any level, solving problems through a collaborative approach is crucial in achieving the overall success and objectives. The involved parties should establish a common goal that they will be pursuing to achieve. Also, they should identify the reasons why the conflict occurs and look for ways of satisfying both parties to minimize the conflict.
Interpersonal conflicts are the most common types of conflicts that we experience every. This is when an individual experiences emotional and mental pain with one’s self. It is being characterized by annoyance and defensiveness. However, most individuals do not identify their personal issues something that is dangerous for their well being. If they are unable to recognize their personal issues, it might cause tension in the organization or team leading to personal conflicts. Intrapersonal conflicts arise when two or more individuals are competing for certain resources or goals in a team or organization. They believe that other individuals are preventing them from attaining their goals and objectives. However, despite the fact that the individuals may differ in opinions, their conflicts may be beneficial to the organization. It outlines some assumptions and is often ignored by the management. Recognizing the concerns of both members may improve the quality of decision making process in the organization. Lack of communication has been identified to be the main cause of interpersonal conflicts in organizations. This is contributed by "mind reading" other members (Tafel-Viia & Alas,...