Evaluate The Effectiveness Of Conflict Intervention Strategies

In order for conflict to be resolved both sides must understand one another’s concerns and be willing to compromise, thus understanding is the first step to resolution. According to Varshney (2001), “promoting communication between members of different religious communities, civic networks often make neighborhood-level peace possible. Routine engagement allows people to come together and form organizations in times of tension” (p. 375). Additionally, the Varshney (2001) article states that if institutions are created that cater to the cultural, economic, and social needs of both sides then the support for peace in the community become strong. Getting people to try to see eye to eye and co-exist without conflict is a great solution to ethnic conflict. According to constructivists ethnicity and in turn ethnic conflict is what people make of it and that race can be made and erased. According to this idea, resolution can come from getting people to see ethnicity and ethnic conflict differently by promoting communication.

William responded well to the intervention. William continues to make progress towards his goals. William stated, with his peers over a stupid game, and with his sibling, over using his belonging without asking. William stated that his mom intervene before the conflict between him and his brother escalated. William completed the conflict assessment worksheet. William stated that when he respond to conflict it usually escalates. William stated, yelling fighting using profanity making threats, running away and destroying things. William completed the worksheet. William stated, disagreement with his parent, siblings, being treated like a kid, being punish and losing privileges. William stated sometimes. William stated by fighting, ignoring it

Dr. Rekha S. Rajan writes about how she implemented a twenty-minute structured dramatic play into class time to encourage children to learn to solve conflicts on their own. She first does this by gaining insight on the children’s feelings with a personal story time. Each child tells a story that made them particularly sad, mad, upset, or happy. She then takes those experiences and creates a pre-determined scenario to which, the children will play different roles, share ideas, and come up with a solution.

The purpose of the conflict management is to allow an individual to identify preferred conflict styles according to conflict management style assessment. In the conflict Management Assessment, the collaborating style is the most aligned to my management style. According to conflict management, collaborating styles are solved in an ideal result and is provided for all involved. Usually both sides get what they want and negative feelings are reduced. Generally, the pros of this management style create mutual trust, maintains positive relationship and builds commitments. The cons are that it is time consuming and energy consuming.

All religions called for nonviolent principles that are based on peaceful strategies to reach goals. Nonviolence seeks understanding and justice instead of riot or tumult. In fact, the first time for someone to use this method was in India by Mohandas Karamchand Gandhi (1869–1948), he believed that he can stand against the British and bring independence to India using civil disobedience. Also, Anwar El Sadat used the non violence method with Israel when he signed the “ peace” agreement in order to avoid a war. Therefor, the non violence technique is very effective which lead Luther king Jr. to call upon Gandhi's method and make use of it to attain equality between black and white people. In my opinion, applying the non violence method is truly

By the time you are an adult, your basic orientation to conflicts in particular context is in place. Dr Hebbard, through your experience, How do we change this behavior under pressure, abnormal circumstances and maintain consistency?

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Conflict is an expressed struggle between two or more people who are trying to accomplish different goals. Conflict is everywhere in relationships, work places, school, family, and children. Almost any interaction with another person can have conflict because not everyone has the same goals or thoughts. Everyone is different and conflict can be very hard to avoid. Conflict to me is a big barrier in my relationships with family, friends and my significant other. Conflict is one thing that I would like to improve in my relationships because it is something that I struggle with. I am the kind of person that I want things to go my way and I feel that I am right most of the time and do not like to lose an argument. Anger also

In this assignment, students are required to identify experiences of intrapsychic, interpersonal, and group-to-group conflicts. In addition to writing a brief description of the psychosocial factors influence that impacted behavior and action the conflict events.

This paper explores how addressing vulnerability is one of the key factors in conflict resolution. I conducted my research by using three books: Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead by Brené Brown, The Handbook of Conflict Resolution: Theory and Practice by Morton Deutsch, Peter T. Coleman and Eric C. Marcus and Difficult Conversations: How To Discuss What Matters Most by Douglas Stone, Bruce Patton and Sheila Heen. Each book differs in how they approach the topic of accepting vulnerability; however, they get the point across the same way. This paper pushes readers to readjust their lifestyles to fit a healthier, more conflict-resolved lifestyle.

Attempting to create a new layout of how our schedule is made, I received hesitation from my co-workers and direct boss. “I don’t see how this can work and we have tried something like this in the past.” I asked them, “What did not work in the past?” After hearing the outcomes from the previous schedule, I was able to adjust my ideas and thereafter create a layout that was accepted and established.

Abu Sayyaf is still a big threat to the United States, it has roughly 200-500 members based out of the southern Philippines. Here in the United States the FBI is still tracking 3 of the main organizers of the Abu Sayyaf organization and the organization has made comments that have stated they want to fight the United States and it is strongly believed that given the opportunity although they are a small organization they will in fact take a huge leap at harming American citizens by means of bombing, extortion, assassinations, beheadings and what they are notorious for the most is kidnappings.

One matter can be resolved by different options. However, it do not mean all method are suitable. In three options of dealing with ISIS problem, one per three options are not posible to apply. In the first method ‘uniting Syrian arm forces before supporting them countering ISIS’, although uniting the two side of political opposites about Assad’s matter in order to fight against ISIS do not violate any laws, UN charter or treaties, it can be an opportunity for expanding of ISIS. Resolving political confrontation need a long process and time due to protecting political views and interest, the rebel side do not willing to compromise with Assad’s authority promptly. If ISIS problem is not solved imediately, global security will be threaten seriously.

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

Before beginning to outline the theoretical approach, it may be useful to outline the key aspects of the field of conflict and conflict resolution studies. Firstly, comparing to other fields of social science studies, the study of conflict and conflict resolution is relatively new "it is only in the twentieth century that the systematic study of conflict has become a field in its own right. In fact, the overwhelming majority of work in this field is a product of the last half of the twentieth century" . Thus, the study of conflict and conflict resolution has long remained within a variety of disciplinary, “theory and research are drawn not only from political science but also from social psychology, sociology, economics, and law" .