Conflicts, just like living beings, are born, grow, improve and reach a certain level of maturity. However, the nature of conflict has an interesting and important feature: Unlike living beings, conflicts do not die out or end over time. Instead, they transform. So what does a conflict transform into? In order to find the answer to this question, it is first necessary to know the stages of conflict development, how it manifests itself in these stages, and which type of intervention can be more effective and when. At this point, in this article, we would like to discuss the process of conflict from its emergence to its transformation.
Conflict in Stages
The stages of conflict can be characterized by time and intensity. In this process, changes in the intensity of conflict can be observed as time passes. At first, every conflict usually starts latent, that is, invisible. As we mentioned in our previous article, latent conflicts actually parallel the “potential stage” of conflict. In this process, which begins with the potential stage, the intensity increases over time and the parties begin to perceive and express the conflict more clearly. In other words, the confrontation stage manifests itself. In many conflicts, this intensity may increase even further and the parties may even reach a point where they can no longer maintain their relationship. This is the crisis or deadlock stage of the conflict. However, conflicts do not continue at this intensity forever. Over time, the intensity decreases and an outcome emerges. The new environment and relationships created by this outcome can be defined as the post-conflict phase.
This process is a default cycle for a conflict, but the development of the conflict may not always follow this order. Sometimes appropriate interventions in the confrontation phase can resolve conflicts before they reach a crisis, while proposing a quick solution in the outcome phase that does not satisfy all parties can bring the process back to the crisis stage.
Let us now consider these phases in more detail:
Potential Stage: In this stage, there are elements that could lead to conflict surfacing, but there is not yet an open conflict. Symptoms in the potential phase may include communication gaps, misunderstandings, power imbalances and unresurfaced disorders. Unrest or tension may be felt between the parties.
Confrontation: In this stage, differences of opinion and disagreements become more apparent. The parties may take a more defensive or aggressive attitude towards each other. Increased tension in communication and arguments are typical signs of this phase. The parties become aware of the problems and begin to express them.
Crisis: This is the most intense and often the most escalated stage of the conflict. Tension reaches its peak and serious disagreements and sharp arguments may arise between the parties. In this stage, the positions of the parties harden. At the moment of crisis, loss of control and extreme emotional reactions may occur.
Conclusion Stage: In this stage, steps are taken to resolve the conflict. The parties may increase their motivation to solve the problem. The effects of the conflict diminish and the tension may give way to a more constructive dialog. Solutions are sought and how to implement the results is worked out.
Post-Conflict Stage: After the conflict, relationships between the parties are restructured. In this stage, the parties learn from what happened and develop strategies to prevent similar conflicts in the future. The long-term effects of the conflict are assessed and efforts are made to rebuild trust between the parties. If a positive resolution has been achieved, the bonds between the parties can be strengthened; otherwise, the conflict may reappear in a different form.
So why is it important to know these phases? Because in order to be able to use the proper methods of intervention in conflicts, it is necessary to know at what time and at what intensity the conflict is taking place. At this point, it is useful to know what conflict intervention units are:
Types of Conflict Intervention
Many people working in the field of conflict resolution have attributed different meanings to conflict interventions. In other words, when you do a little research, it is possible to encounter different definitions of these types of interventions that we will define in a moment. Since our aim in this article is rather to understand the stage of the conflict and to choose the proper form of intervention for this stage, we intend to approach the subject from a perspective parallel to this aim. We will discuss the following five types of intervention accordingly. We have used Sandole's fire analogy to concretize our narrative:.
1-Preventing Conflict: This type of intervention is similar to taking precautions in advance to prevent a fire at home. It is important to eliminate potential risks and keep the house safe by taking the necessary steps before the fire starts. Conflicts can also be in a potential situation before they manifest themselves openly. Preventive interventions are therefore of great importance. It is useful to illustrate this with an example: Imagine that you are a manager in a department of an organization with a diverse group of employees from different cultures. You realize that there is tension and miscommunication between these employees due to prejudices arising from their different cultures, hence an latent conflict. In other words, you feel that there is a conflict in the potential stage. Instead of saying “let's wait and see if there is a conflict”, you can take a conflict prevention intervention at this point. How? For example, creating an environment where employees can get to know each other better and establish quality contact; organizing a practical workshop on living together with differences can be an example of an effective preventive intervention.
2-Conflict Management: This intervention can be likened to taking the existing fire under control and preventing it from spreading. It will be necessary to stabilize the situation and prevent further damage without allowing the fire to spread. Sometimes it can be difficult to find an immediate solution to conflicts. For conflicts that do not threaten relationships, it is important to be aware of conflict situations and keep them under control until a permanent solution is found.
3-Disposal of Conflict: If the fire has grown, sometimes we have to take stronger and more decisive steps to put it out. This means putting out the fire completely, using force if necessary. At this point, when the conflict is no longer discussable and is in a crisis stage, it is necessary first of all to defuse this crisis situation and make it conducive to dialogue again. Conflict settlement can be considered in this sense.
4-Conflict Resolution: This intervention can be analogized to conducting an in-depth analysis to understand the causes behind the fire and how it got there. It is essential to find and eliminate the root causes to prevent the fire from starting again. Of course, it is not right to think about the root causes during the fire. In the conclusion phase of the conflict, or sometimes in the confrontation phase, it is necessary to analyze the cause-effect relationships of the conflict with appropriate analysis methods.
5-Transforming the Conflict: This intervention is similar to examining the relationships between the residents and neighbors after the fire and making these relationships healthier and more sustainable. It is not enough just to put out the fire; it is also essential to strengthen neighborhood relations. The same is true for conflicts. The important thing is not only to resolve the conflict, but also to strengthen the relationships between the parties involved in the conflict so that a sustainable solution can be found.
As a result, understanding the stage of the conflict is the basis for developing an effective intervention strategy. Each phase has its own unique dynamics and these dynamics play a critical role in determining the methods to be applied in conflict resolution. Therefore, identifying the stage of the conflict and developing the proper type of intervention not only resolves the current conflict, but also prevents potential future conflicts. From this perspective, while recognizing that conflicts are inevitable, knowing how to transform these conflicts is the key to a sustainable solution.
Thank you for reading our post! At Conflictus, we eagerly await your feedback and insights.
Tunç Karaçay
Conflictus Conflict Resolution Training and Consultancy
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Bercovitch, J. ve diğer.(2009). Introduction: The nature of conflict and conflict resolution. Jacob Bercovitch, Victor Kremneyuk ve I. William Zartman (Ed.), The Sage handbook of conflict resolution, CA: Sage Publishers, ss.1-14.
Köksoy, F. (2018). Conflict Management or Conflict Resolution?: A Theoretical Approach to the Peace Negotiation Process. Journal of Security Sciences, 7(2), 203-236.
Sandole, D. J. D. (1998). A Comprehensive Mapping of Conflict and Conflict Resolution: A Three Pillar Approach. Peace and Conflict Studies, 5(2), 1-30.
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