Resolution of Interpersonal Conflicts in the Context of Methods and Strategies Applied in Dispute Resolution

Abstract

Conflict is an inherent aspect of social life, presenting itself in various forms, which can be categorized into five types: relationships, data, interests, structural, and values. Relationship conflicts involve communication issues, intense emotions, stereotypes, and retaliation. Resolving relationship conflicts requires displaying respect for the other person. Data conflicts arise from lack of information or incorrect interpretation. Conflicts of interest occur when needs or goals cannot be satisfied. Structural conflicts result from limited access to necessary resources or efficient work tools. Values conflicts involve differences in values and rules. Conflicts within organizations arise due to resource allocation, differing positions, goals, or values. Negotiations are widely considered the most effective means of resolving conflicts. Negotiations involve interpersonal communication aimed at achieving mutually satisfying agreements. Negotiation strategies can be classified into win-lose, lose-win, lose-lose, and win-win approaches. Win-win strategies prioritize mutual benefits, while winlose and lose-win strategies focus on individual gains. Avoidance and rivalry strategies are examples of lose-lose approaches. Mediation is a conflict resolution method involving a neutral third party. It is useful when legislative or normative acts prevent resolution, or when confrontation is costly or dangerous. Mediation relies on cooperative negotiation and is effective when parties desire to maintain a future relationship, value confidentiality, or wish to avoid court proceedings. However, mediation is not suitable for criminal conflicts or cases involving incapacitated parties. In mediation, the parties make the final decision under the guidance of the mediator. The mediator facilitates understanding, agreement, and reconciliation between the parties. They help identify potential solutions and conditions for resolving the dispute. Mediators do not assess evidence or make binding decisions but aim to promote mutual understanding and acceptable resolutions.