LOCAL

GOVERNMENT
TRAINING-
(HOMBOLO)
CDTO4109
CONFLICT MANAGEMENT
DAVID EMMANUEL
Course outline…
•Understanding of conflict management
in promoting social interaction.
•Apply conflict management
approaches for community cohesion.
•Apply knowledge of institution
frameworks in addressing community
conflict.
Understanding of
conflict management
in promoting social
interaction.
Conflict
refers to a disagreement or clash between two
or more parties, often resulting in a state of
opposition or disagreement. Conflicts can arise
in various contexts, such as personal
relationships, workplaces, communities,
nations, and international relations. They can
be caused by differences in interests, values,
beliefs, goals, or resources, and can lead to
tension, stress, and even violence.
Conflict …
• Conflict is an open debate between two
people or groups of people who have
different motives, ambitions, desires,
values and goals. In conflict it involves
people mind set, objectives, feelings and
outcome of the conflict with feelings
must be a solution.
Conflict
• Conflict arises from differences which if not
properly handled will produce sharp disagreement
and sometimes violent clashes
• Conflict also occurs when you have disagreement,
dispute or controversy in ideas or viewpoints
mostly held by two or more individuals/groups;
however you can have disagreement within
yourself, when there are more than one motives or
thoughts conflicting within you.
Therefore….

An understanding
between the groups
must be found in order
to solve the conflict and
to worked out.
There are several
categories/levels of conflicts,
including:
1. Interpersonal conflict: This type of
conflict occurs between individuals
who have different goals, interests,
or values. It can manifest in various
forms, such as verbal arguments,
physical violence, or passive-
aggressive behavior.
categories of conflict
2.Inter-group conflict: This type of
conflict arises when different
groups or teams have competing
interests, goals, or values. It can
lead to prejudice, discrimination,
and social inequality.
categories of conflict..
3. Organizational conflict: This type
of conflict occurs within an
organization or company, where
employees may have differing
opinions on how to achieve
organizational goals or may
compete for limited resources.
categories of conflict
4. International conflict: This type
of conflict occurs between nations
and can be fueled by political,
economic, cultural, or ideological
differences. It can result in war,
terrorism, or diplomatic tensions.
Therefore…..
Conflict can have both positive and negative
effects. On the positive side, conflict can stimulate
creativity, innovation, and growth, as parties seek
to find new solutions to their differences. It can
also lead to greater understanding and empathy
between opposing sides. However, conflict can
also have destructive consequences, such as
physical harm, emotional trauma, and the
breakdown of relationships.
Note that:
The view that conflict is neither good nor
bad is known as the "neutral" or "natural"
view of conflict. This perspective
suggests that conflict is a natural and
inevitable part of human interaction and
that it can have both positive and
negative effects, depending on how it is
managed and resolved.
 Conflict
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 Conflict
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SOURCES OF CONFLICT

Different values and beliefs

• Role pressure or clarification
• Perception differences
• Diverse goals or objectives
• Group status or identity
• Race, ethnicity, or gender differences
What causes conflicts in
Tanzania's community?
•1. Land disputes
•2.Resource scarcity
•3.Livestock rustling
•4.Ethnic differences
•5.Political rivalries
Causes
•
Economic inequality
6.

•7. Climate change:

•8. External influences
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•9. Historical grievances Document

•10. Limited governance and rule of

law
 Conflict as a process
Conflict do not simply erupt or exploded;
rather they develop; rather they develop
through various stages, and in each of these
certain factors contribute to the possibility of
conflict.
Effects of conflicts
Effects an be positive or negative:-
1)Positive change in the group or society.
2)Opportunity for newer possibilities.
3)Renewal in groups relationships.
4)Increase in productivity of a groups.
 Negative effect of conflict

With positive, there are also negative conflict.

They are-:
1)It cause of from primary purposes having less
time and resources.( it cost time and
resources)
2)It use of heavy contentions tactics in which
individuals or groups not involved in conflict to
solve it.(arguments/controverse)
3)It also causes both short and long term effects
on health of individuals or groups involved in
conflict.
 Negative effect of conflict

With positive, there are also negative conflict.

They are-:
1)It cause of from primary purposes having
less time and resources.
2)It use of heavy contentions tactics in which
individuals or groups not involved in conflict
to solve it.
3)It also causes both short and long term
effects on health of individuals or groups
involved in conflict.
4)It causes stress in which it effect
the effective work, information
flow and task doing by the group.
5)It creates resentment in which
individual having hatred,
bitterness towards one another.
6)It also reduced the importance of
one individual to another in a
group.
7)It also cause professional
effectiveness in a group.
NEGOTIATIONS
•Negotiation is the process of discussing and
agreeing on a mutually beneficial outcome
between two or more parties. It involves
communication, compromise, and
concessions to reach a shared understanding
or agreement. Negotiations can take place in
various contexts, such as business deals,
conflicts, or personal relationships. Effective
negotiation skills are essential for achieving
successful outcomes and building strong
relationships.
NEGOTIATOR

•Someone who tries to

help two groups who
disagree to reach an
agreement with each
other, usually as a job:
Some potential roles that a
negotiator could play in a
negotiation:
• 1. Facilitator.
•2. Advocate.
•3. Mediator( referee)
•4. Arbitrator ( go between)
•5. Collaborator. Microsoft Word
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• 6. Communicator.
•7. Note taker.
Mediation

•Mediation is a process in which a

neutral third party helps facilitate
communication and negotiation
between two or more parties in
conflict. The goal of mediation is to
assist the parties in reaching a
mutually acceptable agreement or
resolution to their dispute.
The benefits of mediation include:

1.Cost-effective: Mediation can be less expensive

than going to trial, as it avoids the costs of
litigation and attorney fees.
2.Time-efficient: Mediation can be faster than
going to trial, as it allows for a quicker
resolution of disputes.
3.Preservation of relationships: Mediation can
help preserve relationships between parties, as
it encourages communication and collaboration.
Benefits…
1.Flexibility:
Mediation allows for creative
solutions tailored to the specific needs
and interests of the parties involved.
2.Empowerment: Mediation gives parties
more control over the outcome of their
dispute, as they are actively involved in
finding a resolution.
3.Confidentiality: Mediation is typically
confidential, which can be important for
parties who wish to keep their dispute
Reconciliation
• Reconciliationis the process of bringing together two or
more parties who have been estranged or in conflict, and
helping them to establish a positive relationship again.
This can be done through various means, such as dialogue,
forgiveness, and compromise.
• Reconciliation can take place in a variety of contexts,
including personal relationships, community conflicts, and
international relations. In any context, reconciliation
requires effort and willingness from all parties involved to
put aside differences and work towards a common goal of
rebuilding trust and improving communication.
key steps in the reconciliation
process include:
•Apologies and forgiveness: One of the
first steps in reconciliation is often an
apology from the party that has wronged
another. This can help to acknowledge
past hurt and set the stage for healing
and moving forward. Forgiveness is also
an important aspect of reconciliation, as
it allows individuals to let go of
resentment and bitterness.
Key steps
•Listening and understanding:
Reconciliation requires active listening
and understanding from all parties
involved. This means being willing to
hear each other's perspectives and
grievances, and seeking to understand
where others are coming from.
Key steps
•Identifyingcommon ground: Reconciliation
often involves identifying areas of
commonality among parties in conflict. By
focusing on shared interests and values,
parties can begin to build bridges and find
ways to work together.
•Compromise and agreement: Reconciliation
may involve compromise and agreement on
certain issues or actions. This can help to
address the root causes of conflict and pave
Key steps
•Trust
building: Trust is a critical component of
reconciliation. Parties must work to establish
and maintain trust through consistent
behavior and follow-through on commitments.
•Ongoing communication and maintenance:
Reconciliation is not a one-time event, but
rather an ongoing process. Parties must
continue to communicate and work together
to maintain their newfound relationship and
prevent future conflicts.
Theory
Theory.
•Theory refers to a systematic and
formalized expression of ideas that aims
to explain and predict phenomena in a
particular domain. A theory typically
consists of a set of concepts,
propositions, and relationships that are
logically interconnected and coherent,
and is often tested and evaluated
through empirical research and
Conflict theories
•Conflict theory, also known as conflict sociology,
is a theoretical framework in social sciences that
focuses on the ways in which social inequality
and conflict arise within society. Conflict theorists
argue that social inequality is built into the
structure of society, and that it is maintained and
reproduced through power dynamics and
conflicts between different groups. Here are
some key points to describe conflict theories:
Theories..
•Characterized by unequal distribution of
resources, power, and opportunities. It argues
that social inequality is not just a result of
individual failures or personal choices
•Include power, exploitation, oppression,
domination, and resistance.
•Sources of conflicts
•Conflict theory offers a distinct
perspective on social life,
emphasizing the role of power,
inequality, and conflict in shaping
society. By examining the underlying
structural factors that contribute to
social problems, conflict theory
provides a framework for
understanding and addressing social
key points to describe conflict theories:

1.Power struggle: Conflict theories suggest that society is characterized by

a power struggle between different groups, such as classes, races,
genders, and other social categories. These groups compete for access
to resources, wealth, and power, leading to conflict and inequality.
2.Distribution
of resources: Conflict theorists argue that the distribution of
resources, such as wealth, status, and power, is unequal and favors
those who already possess power and privilege. This creates a self-
perpetuating cycle of inequality, where those who have more power and
resources continue to accumulate more, while those who have less
remain marginalized and oppressed.
3.Structural inequality: Conflict theories highlight structural factors, such
as institutions, laws, and social norms, that perpetuate inequality and
conflict. For example, disc
Power struggle theory,
•Power struggle theory, also known as the
"conflict theory" or "struggle for power"
theory, suggests that social change occurs
through conflicts between different groups or
classes over access to resources, power, and
privileges. This theory posits that society is
divided into different groups based on their
levels of power and control over resources,
and that these groups will naturally come into
conflict with one another as they compete for
dominance and control.
Power struggle…
• Divided society: Power struggle theory posits that society is divided
into different groups based on their levels of power and control
over resources. These groups may include classes, castes,
ethnicities, genders, or other social categories.
• Competition for resources: Different groups compete for access to
resources such as land, capital, labor, and political power. This
competition leads to conflict and struggle between groups.
• Powerrelations: Power struggle theory emphasizes the importance
of power relations in shaping social change. It argues that power is
not held equally among all groups, but rather concentrated in the
hands of dominant groups. Subordinate groups must struggle to
gain power and challenge the dominant groups' control.
Power struggle….
• Hegemony: Power struggle theory recognizes the
concept of hegemony, which refers to the dominant
group's ability to impose its worldview, values, and
beliefs onto subordinate groups. Dominant groups
use hegemony to maintain their power and control
over subordinate groups.
• Resistance and counter-hegemony: Subordinate
groups can resist dominant groups' hegemony by
developing their own counter-hegemonic narratives,
values, and beliefs. This resistance can take many
forms, including political organization, cultural
expression, and armed struggle.
Conflict views
Views of conflict
•There are several different
views of conflict, each of
which provides a unique
perspective on the nature
and dynamics of conflicts.
Views ….
• Traditional
view: This view sees conflict as a negative and
destructive force that should be avoided or resolved quickly.
According to this view, conflicts arise due to
misunderstandings, miscommunications, or differences in
opinions, and can be resolved through compromise,
accommodation, or win-win solutions.
• Interactionistview: This view sees conflict as a natural and
inevitable part of human interaction. According to this view,
conflicts arise due to differences in values, beliefs, interests,
and goals, and can be managed through effective
communication, active listening, and constructive feedback .
Views…
• Transformational view: This view sees conflict as an
opportunity for growth, learning, and positive
change. According to this view, conflicts can be
transformative when they challenge existing
assumptions, beliefs, and practices, and lead to new
insights, perspectives, and outcomes.
• Conflictmanagement view: This view sees conflict
as a manageable phenomenon that requires
effective strategies and techniques to resolve.
According to this view, conflicts can be managed
through various approaches, such as problem-
solving, interest-based bargaining, and alternative
dispute resolution methods like mediation and
Views…
• Conflict
resolution view: This view sees conflict as a
complex issue that requires a comprehensive
approach to resolve. According to this view, conflicts
involve multiple stakeholders, have deep-seated
roots, and require sustained efforts to address the
underlying causes and achieve lasting peace.
• Peacebuilding view: This view sees conflict as a
symptom of deeper social, economic, and political
problems, and emphasizes the need for long-term
peacebuilding efforts to prevent future conflicts.
According to this view, conflicts can only be fully
resolved through sustained investments in
education, development, and social justice.
Views…
• Criticalview: This view sees conflict as a result of power
imbalances and structural inequalities, and emphasizes the
need for critical thinking and reflection to understand and
address the root causes of conflicts. According to this view,
conflicts are often embedded in larger systems of oppression
and domination, and require radical transformations to
create truly just and equitable societies.
• Postmodern view: This view sees conflict as a product of
competing narratives and discourses, and emphasizes the
importance of understanding the subjective and relative
nature of truth and reality. According to this view, conflicts
arise due to differing interpretations and perspectives, and
can be addressed through intercultural dialogue, critical self-
reflection, and a recognition of the provisional nature of
knowledge and truth.
Therefore…
•Each of these views offers a distinct lens
through which to understand and
respond to conflicts, and they can be
applied in various contexts depending on
the specific circumstances and needs of
the situation. Ultimately, a nuanced and
multi-faceted approach to conflict will
likely draw on elements of several of
these views in order to promote effective
conflict management and resolution.
 Conflict
Management
Meaning…
•Conflict management refers to the
process of identifying, addressing, and
resolving conflicts in a way that
minimizes negative outcomes and
maximizes positive ones. It involves
understanding the sources and nature of
conflicts, analyzing the interests and
needs of all parties involved, and
utilizing various strategies and
techniques to manage and resolve
Conflict management

•Conflict management is
the practice of identifying
and handling conflict in a
sensible, fair and
efficient manner
Conflict approaches/models
•Conflict approaches refer to the
different ways or methods that
individuals, groups, or
organizations use to handle
conflicts. These approaches can
vary widely depending on the
context, culture, and preferences
of the parties involved.
Competitive Approach:
•This approach focuses on winning the
conflict at all costs. It involves taking a
firm stance, using persuasion,
manipulation, or even force to get what
you want. The goal is to defeat the
opponent and achieve your objectives
without considering their perspective or
interests.
Cont…
•Arguing or debating
•Using rank or Influence
•Asserting your opinions and
feelings
Cooperative Approach:
•In contrast, the cooperative approach
seeks to find a mutually beneficial
solution that satisfies both parties'
interests. It involves collaboration, active
listening, empathy, and a willingness to
compromise. The goal is to find a win-
win outcome that strengthens the
relationship between the parties.
Cont.
•Ability to withdraw.
•Ability to leave things
unresolved.
•Ability to side step issues.
•Sense of timing.
Collaborative Approach:
•This approach goes beyond mere
compromise and seeks to create a new
solution that benefits both parties
equally. It involves brainstorming,
problem-solving, and creating
something new that addresses the
concerns and interests of everyone
involved.
Cont…
•Active listening
•Educational Management
•Identifying concerns
•Non-threatening confrontation
•Analyzing input
Compromising Approach:
•This approach involves finding a
middle ground that partially satisfies
both parties' interests. It involves
give-and-take negotiations,
concessions, and finding areas of
commonality. The goal is to reach an
agreement that is acceptable to
both parties, even if it doesn't fully
Avoidant Approach:
•Thisapproach involves dodging or evading
conflicts altogether. It can involve denying
the existence of a conflict, minimizing its
significance, or simply avoiding
discussions about it. However, avoiding
conflicts can sometimes make things
worse and lead to more significant
problems in the long run.
Proactive Approach:
•This approach involves anticipating
potential conflicts and taking proactive
steps to prevent them. It includes
developing positive relationships,
setting clear expectations, and
establishing processes and procedures
to mitigate conflicts before they occur.
Conflict prevention
• Conflict prevention is all about preventing the
outbreak of violent conflicts.
• To avoid before they happen.
• Trying to manage or solve them once they have
occurred.
Conflict Resolution

Identifying the causes of the

conflicts on ground and
finding new ways of
reconciling the groups
involved and building a new
social relationship.
It requires a more
analytical, problem-
solving approach than
dispute settlement.
Conflict resolution situations
•A win-win situation in conflict
management refers to a resolution
where all parties involved in the conflict
benefit or "win" in some way. This
approach emphasizes finding solutions
that satisfy everyone's needs and
interests, rather than focusing solely on
winning or losing.
Win-Lose Situation:

In a win-lose situation, one party wins while

the other loses. This type of resolution is
often seen as a zero-sum game, where one
person's gain comes at the expense of the
other. While this approach might work in
some cases, it can damage relationships
and lead to resentment.
Lose-Win Situation:

A lose-win situation involves one party

sacrificing their own interests for the sake
of the other party. This approach
prioritizes maintaining a positive
relationship over achieving a favorable
outcome. It can be useful in situations
where preserving the relationship is
crucial, such as in family conflicts or long-
Conflict Transformation
•recognize and work with its dialectic
nature.
•conflict transformation" is a term
that describes the natural process of
conflict. Conflicts change
relationships in predictable ways,
altering communication patterns and
patterns of social organization,
Assignment ……1

Explain the differences

between Conflict
Management and
Conflict Resolution. Microsoft Word
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Conflict Model
•Conflict Model is a powerful
way of looking at conflict
management. Conflicts are
painful for individuals, and it is
an important test of
managerial skills. Different
people respond differently to
•Assertiveness: The degree to which you try to
satisfy your own concerns during a conflict.
This is related to how you might try to meet
your needs or receive support for your ideas.
• Cooperativeness: The degree to which you
try to satisfy the other individuals’ concerns.
It is related to how you might try to help the
other individual meet his or her needs or how
you can be receptive to the other individuals’
ideas
•1 Competing
This is a power oriented mode, in which one uses
whatever power seems appropriate to win one's
own position: one's ability to argue, one's rank or
economic status. Competing might even mean
standing up for your rights, defending a position
which you believe correct, or simply trying to win.
The skills involved in this style include:
•Arguing or debating
•Using rank or Influence
Avoiding Conflict Management
•Many times people avoid conflicts out of
fear of engaging in a conflict or because
they do not have confidence in their
conflict management skills. This style is
appropriate when you have issues of low
importance, to reduce tension, or when
vou are in a position of lower power. The
skills involved in this style include:
•Ability to withdraw.
•Ability to leave things
unresolved.
•Ability to side step issues.
•Sense of timing.
Accommodating

This style is opposite to competing. When

accommodating, an individual neglects his or
her own concerns to satisfy the concerned of
the other persons. There is an element of self-
sacrifice in this mode. This mode is
appropriate when you are to show
reasonableness, develop performance, create
good will, or keep peace. Some people use this
mode when the issue or outcome is of low
importance to them. The accommodating skills
are:
•Forgetting your desires
•Ability to yield.
•Selflessness.
•Obeying Orders.
Compromising

Compromising can be defined as "giving up more

than you want". Some define it as both parties
winning. Compromise mode is appropriate when
you are dealing with issues of moderate
importance, when you have equal power status, or
when you have a strong commitment for
resolution. Compromising mode can also be used
as a temporary solution when there are time
constraints. The skills involved in compromising
include:
•Negotiating
•Assessing value
•Finding a middle ground.
•Making concessions.
Collaborating
This style is opposite to avoiding. Collaborating
involves an attempt to work with the other person to
find some solution which fully satisfies the concerns
of both persons. It means digging in to an issue to
identify the underlying concerns of the two
individuals and to find an alternative which meets
both sets of concerns. This is clearly the most
effective approach of conflict management.
Collaborative mode is appropriate when the conflict is
important to the people who are constructing an
integrative solution, when the issues are too
important to compromise, when merging
perspectives, when gaining commitment, when
•Active listening
•Educational Management
•Identifying concerns
•Non-threatening confrontation
•Analyzing input