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Block 3 Unit 4 Social Conflict and Its Resolution

1. What is meant by a mutually beneficial goal?

A mutually beneficial goal is a common objective that requires the cooperation of opposing parties to achieve. It prompts groups to work together, reducing feelings of struggle and animosity. When groups lack sufficient resources to reach a goal on their own, they must help each other, fostering understanding and reducing conflict.

2. Define and describe “compromising” as a conflict resolution strategy.

Compromising involves reaching an agreement where no party stands to gain or lose anything. It is a situation where each side makes concessions to find a middle ground. This can lead to a reduction in conflict, as seen in the example of the Gurjars and Meenas in Rajasthan, where an understanding was reached that neither group would lose in the arrangement.

3. What type of special norms will you develop for conflict resolution?

Special norms can be developed to remove the cause of conflict. These norms are particularly useful where both parties have the ability and will to influence each other. An example is settling who goes first in a game by leaving it to an umpire, removing a potential point of contention.

4. Can pro-social behaviour be used for the resolution of conflict? Explain.

Yes, pro-social behaviour can be used for conflict resolution. When an individual is involved in helping a person in distress, they pass through four stages: (1) assessing the seriousness of the situation, (2) taking responsibility to help, (3) wishing to help, and (4) recognising their capability to assist. These stages suggest that encouraging pro-social behaviour can move individuals toward constructive conflict resolution.

5. What are the various scientific approaches for reducing conflict?

• The scientific approaches for reducing conflict include:
  • Win-Lose: Where one party aims to defeat the opponent and win, based on the assumptions that conflict is inevitable and only one party can win. This approach can involve both socially acceptable and subversive methods to ensure victory.
• Lose-Lose: Involves both sides stepping back from the conflict, thereby leading to no gains for either side.
• Lose-Win: where one side loses to the other, even after initially hoping to win the situation

6. Describe in detail what Blake and Mouton strategies involve in conflict resolution?

Blake and Mouton identified five strategies for conflict resolution:

• Withdrawing: Stepping back from the situation (lose-lose approach).
• Smoothing: Emphasizing common interests and avoiding controversial topics (lose-lose approach).
• Compromising: Reducing differences through discussion (lose-lose approach).
• Forcing: Taking a competitive stand, demanding one’s way (win-lose approach).
• Confrontation and problem-solving: Open discussion to find a mutually acceptable solution (win-win approach).

7. Discuss the two-dimensional model in conflict resolution.

• The two-dimensional model explains conflict-handling behaviour using two dimensions: assertiveness and cooperation. These two factors define five different modes for responding to conflict:
  • Competition: High assertiveness, low cooperation.
  • Accommodation: Low assertiveness, high cooperation.
  • Avoidance: Low assertiveness, low cooperation.
  • Compromise: Moderate assertiveness, moderate cooperation.
  • Collaboration: High assertiveness, high cooperation.
• This model suggests individuals use different conflict-handling modes.

8. Discuss social conflict and various forms of social conflict in detail.

• Social conflict occurs when two or more parties oppose each other to achieve incompatible goals.
• Forms of social conflict include:
  • Overt Conflict: Open and explicit competition between parties. Examples include negotiations between management and labor unions.
  • Objective Conflict: When one group gains an advantage that causes loss to others. For instance government welfare steps that benefit some and disadvantage others.
  • Subjective Conflict: When a person perceives a situation as a struggle. This can exist without being overtly expressed.

9. Throw light on various approaches to conflict resolution.

Approaches to conflict resolution include:

• Mutually Beneficial Goals: Establishing shared objectives that require collaboration. This reduces animosity and encourages cooperation.
• Compromise: Reaching an agreement where each party makes concessions. This leads to reduction in struggle.
• Developing Special Norms: Creating specific rules that remove the cause of conflict. This works where all parties can influence each other.
• Pro-social Behaviour: Encouraging actions that help others. This helps move individuals towards conflict resolution.
• Scientific Approaches: Win-Lose, Lose-Lose and Lose-Win approaches which involve a range of strategies for conflict resolution.
• Blake and Mouton Strategies: Five different strategies including withdrawing, smoothing, compromising, forcing, and confrontation/problem-solving.
• Two-Dimensional Model: Using assertiveness and cooperation to define different modes of conflict response.
• Third-Party Intervention: Seeking a mediator to facilitate negotiation and conflict resolution.

10. Discuss in detail different types of social conflict that plague India and suggest approaches for their resolution.

Social conflicts in India include:

• Tribal Problems: Where minority tribal groups fear losing their identity by assimilating with the majority population. Resolution requires recognition of their unique identity and safeguarding their interests.
• Caste Conflict: Conflicts arise from social hierarchy and unequal power distribution amongst castes. Approaches to resolving this include eliminating the caste system and its associated discrimination.
• Communal Problems: Conflicts between religious groups such as Hindus and Muslims. Resolution can involve promoting interfaith dialogue, mutual understanding and tolerance.
• Other social conflicts include labour-management issues, student problems, landlord-tenant conflicts, and issues related to language and job competition. Resolution requires addressing these root causes through fair and inclusive policies and legal frameworks.

11. Define the Nature of social conflict.

Defining the Nature of Social Conflict

• Social conflict or group conflict arises when two or more parties oppose each other in social interaction. They use social power to try to achieve incompatible goals and prevent their opponents from succeeding.
• Social conflict revolves around the struggle for power. Access to power helps a group achieve its goals, with the stronger group typically winning over the weaker one.
• It involves incompatibility, where one group’s success means another’s failure. This can create a cycle of discontent that may need a social reform movement to break.
• Most social situations involve individuals trying to maximise their own gains, leading to conflict, though cooperation can also be present.

12. Describe the nature of social conflict.

Describing the Nature of Social Conflict

• Social conflict is a social relationship where actions are oriented towards carrying out one's own will against the resistance of others.
• It is characterised by the pursuit of power, with each group vying to gain access to or control over resources.
• Incompatible goals are central to social conflict, where one party's success is tied to another's failure.
• Social conflict usually involves both cooperation and competition, instead of being purely one or the other.

13. What are the forms of social conflict ?

Social conflict can manifest in different ways:

• Overt Conflict: This is when the conflict is open and explicit with direct and fierce competition between parties. Examples include negotiations or wars.
• Objective Conflict: This occurs when one group gains an advantage over others, causing loss to some and benefit to others. For example, government policies can create objective conflict.
• Subjective Conflict: This is when a person identifies or perceives a situation as a struggle, and can exist without being overt.

14. Describe overt conflict

Describing Overt Conflict

• Overt conflict is open and explicit. It involves direct and fierce competition between opposing parties.
• Examples of overt conflict include negotiations between management and labour unions or war between two countries.
• Even a debate, with its explicit aim of defeating the opponent, is an example of overt conflict.

15. How is objective conflict different from subjective conflict?

Differences Between Objective and Subjective Conflict

• Objective conflict exists when a situation inherently benefits some while causing loss to others. It’s about an actual situation that creates winners and losers.
• Subjective conflict is based on an individual's perception of a struggle. It’s about the way someone views a situation, and might not always be obvious to others.
• In short, objective conflict is based on real-world impacts, whereas subjective conflict is based on individual perception.

16. What is meant by third party intervention and how does it help in resolving the conflict? 

Third-Party Intervention

• Third-party intervention involves seeking the help of an arbitrator or mediator to resolve conflict.
• This third party helps the warring factions reach a solution that takes into account the characteristics of each party.
• The third party facilitates discussion and negotiation, rather than imposing a decision.
• A key aspect is that the solution generated by the third party is binding on all concerned parties, requiring a mature third party.