According to J. S. O’Rourke, University of Notre Dame, conflict has only 3 views which are Traditional View, Human Relation View, and Interactionist View.

Traditional view see that conflict is always the bad thing that can make the super bad events to happen in any form of actions so all conflicts should be avoided and keep the peace on. Why they view conflict in this way? To me maybe because at the time of this view maybe there are little of conflict authority and individual are quite powerful than event the law.

Human relation view sees conflict in a better way that everyone in this world will have conflict and conflict is inevitable. It is the nature of human that if we live in the same organization or the same compound we will sure have conflict no matter how small or big is the conflict. With this view we can see that the new innovation of human race is in its way to the state of reason.

The most reasonable view which is Interactionist view sees conflict in a better way which is conflict is a good one. Why should it be so different from the Traditional view? It is illustrated that conflict can help human race to face up with the changing world and make people ready for the new innovation. Conflict is to find new way of learning and giving reasons to deal with the problem rather than using violent to solve the problems. Too many people on this earth so there are many things happen so conflict is always the hot topic.

A New View of Conflict

Conflict is a complex phenomena. Yet, to begin to learn how to resolve conflict constructively requires taking a different understanding of it.

Conflict is always relational.

As the old saying goes, “it takes two to tango.” While we can experience discord within our selves (intra-personally), conflict doesn’t manifest itself until it is verbally communicated. Hence, conflict is a communication event. As such, conflict is not a state that people enter into, but rather is created as result of the communicative interaction in which two people engage. The direction the conflict interaction takes –escalation or de-escalation– depends on the response each participant makes to what is said.

Since clearly we cannot control what others say or do, then the burden lies on us to take responsibility for our actions during a conflict interaction. To manage an interaction effectively we can only model communication behaviors that evoke greater understanding: asking open-ended, clarifying questions; using “I” statements; and, most importantly, listening intently. When we take the first step, old patterns that are so engrained in some relationships are more likely to change.

Conflict can be constructive.

Conflict tends to incite anxiety in all of us because of all the negative conflict interactions we’ve experienced throughout our lives. Conflict is no fun; it is uncomfortable at best and downright dangerous at worst. However, when managed effectively conflict can be a constructive force that improves and strengthens relationships:

Raises issues – conflict brings issues to light. Until differences of opinion, values, perspectives etc. are communicated they cannot be proactively addressed.

Indicates there is a need for change – conflict indicates that something “just isn’t right” between people and that there is a need for change.

Impels people to problem-solve and learn from their differences– in an effort to relieve the discord that results from conflict people seek to find resolution to their differences.

Constructive conflict resolution takes work.

Building understanding is a process that is accomplished through communication and requires that we be ever cognizant of our self in relation to others. First, we need to identify and express clearly what it is we need or want from the other–for example, a change in behavior, recognition or respect. Second, we need to recognize and acknowledge the other’s perspectives, interests, and needs. In other words, being profoundly open to the other while still holding our own ground. Resolving conflict constructively might take us out of our comfort zones and may require some risk taking, but it is a skill that can be learned and refined with practice.

Resource

http://www.managementhelp.org/intrpsnl/basics.htm

Views of conflict