Constructive Conflicts by Louis Kriesberg, Bruce W. Dayton

By Louis Kriesberg, Bruce W. Dayton

This finished research of every kind of social and political conflicts unearths a major, yet overlooked fact: conflicts usually are waged constructively. positive Conflicts: From Escalation to solution makes it transparent how which could happen at every one level of a conflict's course--from emergence, escalation, de-escalation, termination, and at last, to answer. Kriesberg compares and synthesizes a large choice of theoretical ways, drawing from the social sciences, particularly sociology, political technology, anthropology, and social psychology, but in addition from the more recent interdisciplinary fields of clash solution, peace stories, feminism, and protection experiences. Case experiences and quantitative information a couple of big range of conflicts are used, together with group and hard work administration conflicts, type and political innovative struggles, and gender-related struggles in small and large-scale settings. Kriesberg supplies specific realization to significant inter-state and inter-ethnic conflicts. those contain the yankee Civil Rights fight of the Sixties, the fight opposed to apartheid in South Africa, the chilly conflict among the U.S. and the Soviet Union and its transformation, and the tranformations of the Israeli-Arab conflicts. Drawing on earlier and present idea, examine, and perform, confident Conflicts offers a scientific and coherent method of realizing how a wide selection of struggles will be waged constructively in a brand new worldwide context.

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In reality, conflicts are waged using varying combinations of coercion, persuasion, and positive sanctions. In common speech and in academic analysis, social conflict sometimes means parties having incompatible positions, sometimes it refers to parties thinking they have incompatible goals, sometimes it means parties trying to coerce each other, and other times it means parties using deadly violence against each other. The definition adopted here allows us to consider the great variety of ways struggles are conducted.

If the game has a zero-sum payoff matrix, one side must inevitably lose and only one can win. Antagonists in a conflict generally see themselves in such zero-sum situations. In a mixed-motive game, each side can win or lose; but there is also the possibility of a win/win outcome and of a lose/lose outcome. Nevertheless, if each side acts reasonably in its self-interest, both will be worse off than if they acted cooperatively. In this book we examine how conflicts come to be seen as zero-sum and each side feels terribly threatened.

At this time, I stress noncontentious as well as contentious matters in the relations between opponents. Parties in conflict not only have matters in dispute, but also have common and complementary interests. For example, while trade union and management negotiators may be in conflict about the amount of money the workers should be paid, they may also believe that they have common interests in expanding the firm's share of the market and its profits and they have complementary interests in improving the motivation and skill that each party exercises.

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