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Understanding mechanisms of conflict resolution beyond collaboration: an interdisciplinary typology of knowledge types and their integration in practice

• Original Article
• Open access
• Published: 04 April 2019
• Volume 15 , pages 263–279, ( 2020 )

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• Olga Stepanova 1 ,
• Merritt Polk 1 &
• Hannah Saldert 1  

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Conflicts over land use and their resolution are one of the core challenges in reaching sustainable development today. The aim of this paper is to better understand the mechanisms that underlie conflict resolution. To do so we focus on the use and integration of different knowledge types for conflict resolution in three fields: natural resource management, transdisciplinary research and urban planning. We seek to understand what role different types of knowledge have in the different examples and contexts given. How is knowledge conceptualized and defined? How is it used and integrated to resolve conflicts? These questions are answered through a thematic review of the literature and a discussion of the different knowledge typologies from the respective research fields. We compare conflict resolution approaches and, as a synthesis, present an interdisciplinary knowledge typology for conflict resolution. We find that knowledge use centered approaches are seen as facilitating a common understanding of a problem and creating a necessary base for more productive collaboration across disciplines. However, it is often unclear what knowledge means in the studies analyzed. More attention to the role that different knowledge types have in conflict resolution is needed in order to shed more light on the possible shortcomings of the resolution processes. This might serve as a base to improve conflict resolution towards more lasting, long-term oriented and therefore more sustainable solutions. We conclude that the three literatures inform and enrich each other across disciplinary boundaries and can be used to develop more refined approaches to understanding knowledge use in conflict analysis and resolution.

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Introduction

Conflicts over land use are one of the core challenges in reaching sustainable development today (Owens and Cowell 2011 ; von der Dunk et al. 2011 ; Raco and Lin 2012 ; Antonson et al. 2016 ). The ways in which conflicts are managed are decisive for social justice, human rights, democratic participation and long-term environmental protection and conservation, all of which are foundations of sustainable development as well central issues within the newly launched United Nations Sustainable Development Goals (Owens and Cowell 2011 ; SDGs, UN 2015 ). A number of approaches from different subject areas and theoretical traditions focus on conflicts both implicitly, through collaboration and consensus building (i.e., in urban planning and transdisciplinary knowledge production research), and explicitly, in studies of conflict resolution and mitigation (i.e., in natural resource management and environmental governance) (Innes and Booher 2015 ; Stepanova 2013 , 2015 ).

For example, while conflict is a given starting point for the urban planning (UP) discourse, it has most often been approached in terms of communication, collaboration and consensus building, as well as in terms of emancipation and agonism regarding the role of power relations and domination in planning processes and outcomes (Fainstein 2000 ; Harvey 2008 ; Healey 1997 ; Innes and Booher 2003 , 2010 ; Mouffe 2005 ; Owens and Cowell 2011 ). A few recent studies present more in-depth analyses of the processes that specifically constitute conflict development and resolution (e.g., Coppens 2014 ; Antonson et al. 2016 ; Kombe 2010 ).

In contrast, in natural resource management (NRM) and environmental governance, conflicts over natural resources, land use and their resolution have been intensively studied as such (Shmueli 2008 ; Reed et al. 2011 ; Stepanova and Bruckmeier 2013 ; Martín-Cantarino 2010 ). A few recent studies from within environmental management (e.g., Blythe and Dadi 2012 ; Stepanova 2013 ; Butler et al. 2015 ) suggest that a hitherto neglected component of knowledge integration might be one of the key elements to support conflict resolution on the way to sustainability. Similarly, the importance of knowledge integration as a crucial component for “societal problem solving” in urban planning, is highlighted in studies on transdisciplinary research (TDR) (Bergmann et al. 2012 ; Burger and Kamber 2003 ; Godemann 2008 ; Pohl et al. 2010 ; Polk 2015a , b ). In these studies, integration of multiple knowledge types from diverse sources is presented as central for sustainable development, resource management and planning.

The integration of different knowledges is especially important for the management and governance of complex issues, including conflict resolution with multiple actors. Research suggests that the integration of different knowledges may help to manage the complexity of conflicts by stimulating different kinds of awareness among the actors, e.g., complexity awareness, awareness of different perspectives and critical knowledge gaps, and whole system awareness (Jordan 2014 , p. 60; Wouters et al. 2018 ). For example, complexity awareness helps to “select strategically central aspects of the issue complex and develop effective action plans” for which the actors usually need “a thorough understanding of conditions and causality” (Jordan 2014 , p. 60). Integration of knowledge may facilitate common understanding of the problem at hand, its causes, help anticipate consequences and develop proposals for actions (ibid.; Andersson 2015 ).

The aim of this paper is to increase our understanding of one of the mechanisms that underlie conflict resolution Footnote 1 , namely knowledge integration, through a focus on the definitions and use of different types of knowledge. To do so, we compare different practices of knowledge use for conflict resolution that are dispersed in the NRM, TDR and UP literatures. By practices of knowledge use, we mean how different knowledges are defined in the literature, and how they are used and integrated in conflict resolution. Thus, the practice of knowledge use is seen as subordinate to mechanisms of conflict resolution. By focusing on definitions of knowledge and its use and integration, we draw attention to the ways that these three scholarly areas see and use knowledge in processes of conflict resolution. Knowledge integration as a mechanism of conflict resolution, is an important but under-investigated link between the knowledge types and the methods of conflict resolution (i.e., tools and approaches, e.g., participation). Both topics receive attention in the literature, however in different degrees of analytical depth and detail. By focusing on knowledge types, we hope to contribute to providing insight into the knowledge use related mechanisms of conflict resolution, which can further inform the development of more refined analytical tools for conflict analysis.

Overall, we seek to understand what role knowledge has in the different examples and contexts given. How is knowledge conceptualized and defined? How is it used and integrated to resolve conflicts? These questions are answered through a thematic review of the literature and a discussion of the different approaches to knowledge use and integration that exist in these research fields. As a synthesis, we present an interdisciplinary knowledge typology, which relates the findings from the review of these literatures to each other.

Building upon the work that has been done in NRM, TDR and UP, we discuss how the integration of these three literatures can be used to develop more refined approaches to conflict analysis and resolution. We believe that the topic of conflict analysis and resolution together with the discussion of practices of knowledge use that constitute resolution strategies, will be of interest for a broad scholarship of sustainability science. This integrative approach in turn has the potential to further our analysis and understanding of collaboration and to contribute to more informed and sustainable management practice (SDGs, UN 2015 ).

The paper proceeds as follows. We present a thematic literature review guided by the question: how are conflict resolution and practices of knowledge use addressed in the respective disciplines? Based on this review we trace and compare the role that different knowledge types and knowledge use processes are given in the respective areas. Finally, we present a synthesis of the reviewed literature and different knowledge typologies that represent the NRM, TDR and UP research fields. In the concluding discussion, we suggest ways in which studies of conflict resolution may benefit from this broader interdisciplinary discussion.

Conceptual base

As noted above, studies of non-violent resource use conflicts (e.g., land use), are spread across disciplines from UP to NRM and environmental governance. The terminology used to address conflicts differs across different approaches. Similar to the term conflict, the terms knowledge and knowledge integration are defined and understood differently in different disciplines and studies. The varying definitions and understandings of the terms imply difficulties when searching for texts to review (Nursey-Bray et al. 2014 ; Reed et al. 2010 ). We will therefore start by clarifying how these terms are defined in our study, both for the purpose of methodological clarity and to facilitate the analysis.

• Conflict resolution

Conflict is a term that captures diverging interests or disagreements and is referred to in a number of ways including: dispute, clash of interests, competing interests or simply problem. Conflict resolution is also referred to in different ways, for example as conflict prevention, mitigation, management, transformation, consensus building, cooperation, reconciliation, and collaboration. In this paper, we use the term conflict , to refer to local non-violent resource use conflicts that arise around the use of natural resources, primarily land, and to a lesser extent other natural resources, such as different species. High levels of complexity characterize such conflicts including multiple stakeholders with different interests, values and knowledge who are associated with a variety of political and administrative contexts and levels. In the context of UP, conflicts occur when a planned change in land use infringes upon the interests and values of different stakeholders to such a degree that they cannot accept the change without some sort of negotiation. Here, conflict is broadly understood as a situation where stakeholders have incompatible interests related to certain geographically defined land-use units or resource (von der Dunk et al. 2011 ).

Conflict resolution in the context of NRM and urban planning is a process where a variety of approaches, methods, policy and management instruments are applied. These include formal and informal resolution, governmental and user based procedures, as well as other types of arbitration and mediation, which are direct and indirect, legally enforced and voluntary, knowledge based or culture specific, or a combination of these (Stepanova 2015 ). Throughout this paper conflict resolution is understood as a dynamic iterative process where different stakeholders (not only courts and mediators) initiate attempts to solve the conflict formally and informally in search of “better” management solutions. In this process, stakeholders co-produce, test, use and integrate different knowledge types (Blackmore 2007 ; Collins et al. 2007 ).

• Knowledge integration

Knowledge and its integration from different scientific disciplines and non-scientific sources (e.g., local knowledge, professional knowledge) is the theme that is common for all three research fields discussed in this paper: NRM, TDR and UP. Practices of knowledge use and integration is one of the main themes in NRM and environmental governance research where they are discussed as necessary preconditions for more adaptive, collaborative and sustainable resource management (Bremer and Glavovic 2013a , b ; Bohensky and Maru 2011 ; Tengö et al. 2014 , 2017 ). Within TDR, knowledge integration is an overall way to deal with wicked, or complex societal problems (Brown et al. 2010 ; Polk 2015a , b ; Scholz and Steiner 2015a , b ). While not explicitly focusing on ‘conflict management’ or ‘conflict resolution’ per se, TDR approaches all are based upon the assumption that knowledge integration is a cornerstone for not only understanding conflicts that occur within attempts to reach a more sustainable society, but also for resolving them. The integration of knowledge, expertise and values from both scientific and non-scientific sources is used normatively, balancing diverse opinions and values regarding how goals are defined, and over what types of knowledge and expertise are seen as most applicable to the solution of specific problems. It is also used instrumentally, where different types of integration are seen as necessary for grasping the complexity of wicked problems, as well as seen as having additional process-related (governance) value for solving current and future conflicts (Bergmann et al. 2012 ; Pohl and Hirsch Hadorn 2007 ; Polk 2014 ; Wiek et al. 2012 , 2014 ). Knowledge integration from diverse sources also results in an increase of knowledge about how other organizations and actors understand, formulate and solve problems and can thus contribute to how societal problems can be solved in the future (Spangenberg 2011 ; Walter et al. 2007 ; Wiek et al. 2012 , 2014 ). In these ways, the contributions of knowledge integration to solving societal conflicts (in a broad use of the term), is both implicitly as well as explicitly, a cornerstone of the TDR field.

Different types of knowledge and knowledge integration are also central in the planning literature (Rydin 2007 ; McGuirk 2001 ; Watson 2014 ). Rydin ( 2007 ), for example, sees the use of knowledge as “a central element in achieving (positive) change through planning” (p. 53) and claims that “the purpose of planning is to handle multiple knowledges” (p. 55). Practices of knowledge exchange, and different forms and practices of knowing are among the central themes in planning which itself is sometimes conceptualized as a practice of knowing (Davoudi 2015 ). The importance of the conceptualization of knowledge together with the demand to pay more attention to practices of knowledge use in the context of unequal power relations within planning practice has been repeatedly emphasized (Fainstein 2000 ; McGuirk 2001 ; Rydin 2007 ; Owens and Cowell 2011 ; Flyvbjerg and Richardson 2002 ).

Knowledge refers to many different entities (Rydin 2007 ). It is a much used term in the discourses studied here, that is also used analytically and theoretically, sometimes interchangeably and not always clearly defined. This makes it methodologically challenging to track and study its use. In order to untangle the complexity and multifacetedness of the knowledge concept, this paper will build upon Rydin’s conceptualization of knowledge as knowledge claims (Rydin 2007 ). Following Rydin, we define knowledge as a claim to understanding certain causal relationships . In other words, understanding of the causal relationship between action and impact constitutes the core of a knowledge claim (ibid. p. 53). According to Rydin, a knowledge claim can be distinguished from other claims, e.g., ethical, pragmatic, efficiency or aesthetic. Knowledge claims may be used to support values. Values thus may constitute part of a knowledge claim, and influence it, but for our use here, they are not equal to knowledge. Furthermore, knowledge claims cannot be reduced to experiences even though experience may be a prerequisite to understanding (ibid p. 56; Collins and Evans 2002 ; Scholz and Steiner 2015a , b ). This distinction helps to separate knowledge from values in complex conflicts and provides a basis for more refined tracking and analysis of knowledge use. Footnote 2

Regarding knowledge integration, another distinction has to be made in regard to the relationship between knowledge and learning. Knowledge related processes are difficult to identify and isolate as they are always intertwined with learning (Blackmore 2007 ). Here, we understand knowledge use as an overarching term that embraces individual learning, joint learning and knowledge co-production. Learning, in turn, includes knowledge integration as an integral part (Ballard et al. 2008 ). Knowledge integration can also happen on the individual and group level and on different levels of institutional arrangements (e.g., within planning context). In this paper, knowledge integration is understood as the integration of different knowledge claims in a complex social process of knowledge production, synthesis, sharing and learning within planning and decision-making (Godemann 2008 ; Polk 2015a , b ; Stepanova 2013 ). Knowledge integration can be understood as both a process and an outcome of conflict resolution and participatory decision-making. For the purpose of this paper, the process dimension of knowledge integration is seen as internal and inherent to individual and group learning processes and methodologically difficult to capture without long-term ethnographic studies. The outcome dimension of knowledge integration, while entwined with specific results of learning/co-production processes, can be traced through the implementation and application of different knowledges in decision-making processes and documentation (e.g., through the decisions made, argumentation used). We see the integration of different knowledges (conflicting knowledge claims) in the context of urban planning as expressed in development goals, plans, and other forms in the implementation stage of the decision-making processes.

Given the multifaceted nature of conflicts and their engagement of diverse actors, it is also important to distinguish the multiple contexts or levels where processes of joint learning and knowledge integration occur. Multilevel integration is understood as horizontal and vertical integration of different knowledge types (Rydin 2007 ). Horizontal integration happens among stakeholders in formal (e.g., routine public consultation within planning where different knowledge claims and interests get manifested and shared) and informal (e.g., open stakeholder forums, informal dialogues) processes of conflict resolution within urban municipal planning. Importantly, horizontal knowledge integration does not “ensure (its) anchoring in respective institutional and political contexts where social change occurs” (Polk 2015a , b :110). Therefore, the need to also study vertical integration which, together with other knowledge types, includes the integration of knowledge from collaborative and participatory processes on the horizontal level of conflict resolution into actual decision-making and public policy on local and regional levels (Stepanova 2013 ).

Materials and methods

In order to explore how conflict resolution and practices of knowledge use are addressed in NRM, TDR and UP, we thematically reviewed peer-reviewed articles published in English from January 1999 until September 2017. Footnote 3 Only studies published in peer-reviewed journals were included. Books and grey literature (such as reports) were excluded due to the concerns regarding their peer review status and quality. While this delimitation risks missing relevant studies, it nevertheless provides an adequate basis to assess the research in these respective fields for the purpose of this paper.

We applied an iterative search using the search engine Google scholar™ in September–October 2017. This engine was chosen because it returned more results with more complete citation numbers as it includes a wider variety of sources than other search engines. The aim was to first identify studies that directly address conflict resolution in the title, abstract and/or keywords. The keywords for the first search were adapted to the terminology used in respective disciplines. In NRM the keywords were: conflict resolution/knowledge/learning; in TDR: co-production/conflict resolution/joint learning/knowledge integration; in urban planning: conflict resolution/joint learning/knowledge integration/co-production/knowledge use. The results of the first search gave us an overview of how well represented the studies of conflicts and knowledge practices were in the respective disciplines. A second more specific search was made among studies identified in the first round. For this second search, the aim was to distil the studies that discuss practices of knowledge use/integration/learning in relation to /as a strategy for conflict resolution. The keywords applied were knowledge integration/learning/ for conflict resolution. The texts were selected based on the abstract and introduction. A few references were also added from the authors’ wider reading within our research backgrounds (NRM, TDR, UP). These additional references we considered applicable for our purposes as they discussed the themes we were interested in. They were not retrieved through the literature search partly because they dealt with conflict resolution either indirectly or did not use any of the keywords in the title, abstract nor introduction. This was primarily the case for the TD literature, where conflict is not a core concept. In the other areas, the analysis is primarily based on the results retrieved through the organized literature searches. The studies that addressed a combination of the two themes (knowledge integration/use for conflict resolution) were analyzed in more detail. Several exemplary texts were chosen to constitute a base for the discussion of conflict resolution practices in each research area (Tables  1 , 2 , 3 ). The chosen texts most fully fulfilled the criteria for the second search. They discussed practices of knowledge use/integration/learning in relation to/as a strategy for conflict resolution, were highly cited, and represented different streams within the respective research areas.

Knowledge use and conflict resolution in natural resource management (NRM)

The theme of conflict resolution has since long been discussed in NRM together with the theme of knowledge use which is central in NRM. Knowledge-based conflict resolution is a basic prerequisite and aim, for example, within adaptive co-management (Plummer et al. 2012 , 2017 ) that includes adaptive management (e.g., Stringer et al. 2006 ; Pahl-Wostl 2007 ), collaborative management (e.g., Schusler et al. 2003 ; Berkes 2009 ; Mostert et al. 2007 ), and participatory resource management (e.g., Muro and Jeffrey 2008 ; Beierle and Konisky 2000 ).

Conflict, although indirectly, is also at the core within common pool resource research (CPR) and within the social-ecological resilience literature. In CPR, conflict resolution is addressed through deliberation, negotiation, dialogue and joint learning, which is facilitated by innovative institutional arrangements (e.g., Ostrom et al., Adams et al. 2003 ; Dietz et al. 2003 ; Paavola 2007 ; Ratner et al. 2013 ). In the social-ecological resilience literature, conflicts are treated through social networks, knowledge sharing and social learning (e.g., Lebel et al. 2006 ; Olsson et al. 2004 on adaptive co-management for resilience). Together with adaptive co-management, more detailed and in-depth studies of conflicts and their resolution are also found within human ecology (Bruckmeier 2005 ; Bruckmeier and Höj Larsen 2008 ; Jentoft and Chuenpagdee 2009 ; Stepanova 2013 , 2015 ) and biological/wildlife conservation (e.g., Dickman 2010 ; Redpath et al. 2004 , 2013 ; Henle et al. 2008 ; Madden and McQuinn 2014 ). In these literatures, conflict resolution is often framed in terms of participation, cooperation, collaboration, dialogue and conflict transformation (Stepanova and Bruckmeier 2013 ).

Table  1 contains representative studies within NRM that explicitly discuss processes of knowledge use and integration for conflict resolution that were identified in the process of literature review. The resolution approaches discussed in these studies are consensus and compromise oriented and see knowledge sharing and integration through joint learning as a necessary precondition to form a common understanding or interpretations of a problem at hand. The main difference is the level of analysis of conflicts and the way that knowledge integration is theorized or framed. The framing of knowledge integration through social, joint and collaborative learning prevails (Reed et al. 2011 ; Redpath et al. 2013 ; Bruckmeier and Höj Larsen 2008 ; Butler et al. 2015 ) with the exception of the framing/reframing approach (Emery et al. 2013 ; Shmueli 2008 ; Putnam et al. 2003 ) (Table  1 ). Joint learning is seen as central for better understanding the positions and perceptions of participating actors. It is also seen to help formulate common goals and paths to reach them (Reed et al. 2011 ). In slight contrast to other approaches where knowledge integration is conceptualized though learning, in the framing/reframing approach, which may be seen as a process of knowledge integration itself, knowledge production and integration are seen as part of a cognitive process (framing) of understanding , interpreting and making sense of the problem at hand (Shmueli 2008 ; Emery et al. 2013 ). However, it may be argued that learning and understanding are interconnected or constitute each other. At the same time, understanding in framing/reframing is also about acceptance (no matter what it is based on) on the way to a trade-off or consensus.

In the NRM literature, the process component of knowledge integration (related to individual and group learning) is rarely analyzed in depth or evaluated. Rather, it is implicitly present in general processes of dialogue, negotiation, learning, collaboration and participation. Joint formulation of alternative resource management plans often constitute the outcome component of knowledge integration. This latter component is given more attention in the studies as a concrete outcome of the resolution efforts, something that consensus may result in.

The knowledge types identified in these studies fall within the general knowledge typology of scientific, expert/managerial, local (ecological) knowledge. For example, Butler et al. ( 2015 ) provide an example of successful horizontal and vertical integration of competing knowledges (scientific, managerial, local ecological) in a form of jointly produced alternative management plans formulated in the process of collective negotiations.

Stepanova ( 2013 ) offers a more detailed knowledge typology where the three general knowledge types (local, scientific, managerial/administrative) are further categorized as formal or informal, local ecological or local social knowledge. Footnote 4 By informal knowledge, she refers to mainly individual, not documented knowledge communicated in informal forums. Informal knowledge is often integrated in formal knowledge articulated through written documents, norms and procedures.

This review of the NRM literature shows that the authors rarely specify what they mean by knowledge or different knowledge types. In the reviewed studies, the focus is rather on the instrumental processes that stimulate or support knowledge use and integration on different levels of decision-making (concerned with the “how”, “through what strategies and tools”) (i.e., Reed et al. 2011 ; Butler et al. 2015 ), rather than on in-depth discussion of the roles that different knowledge types have in conflict resolution and resource management.

Knowledge types and knowledge integration in transdisciplinary research (TDR) and their contributions to conflict resolution

What can the transdisciplinary approaches contribute to using knowledge integration for conflict resolution in urban contexts? The transdisciplinary discourse includes a number of different approaches to knowledge integration. Given that the transdisciplinary discourse itself is interdisciplinary, knowledge integration is framed from within a variety of theoretical and disciplinary approaches. One of the main focus areas in the TDR literature included in our review is the research process itself, how it is characterized, what features it has, what forms it takes, what its goals are and how different degrees and types of participation/collaboration effect societal outcomes (Jahn and Keil 2015 ; Pohl and Hirsch Hadorn 2008 ; Talwar et al. 2011 ; Walter et al. 2007 ; Wiek et al. 2014 ; Westberg and Polk 2016 ; Wickson et al. 2006 ). Overall, participation and learning (mutual, social, situated) are seen as mechanisms for ensuring sufficient integration of knowledge, expertise and values from different stakeholder groups. TDR thus includes not only discussions regarding knowledge integration, but also focuses on process , and more recently on how power relationships influence the ability to integrate different perspectives into TDR (Berger-González et al. 2016 ; Klenk and Meehan 2015 ; Schmidt and Neuburger 2017 ). For the purpose of this paper, four topics within the TDR literature will be discussed here. These include: conceptual models for collaboration, knowledge typologies, mutual learning processes and participatory features/power (see Table  2 ).

For the context of conflict resolution in focus in this paper, knowledge integration in the TD discourse is not just about knowledge outcomes, it is about knowledge creating processes, about how knowledge exchange, sharing and integration occur through different types of participation, cooperation and collaboration. A great deal of attention has been put on designing conceptual models for collaboration that can create the premises for knowledge exchange and learning (Jahn et al. 2012 ; Lang et al. 2012 ; Morton et al. 2015 ; Pohl and Hirsch Hadorn 2007 ; Polk 2015a , b ; Wiek et al. 2014 ). These models focus on designing mechanisms into the research processes that ensure a sufficient amount of knowledge integration to grasp the complexity of the problem under study and represent the expertise of relevant stakeholders. Key strategies include creating joint understanding and problem framing around a common research objects, collaborative knowledge production processes and joint synthesis, implementation and communication of results (Lang et al. 2012 ; Polk 2015a , b ). Central issues for joint understandings and problem formulations include discussions regarding the significant amount of time needed to create the mutual trust and commitment that underlies the creation of productive relationships.

Numerous studies within the TD discourse discuss both knowledge types and their integration (Burger and Kamber 2003 ; Pohl and Hirsch Hadorn 2007 ; Pohl 2011 ; Zierhofer and Burger 2007 ; Klenk and Meehan 2015 ; Morton et al. 2015 ; Hoffmann et al. 2017 ). Overall, the main distinction of knowledge types is between scientific knowledge and practitioner-based expertise or the so-called science–policy interface (Munoz-Erickson 2014 ). A number of TD scholars make further distinctions based upon groups of actors, the focus or functions of knowledge, and on knowledge systems or communities. The first is often within the science–practice divide and includes interdisciplinary knowledge integration among different disciplines and scientific domains like the natural and social sciences, and different types of professional or experienced based knowledge based on groups of actors such as bureaucrats, civil servants, business interests or on experiential or lay knowledge (Edelenbos et al. 2011 ; Enengel et al. 2012 ; Munoz-Erickson 2014 ). The second includes knowledge classifications based on the type of analysis being undertaken such as instrumental, normative and predictive (Burger and Kamber 2003 ; Pohl 2011 ). The third focuses more on mutual learning processes and includes how knowledge systems are constituted in different communities, collectives and epistemologies (Burger and Kamber 2003 ; Pohl 2011 ; Westberg and Polk 2016 ).

From the Swiss discourse on TDR, Pohl and Hirsch Hadorn present a much-cited typology of knowledge, where systems, target and transformative knowledge are noted as the basic types of knowledge that are needed for TDR for sustainability (Burger and Kamber 2003 :52; Proclim 1997 ; Pohl and Hirsch Hadorn 2007 ). Systems knowledge refers to knowledge about the current state of a specific problem (How did we get here and where are we heading?); target knowledge refers to desirable futures or goals (Where do we want to go?), and transformative knowledge refers to knowledge about how to transition to a specific goal or future (How do we get there?) (Pohl and Hirsch Hadorn 2007 ; ProClim 1997 ). These knowledge types are seen to embody the specific challenges of sustainability, regarding uncertainties, the contested nature of sustainability and the practical and institutional contextual complexity related to reaching sustainability (Pohl and Hirsch Hadorn 2007 ). These types of knowledge are not based on stakeholder categories, but span both disciplines and actor groups.

Knowledge integration is also approached with a focus on mutual learning processes as well as how this learning occurs within group settings (e.g., Godemann 2008 ; Westberg and Polk 2016 ). Here the focus is on the specific aspects of the knowledge/knowing concept and how different types of knowledge/expertise are brought together via, for example creating a common knowledge base, cognitive frame, and shared mental modes through situated and social interactions within a group (Godemann 2008 ; Schauppenlehner-Kloyber and Penker 2015 ; Westberg and Polk 2016 ).

Dealing with power differentials has also been an implicit topic within TDR through analyzing how participatory features enable different degrees of collaboration, t. ex. Talwar et al. ( 2011 ), Brandt et al. ( 2013 ) and Wiek et al. ( 2014 ). There is a growing focus on the impact of power differentials, since the integration of multiple voices and knowledges are a cornerstone of the TD approach (Bracken et al. 2015 ; Berger-González et al. 2016 ; Klenk and Meehan 2015 ). More recent approaches criticize TDR for not adequately dealing with ingrained power differentials between participating groups. For example, approaches from anthropology and science studies criticize what they consider a naive approach to knowledge integration that does not adequately deal with power and their resultant epistemological and cultural differences (Berger-González et al. 2016 ; Klenk and Meehan 2015 ).

As this section shows, TDR provides in-depth discussions and reflections over the participation processes that lead to knowledge integration and co-production. It looks into how knowledge integration and co-production happen through in-depth study of the process-related mechanisms and the premises for knowledge exchange and learning.

Knowledge use and conflict resolution in urban planning (UP)

In contrast to TDR where conflict is present indirectly, conflict is widely acknowledged in urban planning literature (Healey 2003 ; Innes and Booher 2003 , 2010 , 2015 ; Owens and Cowell 2011 ). Conflicts are seen as natural byproducts of the planning process where conflicts of multiple differing interests and goals become manifest. Formal planning procedures are themselves a tool for conflict resolution, which is achieved through both formal (e.g., legal and policy based) and informal procedures that may differ in means and/or form (Zhang et al. 2012 ). For example, in collaborative planning conflict resolution is an explicit goal (Innes and Booher 2010 , 2015 ). Innes and Booher ( 2015 ) argue that “collaboration is about conflict”, they refer to conflict as an engine behind collaboration, because if stakeholders did not have disagreements, they would not need to collaborate (ibid p. 203). In urban collaborative planning, conflicts are addressed through different forms of consensus oriented collaborative efforts, e.g., dialogues, discussions, formal (e.g., public consultation within planning) and informal (e.g., stakeholder forums) participatory procedures. Footnote 5 The resolution procedures aim to generate common/shared perceptions, objectives or understanding among the stakeholders, inform negotiation and decision-making (Ross 2009 ; Halla 2005 ; Margerum 2002 ; Sze and Sovacool 2013 ).

Together with the conflict theme, the theme of knowledge use, knowledge contestation and plurality of knowledge is also internal to collaborative planning (Sandercock 2003 ). Knowledge integration, although implicitly addressed, is incorporated in collaborative planning’s striving towards a joint creation of a shared understanding and meaning (Innes and Booher 2015 ). Different forms of communication and participation, for example collaborative dialogues, group negotiations, open stakeholder forums within collaborative planning serve as arenas for integration of different knowledges (Peltonen and Sairinen 2010 ; Sun et al. 2016 ; Domingo and Beunen 2013 ; Patterson et al. 2003 ). Shared understanding of the issue at hand is one of the expected outcomes of integration of different knowledge types.

Critical planning scholars, who criticize collaborative planning´s orientation towards consensus, call for more robust deliberation and institutionalization of inclusive participation in order to facilitate transformative learning/integration of knowledges. Transformative learning may expose power relations and widen the scope of the value systems. It may also widen the scope of forms of knowledge and meaning used to inform the formulation of planning aims (Brand and Gaffikin 2007 ; McGuirk 2001 ; Mouffe 2005 ) and lead to a more accurate and meaningful knowledge base for planners to act and make decisions upon (Innes and Booher 2015 ). Scientific, lay and expert/managerial knowledge types are among the most recognized.

Acknowledging the contribution and relevance of collaborative planning literature for general conflict resolution through collaborative procedures, we find that very few studies explicitly focus on both practices of knowledge integration and conflict resolution. Most of the UP studies reviewed here revolve around collecting or sharing information within the frames of communication, rather than discussing different knowledge types and the processes of their use. However, a few studies also focus explicitly on collective knowledge production and knowledge integration and deem the integration of different knowledge types in collaborative processes as important for conflict resolution or reaching consensus (Ross 2009 ; Peltonen and Sairinen 2010 ; Patterson et al. 2003 ; Golobiĉ and Maruŝiĉ 2007 ). For example, Peltonen and Sairinen ( 2010 ) argue that joint knowledge production (co-creation) and communication of the newly produced knowledge are important elements of the planning process that may help finding new solutions, especially in conflict management. Integration of the three main knowledge types distinguished in these studies—scientific, expert/managerial and lay—is expected to provide an overview or deeper understanding of conflicts and different issues, and help to find common interests and reach consensual solutions (Table  3 ).

Some examples of the tools applied to facilitate knowledge integration include development of knowledge-based alternative solutions based on integration of local/lay and expert knowledge through creation of “cognitive maps” (models) that are later used for open public debates (Golobiĉ and Maruŝiĉ 2007 ), and the use of social impact assessment (Peltonen and Sairinen 2010 ). Through the mediation process, the conflicting parties build a common platform of knowledge which may be further used for formulation of intermediary agreements, trade-offs and decision-making.

This section shows that UP authors see conflicts as a natural part of the planning process where the planning procedure is, itself, a tool for conflict resolution. The theme of knowledge use is internal to the planning process. However, very few studies explicitly focus on how different knowledge types contribute to knowledge integration and conflict resolution simultaneously.

Comparing knowledge use practices for conflict resolution in NRM, TDR and UP

The need to address the challenge to manage multiple knowledge types and claims is evident among the reviewed studies that represent NRM (Blackmore 2007 ; Henry 2009 ), TDR (Polk 2015a , b ; Godemann 2008 ; Walter et al. 2007 ; Wiek et al. 2014 ; Pohl et al. 2010 ), and UP within the collaborative planning literature (Healey 1997 ; Rydin 2007 ; Innes and Booher 2003 , 2015 ).

Overall, in the NRM literature more refined and defined knowledge types that go beyond the general categories of local/scientific/managerial are rarely discussed in relation to conflict resolution. In the reviewed studies, the focus is primarily on the outcomes of participation and collaboration as the main approaches to resolving conflicts, rather than on processes and mechanisms. The studies are mostly concerned with the instrumental part of conflict resolution, e.g., collaborative and participatory tools, with limited further analysis or evaluation of the processes that happen within these tools.

Similarly, the reviewed UP studies tend to focus on specific tools to facilitate integration/collaboration/communication of knowledge. They do not go into in-depth analyses or discussion of the mechanisms of integration or the roles that different knowledge types have in the process. Neither do the reviewed studies provide an in-depth analytical evaluation of the knowledge integration process in terms of its specific contribution to planning and decision-making. In contrast to NRM and UP, TD specifically focuses on the phases and mechanisms of knowledge integration, with no specific focus on conflict resolution.

Although the reviewed studies and practices of knowledge use do not always explicitly aim to resolve conflicts, they have in common the goal of creating a common/joint understanding of the problem at hand. Common understanding is regarded as one of the cornerstones and prerequisites for reaching a trade-off among the stakeholders; it serves as a basis for more adequate and informed decision-making and, eventually, resolution of conflicts. Collaborative and participatory settings and tools that promote joint learning/joint knowledge production and communication are among the main tools used to facilitate integration of different knowledge types.

However, the degree of attention paid to actual practices of knowledge use and integration differs significantly between the three fields. In NRM and UP the analysis and discussion of knowledge processes often remain on the discursive/rhetorical level or is reduced to the general and largely undefined knowledge types (scientific, local/lay, expert knowledge). Integration of different knowledge types is often pre-understood or implied through the general collaborative and participatory settings and through information exchange (in UP). The processes of integration often remain undiscussed or assumed behind “participation”/“collaboration”. This makes it difficult to see what role collaborative and participatory processes that aim at knowledge integration actually play in conflict resolution.

In cases where knowledge types are part of the discussion in NRM and UP they often remain largely undefined. It is often unclear what authors mean by “knowledge” or specific knowledge types. This highlights the question of what is being integrated in the resolution processes presented in the reviewed studies. The question of how knowledge is used and integrated in the resolution of conflicts in NRM and UP also remains. Overall, our review shows that more elaborated knowledge typologies that could be relevant for conflict resolution in NRM and UP are relatively few (e.g., Raymond et al. 2010 ; Stepanova 2013 ; Rydin 2007 ).

While conflict studies in NRM and UP are somewhat less concerned with the mechanisms of knowledge integration or elaborated knowledge typologies, TDR offers in-depth analyses of and reflection on participatory and learning processes, on process of knowledge integration their goals and forms (e.g., Pohl and Hirsch Hadorn 2007 ; Burger and Kamber 2003 ; Pohl 2011 and others mentioned in section on TDR). Conflict studies within NRM and UP could therefore benefit from some of the approaches to knowledge integration developed within TDR to refine the analysis of knowledge use in different types of conflict resolution. Below we present a first attempt to such an interdisciplinary knowledge typology, which combines approaches from NRM, collaborative planning within UP, and TDR (Fig.  1 ).

Source: Stepanova 2013 and references therein, Rydin ( 2007 ) and Pohl and Hirsch Hadorn ( 2007 )

Interdisciplinary typology of dominant knowledge types in conflict resolution. Dashed arrows symbolize the tentative distinction between different knowledge types, as in practice they are often intertwined and difficult to separate. Thick, overarching/colored arrows mean that different levels of the typology are interrelated and inform each other. The color is used to facilitate readability and does not have specific meaning.

Synthesis: interdisciplinary knowledge typology for the analysis of conflict resolution

The interdisciplinary knowledge typology, in Fig.  1 , presents a combination of knowledge typologies by Stepanova ( 2013 ) for conflict resolution in NRM, Rydin ( 2007 ) for UP, and by Pohl and Hirsch Hadorn ( 2007 ) for TDR. It includes both knowledge types and analytical levels from the respective areas.

Regarding knowledge types, Stepanova identifies informal, formal, local/lay, scientific, administrative/managerial knowledge types, differentiating between different contexts and actors in NRM (Stepanova 2013 ). Rydin distinguishes five types of planning knowledge based on functional characteristics and knowledge sources. These include process, predictive, normative, empirical, and experiential knowledge types (Rydin 2007 ). We also add knowledge jointly co-produced by stakeholders in collaborative and participatory settings as an additional type of knowledge that can be traced in resolution processes (Polk 2015a , b ; Albrechts 2012 ). Rydin’s process, predictive and normative knowledge are used in our typology as practice related sub-categories of formal and informal knowledge of different actors, while her categories of empirical/experiential knowledge are merged with the broader category of informal knowledge that is context bound. Footnote 6 Rydin’s categories of process, predictive and normative knowledge also correspond well with the functional knowledge categories suggested by Pohl and Hirsch Hadorn ( 2007 ). As outlined earlier, their knowledge types include systems , target and transformative knowledge . We combine these two sets of knowledge categories as they complement each other in their definitions and have strong connections to practice related level of analysis. These knowledge types represent the specific challenges of sustainability regarding uncertainties, normativity and institutional and contextual complexity, and can be traced in practice routines, e.g., documents, visions.

Combining typologies from different fields, shows the different ways that knowledge can be conceptualized and analyzed. In our typology, these different conceptualizations are positioned on different analytical levels: in broader contexts (formal and informal), in institutional affiliations and mandates (individual actors, planning professionals, decision-makers, academics) and in practice related processes, (planning and implementation routines, decision-making processes). The levels of context , actors and practice are the analytical distinctions we will use to structure the analysis of complex conflicts and resolution practices. These analytical levels transform a simple typology into an integrated analytical tool. The different levels of analysis mirror those found in NRM, TD and UP, making it possible to compare knowledge types across discourses and categories and potentially identify gaps in knowledge use and integration in conflict resolution process.

When applied to conflict analysis, the practice level of the typology could serve as a starting point. The practice level is where different knowledge claims that different actors bring into conflicts can be traced, identified and compared (e.g., scientific, professional, local/lay) in relation to practical, predictive and process components of practice. For each practice related knowledge type, one can further identify the more specific knowledge types that actors bring into the discussion (actors level types), because the basis for the claims made explicit on the practice level is different according to the different actors involved. For example, one can compare the target goals from different actors as expressed through the knowledge claims they operate with. Practice related knowledge types are easier to trace in the documents and other sources, which also makes this level a convenient point to start the analysis from. The analytical levels mirror the complexity of conflicts and to some extent thus address the wickedness of the problem at hand. The three analytical levels also embody the theoretical (or analytical) approach that conflict resolution is about how context and actors play out in practice through different types of knowledge claims; that is, in practices of conflict development and resolution.

Positioning these knowledge typologies in terms of levels thus increases our ability to compare the diversity of knowledge conceptualizations and better understand how they relate to the different levels of analysis presented in the reviewed studies.

Presenting the different knowledge types in the form of a typology has its limitations as knowledge types can overlap, be held by different actors, and be integrated into one another. Such limitations become visible for example in case of local and indigenous knowledge. Local knowledge includes indigenous knowledge, but it is difficult to locate it to one specific knowledge type or level. Indigenous knowledge may be local, based on practice, observation, experience, but also professional as it can be concentrated with local “experts”. Footnote 7 It can be about rules, procedures and laws; it can also serve as a basis for decision-making, for example in case of small-scale fisheries, biological conservation, sustainable land use, etc. (Deepananda et al. 2015 ; Ens et al. 2015 ; Mistry and Berardi 2016 ). The fact that indigenous knowledge may also be professional (expert), allows looking at it not only from informal, but also from a formal knowledge perspective. In the case of indigenous knowledge, we recognize it as imbedded in different knowledge systems, which makes it difficult to place in a single knowledge type (Tengö et al. 2017 ). This example shows how complex knowledge types, while problematic, can still be adequately positioned in multiple places in our typology.

The framework presented in Fig.  1 , importantly, is not suited for and does not strive to access the validity of knowledge claims; rather, it aims to help identify the dominant knowledge types articulated by stakeholders during the course of conflict development and resolution. We accentuate “dominant” knowledge types because different stakeholders hold multiple types of knowledge and employ them simultaneously (Negev and Teschner 2013 ). Nevertheless, knowledge typologies are helpful for identification of the dominant knowledge types articulated by stakeholders in conflict. Whether or not different knowledge types get integrated can only be traced indirectly, through the outcome component of knowledge integration (see Methodology section). This may be seen, for instance, through the change in positions of stakeholders that leads to a jointly accepted solution which may be reflected in documents, policies, alternative management plans, etc. (for examples see e.g., Stepanova 2013 ; Redpath et al. 2013 ; Butler et al. 2015 ; Reed et al. 2011 ).

The interdisciplinary knowledge typology presented above could serve as a point of departure in mapping the knowledge types used in practices of conflict resolution. When identified, they may be followed further in horizontal collaborative, participatory processes and in vertical processes of integration into decision-making. When tested in practice, the typology must clearly be refined and specified according to contextual needs, because “processes of conflict development, resolution and knowledge use are complex social phenomena which require attention to the context where experiences and meanings are largely bound to time, people and setting” (Baxter and Eyles 1997 ).

Complementary integration of typologies (such as one suggested in Fig.  1 ) might help to better analyze what knowledge is marginalized, excluded from or underrepresented in the participatory/collaborative processes, what implications this could have on the outcomes of participation/collaboration, and what implications this could have for long-term oriented conflict resolution and management.

Discussion and conclusions

The aim of this paper is to better understand the mechanisms that underlie conflict resolution through a focus on the use and integration of different knowledge types in three discourses: NRM, TDR and UP. We seek to understand what knowledge refers to in the different examples and contexts, and how knowledge is and can be used and integrated to resolve conflicts. First, based on the thematic review of the literature, we compare conflict resolution approaches in the respective fields and identify common features in relation to how conflict resolution is practiced. In all three discourses, the centrality of participatory and collaborative approaches that promote knowledge exchange and joint learning for conflict resolution is widely acknowledged. Overall, knowledge use centered approaches are seen as facilitating a common understanding of a problem and creating a necessary base for more productive collaboration. However, in some of the reviewed studies, we also identify a general lack of attention to concrete mechanisms and processes that constitute the notions of participation and collaboration of conflict resolution (with a few exceptions of studies that point out that formal participation organized in a mechanistic way is no guarantee for productive learning or collaboration). What is happening during these processes or what needs to happen in participatory processes in order for stakeholders to develop a common understanding of a problem remains under-discussed in NRM and UP where the focus is rather on the outcomes than on processes. In contrast, TDR provides a more in-depth discussion and reflection over the processes that are meant to lead to knowledge integration and co-production. It focuses on phases of knowledge integration, on the integration process itself, its’ premises, mechanisms, forms and goals. TDR also pays more attention to the role the different knowledge types have in this process and in how they affect the outcomes (what they contribute to conflict resolution and decision-making).

Second, we look into how knowledge is seen, defined and used in resolution processes. The thematic review allowed to explore how different knowledges are defined, used and integrated for conflict resolution, planning and solving complex problems in the three scholarly areas of NRM, TD and UP. In the studies analyzed, the practices of knowledge use and integration often remain on a discursive level with largely undefined or pre-understood knowledge types. This limits our ability to see what role different knowledges play in participatory processes and how they specifically contribute to conflict resolution. In some instances (e.g., with TD literature), their use for conflict resolution required interpretation.

We identified some general trends and common practices of knowledge use that directly or indirectly facilitate conflict resolution. For example, it is often unclear what knowledge means in the studies analyzed. When different knowledge types are discussed, the classifications often seem pre-understood and tend to fall into the general and largely undefined categories of scientific, local/lay and managerial/expert knowledge (i.e., it is often not explained what local/lay knowledge is in particular studies and contexts). This lack is to some extent balanced by the discussion of the more or less comprehensive knowledge typologies found in each discourse that go beyond the general knowledge types and provide clearer definitions.

Our interdisciplinary knowledge typology for conflict resolution (Fig.  1 ) serves as an attempt to integrate approaches from different fields. It is an example of a possible starting point for further research and discussion on how conflict analysis and resolution may be enriched through developing more refined interdisciplinary tools for the analysis of knowledge use practices. Our findings call for more research on knowledge integration processes and mechanisms, and more attention to the evaluation of the role that different knowledge types have in resolution of conflicts. By paying more attention to the question of what knowledge is referring to and how knowledge is used and integrated in resolution practices, more light may be shed on the possible shortcomings of the resolution processes, which might in turn serve as a base to improve conflict resolution towards more lasting, long-term oriented and therefore more sustainable solutions/planning.

In conclusion, these three literatures inform and enrich each other across disciplinary boundaries on the way to developing more refined approaches to conflict analysis and resolution. This in turn has the potential to develop the focus on collaboration and to contribute to more informed and sustainable management practice (SDGs, UN 2015 ).

Other mechanisms for conflict resolution, which are outside the scope of this paper include, for example, building trust, increasing institutional capacity, and developing new policy, laws and routines (Bruckmeier 2005 , Stepanova 2015 ).

We use this definition of knowledge to facilitate our analysis of the reviewed studies; however, this does not mean that definitions of knowledge used in the reviewed studies are similar to ours.

Such a period is appropriate since the research within communicative planning theory and collaborative planning, where conflict and its resolution is central, started gaining momentum during this time. The NRM and TDR fields are also adequately represented in this period.

For an example of a more comprehensive knowledge typology within environmental management see, e.g. Raymond et al. ( 2010 ).

Although scholars representing this line of thought acknowledge that full consensus may not be always possible, such focus has received criticism. The criticism regards collaborative planning orientation towards consensus as being ignorant of inevitable tensions of power in planning realities (Margerum 2002 ; Owens and Cowell 2011 ). Collaborative planning scholars meet this criticism arguing that communication power is inherent to collaboration and thus is not and cannot be ignored in collaborative planning discourse (for detailed discussion see Innes and Booher 2015 ).

Rydin conflates claims that come from practice and different actors. In contrast, we separate those claims and place them according to the three levels of analysis—context, actors, and practice.

We thank the anonymous reviewer for drawing our attention to this point.

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This study was supported by the Swedish Research Council Formas (Grant number 2016-00349).

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Stepanova, O., Polk, M. & Saldert, H. Understanding mechanisms of conflict resolution beyond collaboration: an interdisciplinary typology of knowledge types and their integration in practice. Sustain Sci 15 , 263–279 (2020). https://doi.org/10.1007/s11625-019-00690-z

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Conflict in virtual teams: a bibliometric analysis, systematic review, and research agenda

International Journal of Conflict Management

ISSN : 1044-4068

Article publication date: 6 June 2022

Issue publication date: 6 January 2023

The purpose of this study is to map the intellectual structure of the research concerning conflict and conflict management in virtual teams (VT), to contribute to the further integration of knowledge among different streams of research and to develop an interpretative framework to stimulate future research.

Design/methodology/approach

A data set of 107 relevant papers on the topic was retrieved using the Web of Science Core Collection database covering a period ranging from 2001 to 2019. A comparative bibliometric analysis consisting of the integration of results from the citation, co-citation and bibliographic coupling was performed to identify the most influential papers. The systematic literature review complemented the bibliometric results by clustering the most influential papers.

The results revealed different intellectual structures across several types of analyses. Despite such differences, 41 papers resulted as the most impactful and provided evidence of the emergence of five thematic clusters: trust, performance, cultural diversity, knowledge management and team management.

Research limitations/implications

Based on the bibliometric analyses an interpretative research agenda has been developed that unveils the main future research avenues. The paper also offers important theoretical contributions by systematizing knowledge on conflict in identifying VTs. Managerial contributions in the form of the identification of best practices are also developed to guide conflict management in VTs.

Originality/value

The uniqueness of this paper is related to its effort in studying, mapping and systematizing the knowledge concerning the topic of handling conflicts in VTs. Considering the current contingencies, this research is particularly timely.

• Virtual teams
• Conflict management
• Bibliometric analysis
• Remote working

Caputo, A. , Kargina, M. and Pellegrini, M.M. (2023), "Conflict in virtual teams: a bibliometric analysis, systematic review, and research agenda", International Journal of Conflict Management , Vol. 34 No. 1, pp. 1-31. https://doi.org/10.1108/IJCMA-07-2021-0117

Emerald Publishing Limited

Copyright © 2022, Andrea Caputo, Mariya Kargina and Massimiliano Matteo Pellegrini.

Published by Emerald Publishing Limited. This is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode

1. Introduction

Handling conflicts properly in teams is crucial for possible success ( Caputo et al. , 2019 ). Due to the specific contingencies experienced by virtual teams (VTs), this aspect becomes even more prominent ( Gilson et al. , 2015 ). The Covid-19 pandemic forced many organizations to implement remote working, often in an abrupt and fast way, indicating a particularly favorable historic momentum to systematize previous knowledge on the topic and to offer ways forward. With such a purpose in mind, this paper aims to provide an overview of the evolution of the literature regarding conflict and conflict management in the context of VTs over the past two decades. For this study, we broadly define conflict as the situation where parties within a VT perceive that their goals or interests are incompatible or in opposition ( Ayoko and Konrad, 2012 ); whereas we consider conflict management to refer to the understanding of conflict as a whole, its antecedents, the process, the styles and strategies of handling conflicts and associated behaviors in the context of VT ( Caputo et al. , 2018a ). Even in the context and dynamics of the virtuality of VTs, we concur with Caputo et al. (2018a , 2018b , p. 11) that:

The main objective of conflict management is not to eliminate conflict, but to find different ways to manage it properly by controlling the dysfunctional elements of the conflict while facilitating its productive aspects.

The Covid-19 pandemic has accelerated the already rapid development of technologies in information and communication, further reducing the distances and increasing remote work interactions ( Garro-Abarca et al. , 2021 ). The hyper-globalization processes of the past decades have led, already before the pandemic, to the growing importance of VTs in today’s organizations ( Gibson et al. , 2014 ). VTs can be considered as groups of geographically dispersed co-workers who work interdependently, share common objectives, practices and procedures using technology to communicate and collaborate across time and space ( DeSanctis and Monge, 1999 ). These teams may come from different cultures, yet they operate in the same organizational cultural framework, can bring together a variety of knowledge and experience and deal with a high degree of technologically mediated interactions ( Batarseh et al. , 2017 ). These factors contribute to making today’s organizations more diverse and possibly more conflictual.

Previous reviews and conceptual work have touched on the issues related to conflict and conflict management in the context of VTs. In particular, Schiller and Mandviwalla (2007) highlighted the issues related to conflict management in VT in an early theoretical piece that looked at the use of theories in VT research. More recently, Gilson et al. (2015) presented a seminal overview of the research in VTs that unveiled 10 themes and 10 opportunities for future research. According to the authors, conflict management was mostly studied as a mediator in a unidimensional relation, resulting in the suggestion that conflict is more likely to happen in VTs and it negatively affects team dynamics, processes and outcomes. A similar suggestion is made by Jimenez et al. (2017) , in reviewing the works about global VTs, and Raghuram et al. (2019) , reviewing studies about virtual work, who highlighted how conflicts emerge mostly from cultural and language differences affecting team dynamics. The fragmentation of empirical literature about conflict in VTs and the limited conceptual attention given to the topic calls for an investigation and systematization of the literature about conflict and conflict management in VTs as timely and necessary to support both research and practice to navigate the uncertainties of today’s world.

Shedding light on the evolution of the study of conflicts and their associated management in VTs, a bibliometric analysis of 107 relevant articles published in peer-reviewed scientific journals has been performed to first identify the most influential studies and second, to systematize the academic knowledge by unveiling the existence of five thematic clusters: trust, performance, cultural diversity, knowledge management and team management. In particular, an innovative approach has been adopted by comparing results from alternative, complementary bibliometric tools, i.e. citations, normalized citations and bibliographic coupling, to identify the most influential articles in the field ( Caputo et al. , 2021 ).

This study provides several contributions theoretically, methodologically and practically. First, it contributes to strengthening the integration and systematization of the two bodies of literature in conflict management and VTs. Second, it provides a rigorous and systematic identification of the most influential papers in these fields and identifies thematic areas to bring forward the research. Third, it contributes to bibliometric and reviews studies by advancing the use of comparative bibliometric approaches. Finally, the paper interprets in an integrative framework the current knowledge on the field comprising nonlinear and recursive loops between its elements and, thanks to that, elaborates future research avenues.

The paper is organized into five sections, including this introduction, as follows. Section 2 describes the protocol adopted for selecting the paper and the analyses performed. Section 3 presents the results of the analyses and determines the most impactful papers. Section 4 uses the most impactful papers to propose a framework aimed at suggesting an agenda for future research. Section 5 summarizes the contributions of the paper and its limitations.

This paper aims to provide a comprehensive yet succinct and timely knowledge map of the studies investigating conflict management in VTs. Such a knowledge map is purposed to provide both scholars and practitioners with an overview of what we know i.e. best practices and main findings, and what we still do not know i.e. future research directions about managing conflict in virtual workplaces. The Covid-19 pandemic that resulted in large part of the office workforce working remotely is disrupting social relationships in the workplace. A review of conflict management in VTs is therefore necessary and needs to be carried out in a timely fashion to serve its purpose.

To achieve these objectives, we have built upon best practices in systematic literature review and bibliometric studies and complemented the two methodologies to fulfill simultaneously the breadth and depth of the analysis. The simultaneous use of these two complementary methods, albeit recent, is not entirely new as it has been validated in several studies ( Caputo et al. , 2021 ; Caputo et al. , 2018b ; Dabić et al. , 2020 ). It allows researchers to investigate a topic in depth through the systematic review while maintaining a wider picture of the evolution of knowledge through bibliometric analysis. In this study, we have also included a methodological innovation in the complementary use of alternative bibliometric analyses to identify the most influential papers in the field.

2.1 Sampling protocol

Consistent with the systematic review method ( Thorpe et al. , 2005 ; Tranfield et al. , 2003 ), a panel of experts was formed to define the field of research, choose the keywords, the database and the set of inclusion and exclusion criteria. The panel of experts consisted of two professors, one an expert in strategy, negotiation and conflict management and the other in organizational studies and team working, together with a PhD student specifically focused on the organizational dynamics of dispersed teams. A step-by-step process was followed as outlined in this section.

Step 1 . The database Web of Science (WoS) Core Collection® (research areas “Business Economics” and “Psychology”) was chosen after several alternative searches in Scopus and EBSCO because it retrieved a sample of high-quality articles representative of the best conflict in VTs research published to date. The choice of WoS Core Collection® is also supported and validated as appropriate for the field of inquiry by recent bibliometric studies in conflict management ( Caputo et al. , 2019 ).

Step 2 . A wide search string based on multiple levels of keywords was used ( Caputo, 2013 ) to ensure the capture of the most relevant papers on the topic. The first level included the keyword “Conflict”. The second level included the keywords about the remote/virtual nature of the investigated relationships: “smart OR virtual OR distributed OR distant OR remote”. The third level included keywords related to the organizational aspect of the teams, including “team OR group OR workplace OR workspace”. The search was run with Boolean operators (AND and OR) via the TS command, which searches among Title, Abstract, Author Keywords and Keywords Plus®. Consistent with best practices in bibliometric research and to ensure the comparability among the indicators, the year 2020 was excluded ( Caputo et al. , 2019 ). The search was carried out among peer-reviewed articles written in the English language and resulted in the first sample of 397 papers.

Step 3 . Due to the wideness of the search string, we proceeded to the manual “cleaning” of the data set by reading all the titles and abstracts of the selected papers to eliminate those that were not relevant to our search. When it was not possible to assess the relevance of the abstract, we obtained a digital copy of the full text of the paper. Excluded papers fall into two main categories: a large number of papers do not investigate conflict at all ( Ebrahim, 2015 ; Presbitero and Toledano, 2018 ), although the word “conflict” is presented in the search items. This situation mainly occurs because many papers had a declaration of conflict of interest that was caught by the search; others were eliminated because they simply mentioned “conflicting results” in the abstract or where conflict was just mentioned incidentally; a smaller portion of papers investigated conflict but not in a virtual environment ( Sheehan et al. , 2016 ). Following these criteria, two-hundred-ninety-three papers were eliminated because they were not relevant.

2.2 Analyses

The final data set of 107 papers was used as a basis for both the bibliometric analysis and a qualitative systematic literature review to develop a comprehensive map of the knowledge of the field.

Bibliometrics is a subset of scientometrics and applies statistical methods to the study of scientific activity in a scientific community ( Zupic and Čater, 2015 ). For our research, we followed the perspective known as positive bibliometrics ( Todeschini and Baccini, 2016 ). This is because we aim to describe and explain phenomena in science via the analysis of its scientific communication. In this view, bibliometric indicators represent phenomena or proxies of phenomena. For example, the citations received by an article that expresses a concept are a proxy of the diffusion and impact of said concept in the scientific community. Examples of positive bibliometrics are citation analysis, co-citation analysis, citation networks and productivity analysis.

Complementary bibliometric analyses were instrumental to identify the sample of the most influential papers to review. Prior studies argue for the use of more than one indicator ( Caputo et al. , 2019 ; Dabić et al. , 2020 ) as an effective way to limit the intrinsic bias that every indicator has.

First, we undertook a performance analysis based on indicators of activity. These indicators provide data about the volume and impact of research during a given timeframe via word frequency analysis, citation analysis and counting publications by the unit of analysis (e.g. authorship, country, affiliation, etc.).

Second, we built a science map based on indicators that provide spatial representations of how different scientific elements are related to one another to picture the structural and dynamic organization of knowledge about conflict management in VTs. We combined results from co-citation analysis and bibliographic coupling to identify the most influential papers, authors and journals and the co-occurrence of keywords analysis to identify the thematic structure of the field. Co-citation analysis “constructs measures of similarity between articles, authors or journals by using the frequency with which two units are cited together, i.e. co-citation counts” ( Caputo et al. , 2019 ). Therefore, co-citation analysis is powerful in showing a picture from the past, and it is biased by the time-dependency i.e. an older paper has the probability of obtaining more citations than a newer one. Bibliographic coupling is often used to aggregate papers by similarity, and it “measures the similarity between papers through their common cited references” ( Todeschini and Baccini, 2016 ). The advantage of a bibliographic coupling is to compare recent papers even if not been cited yet. The analysis of the co-occurrence of keywords uses the article’s keywords to investigate the conceptual structure of a field. According to Caputo et al. ( Caputo et al. , 2019 ):

This is the only bibliometric method that uses the content of the articles to directly measure similarity in which others use indirect measures such as citations and authorships, co-word analysis is particularly powerful and appropriate to develop a semantic map that helps in understanding the conceptual structure of a field.

By comparing and contrasting the results from activity indicators, co-citation analysis, bibliographic coupling and co-occurrence of keywords, it is possible to provide a systematic overview of the field ( Caputo et al. , 2021 ). The activity indicators will show the evolution of the field and its impact. Co-citation and bibliographic coupling will show an unbiased view of the most influential articles, authors and journals, whereas the co-occurrence of keywords will show the thematic map of the topics investigated.

The software VOSViewer ( van Eck and Waltman, 2010 ) was used to calculate the bibliometric indicators and provide the graphic representation of the networks. For a detailed explanation of the scripts and mathematical algorithms adopted in VOSViewer, please see van Eck and Waltman (2007 , 2010 ).

Combining the results of co-citation analysis and bibliographic coupling allowed us to identify a list of the most influential papers that were then considered for the qualitative systematic literature review. We have combined the top 20 papers resulting from three indicators: absolute citations, normalized citations and bibliographic coupling strength. Absolute citations are represented by the total number of citations received by a paper. Normalized citations are represented by the number of citations of the paper divided by the average number of citations of all papers published in the same year and included in our data set ( van Eck and Waltman, 2016 ). The bibliographic coupling strength is measured by the bibliographic coupling total link strength algorithm in VOSViewer, indicating the level of similarity and interconnectedness of a paper in the field regardless of the received citations ( van Eck and Waltman, 2016 ). Integrating these three measures allows us to reduce the age bias of papers and include in the evaluation the influence of a paper, not only the number of citations received but also how the content of the paper relates to other papers in the same scientific community.

The resulting data set of unique papers in the top 20 list from each indicator is composed of 41 papers, which constituted the data set for the literature review.

Having selected the most influential articles to review, we proceeded to the literature review based on the content analysis of selected papers ( Duriau et al. , 2007 ). Following best practices, each article was read in full and analyzed qualitatively ( Barclay et al. , 2011 ; Pittaway and Cope, 2007 ). Articles were coded, tagged and later grouped into clusters based on their content; the articles were allowed to be part of more than one cluster ( Caputo et al. , 2016b ). The process was dynamic, allowing new tags to be included during the process of reading articles to allow flexibility in categorizing information and reducing biases that may arise from a rigidly pre-set system ( Caputo et al. , 2016b ; Dabić et al. , 2020 ). Short and Palmer (2008 , p. 279) categorize content analysis into three methods: “human-scored systems, individual word-count systems, and computerized systems that use artificial intelligence”. We combined computer-aided techniques with human-scored techniques, integrating rigor and insights from the bibliometric analyses with the interpretation of researchers.

3. Results of the bibliometric analyses

3.1 activity bibliometric indicators.

Our bibliometric analysis confirms a constant growth of attention to the handling problems in VTs over time with an increasing number of journal outlets.

Figure 1 shows how the field started in 2001 and is in a growing directory, although the number of papers published is still limited, making the study of conflict in VTs a niche.

In terms of journals, 58 unique outlets have published 107 papers in the data set. Table 1 shows the 20 most cited journals and indicates also the number of published papers and average citations received by them. In terms of total citations, Organ Sci., Acad. Manage. J., J. Manage. Inform. Syst., J. Int. Bus. Stud. and Inf. Manage., are the most influential outlets. However, if we consider the number of papers published, which is a proxy of the interest of a journal on the topic, Small Group Res., J. Manage. Inform. Syst., Organ Sci., Inf. Manage. and J. Manag. are the five most interested journals. Instead, looking at the impact of the individual articles, the situation changes again with J. Int. Bus. Stud., Acad. Manage. J., Organ Sci., Int. J. Confl. Manage. and Inf. Manage. It can be noted how Organization Science and Information Management are the journals appearing in the top five in all three measures.

Looking at the authors, 290 scholars have authored the 107 papers in the data set. Out of these, only three, Ahuja, Staples and Zornoza, have authored at least three papers and can, therefore, be considered the most prolific in the field. Table 2 lists the most prolific authors who have authored at least two papers. Interestingly, if we look at the most cited authors, only three of them (Hinds, Majchrzak and Staples) appear in the top 10 of most cited ( Table 3 ).

The studies in the data set were authored by affiliates of 186 research institutions from 28 different countries. The research in the field of conflict in VTs appears to be predominantly made in the USA (65 papers) and other western countries.

3.2 Co-citation analysis: the foundations of the field

The co-citation analysis is a powerful tool to investigate the foundations of the research about conflict in VTs through the analysis of the references cited by the papers in our data set. The analysis reveals those that are the most cited references, authors and journals. Table 4 shows the statistics and criteria used for the co-citation analysis.

By performing a co-citation analysis, we were able to identify the 10 most cited papers, authors and journals that constitute the theoretical pillars of the research on the conflict in VTs. The results show how such research is grounded in the literature about VTs and remote working ( Cramton, 2001a ; Jarvenpaa and Leidner, 1999 ) pillar studies in conflict management ( Jehn, 1995 ) and the early studies integrating the two ( Hinds and Bailey, 2003 ; Mortensen and Hinds, 2001 ).

A combined reading of the most influential cited references and the network of similarities ( Figure 2 ) show that the research about conflict in VTs relies on a coherent and homogeneous network grounded in the scientific community of the fields of management and organization studies ( Table 5 ).

3.3 Bibliographic coupling: the structure of the field

Bibliographic coupling analysis is used to evaluate the current structure of a field based on a clustering technique that allows us to compare recent papers even if not yet cited; therefore, not being biased by time. However, the method has severe limitations in cases like ours that analyze smaller research fields ( Jarneving, 2007 ); hence, the technique was adopted to complement citation and co-citation analysis and was not used to create clusters but rather to identify the network relevance of papers, authors and journals. All papers (107), authors (290) and journals (58) from the data set were included in the analysis ( Figure 3 ) ( Table 6 ).

By performing a bibliographic coupling analysis, we were able to identify the 10 most connected papers, authors and journals that constitute the current structure of the research in the conflict in VTs. Via the visualization of networks technique, is it also possible to show how the field is well interconnected across the three levels of analysis, confirming the finding that the research about conflict in VTs relies on a coherent and homogeneous scientific community.

3.4 Co-occurrence of keywords

The analysis based on the co-occurrence of keywords allows us to show the intellectual structure of the field by identifying and grouping the main topics that have been subject to investigation. This method is particularly useful to complement the previous analysis as it offers a direct measure of similarity of topics by analyzing the actual content of the papers via the keywords.

The keyword analysis was performed by adopting the Keyword Plus tool from WoS. Even though the Keyword Plus is usually chosen to ensure consistency across the classification of articles’ keywords, it was necessary to perform a manual harmonization of the spelling of those keywords.

Previous studies have considered Keyword Plus to be effective as the keywords provided by the authors in terms of bibliometric analysis, investigating the knowledge structure of scientific fields ( Zhang et al. , 2016 ). The adoption of Keyword Plus allows the researcher to limit biases and risks associated with the manual tagging of content. Only keywords that occurred at least five times were kept; this resulted in having only 39 keywords to constitute the largest usable set of connected terms ( Table 7 ).

The network diagram and overlay visualization of the keywords ( Figure 4 ) show that the intellectual structure of the topics is quite homogeneous and has evolved. In particular, the research on conflict in VTs started with the investigation of technological topics and issues related to cultural diversity, personality and leadership.

3.5 Synthesis of results

Having shown the individual results of activity indicators, co-citation, bibliographic coupling and co-occurrence of keywords, we moved our attention to a synthesis that allowed us to identify the most influential papers to be included in the systematic literature review.

Table 8 shows the top 20 articles according to three complementary metrics: the normalized citations, the total citations and the link strength. The total citations are computed by counting all citations received by a paper in the WoS Core Collection at the time of the study. The normalized number of citations in a paper equals the number of citations in the paper divided by the average number of citations of all papers published in the same year and included in the data set ( van Eck and Waltman, 2016 ). The total link strength indicates the total strength of the links of an article with the other articles in the data set calculated via the bibliographic coupling analysis ( van Eck and Waltman, 2016 ). By comparing these three measures, we can countereffect the biases of each of them in terms of age of the article, relative impact and connectedness in the field. As a result, 41 unique articles were discovered to be included in at least one of the metrics and formed the basis for our systematic literature review.

4. Systematic literature review

This section presents the results of the systematic literature review that has been based on the most influential articles belonging to each cluster and the classification obtained by analyzing the content of each article. We have identified five thematic clusters: trust, performance, cultural diversity, knowledge management and team management.

4.1 Trust cluster

The issue of trust is among the key topics in conflict and conflict management studies ( Caputo et al. , 2019 ). Trust is an extremely important variable for successful collaboration ( Donovan, 1993 ) and increased relational capital ( Connelly and Turel, 2016 ). Nevertheless, trust is also regularly perceived as a challenging issue for team effectiveness ( Breuer et al. , 2016 ), particularly under virtuality, due to the lack of clarity on interaction mechanisms ( Bierly et al. , 2009 ; DeRosa et al. , 2004 ). Being a crucial construct for any variation of teams, trust is proved as more difficult and important to achieve in the circumstances of physical dispersion of team members ( Brahm and Kunze, 2012 ; Breuer et al. , 2016 ; Connelly and Turel, 2016 ; Staples and Webster, 2008 ; Yakovleva et al. , 2010 ). Peñarroja et al. (2013) concluded that the level of virtuality negatively influences team trust, whereas trust is also vital for reducing both interpersonal and task conflicts ( Connelly and Turel, 2016 ; Curseu and Schruijer, 2010 ) as well as for successful conflict management processes ( Bierly et al. , 2009 ). Virtuality is mainly considered to be a moderating variable in the relationship between trust and conflict ( Bierly et al. , 2009 ), where trust may be both an output and an input of the group processes, such as conflict ( Marks et al. , 2001 ). A further explanation is provided by studies that determined that the greater the degree of virtuality, the greater the negative impact on trust by relationship conflict ( Bierly et al. , 2009 ; Peñarroja et al. , 2013 ). In this vein, Breuer et al. (2016) showed that a high degree of virtuality increases internal team risks that in turn increase the necessity for trust, thus forming a loop relationship between a group functioning, conflict and trust ( De Dreu and Weingart, 2003 ). In general, the relationship between team functioning, conflict and trust could be described as a negative association between conflicts and trust exacerbated by the degree of virtuality ( Bierly et al. , 2009 ; Polzer et al. , 2006b ).

4.2 Performance cluster

The next cluster is based on team performance which is considered to be highly influenced by internal team communication in VTs ( Massey et al. , 2014 ; Montoya-Weiss et al. , 2001 ; Sarker et al. , 2011 ). VTs have different characteristics than traditional teams ( Brahm and Kunze, 2012 ), and it was found that people are capable of adapting to the conditions of VTs, such as restricted communication channels, probable instability of internet connection and lacking opportunities for informal communication ( van der Kleij et al. , 2009 ). Moreover, video communication and similar technologies reduce the main differences between teams that are co-located and geographically dispersed teams ( Bradley et al. , 2013 ). A great number of studies have shown that geographical distance between team members may complicate conflict management ( Cramton, 2001b ; Hill and Bartol, 2016 ). However, the extensive usage of mediated communication technologies may exaggerate the negative impacts of conflict in teams ( Kankanhalli et al. , 2006 ) due to complexities such as the unavailability for frequent discussions, information exchange and clarifications regarding personal and task issues, which may result in misunderstandings and further communication closure ( Mortensen and Hinds, 2001 ). In other words, virtuality increases the complexity of the triggers and the dynamics of conflicts as well as their management and resolution ( Friedman and Currall, 2003 ). In turn, such communication complexities among team participants (conflicts) negatively influence team performance ( Connelly and Turel, 2016 ; Turel and Zhang, 2010 ). However, the understanding of the underlying mechanisms of how conflicts work and their influence on team performance in VTs still demands additional research ( Connelly and Turel, 2016 ). There are several debates about the impact of conflict on VT performance. For instance, Hinds and Mortensen (2005) state that the virtuality of teams increases the vulnerability to conflicts due to the lack of casual, unplanned communication between team members, which, in turn, negatively influences the overall team performance. However, in a review of the literature, Ortiz de Guinea et al. (2012) emphasize contrasting findings where virtuality and performance correlate both in positive and negative directions. The recent body of research regarding conflicts and team performance in VTs admits that virtuality should be perceived as a continuous rather than binary variable to avoid clashing results ( Griffith et al. , 2003 ; Malhotra and Majchrzak, 2014 ; Ortiz De Guinea et al. , 2012 ). It was discovered that a level of virtuality should include distance indicators of separation, the configuration of a proportion working virtually and face-to-face and time parameters of virtual collaboration ( Ortiz De Guinea et al. , 2012 ). For studies looking at team performances, it is crucial to consider contextual conditions, degrees of virtuality and mediating technologies as they may significantly alter the relationship ( Malhotra and Majchrzak, 2014 ). For example, research where virtuality is treated as a continuous variable shows less presence of conflicts in more VTs and no impact on the performance ( Ortiz De Guinea et al. , 2012 ). Kankanhalli et al. (2006) propose a theoretical framework where both task conflict and relationship conflict do not have a direct influence on VT performance, contingent upon the conflict resolution approach (for both), task complexity (for task conflict) and task interdependence (relationship conflict). Looking at conflict management, research has indicated that the conflict management style ( Paul et al. , 2004b ) and conflict management behavior ( de Dreu and van de Vliert, 1994 ; Montoya-Weiss et al. , 2001 ) are critical conditions for successful team performance in the dimension of virtual collaboration. Additionally, collaborative conflict management style was indicated as a positive influencing factor on team performance, whereas group heterogeneity was found to be a barrier to successful conflict management and effective group performance ( Paul et al. , 2004b ).

4.3 Cultural diversity cluster

Cultural diversity is one of the most ambiguous concepts regarding communication, teams and organizational studies. A series of meta-analyses validate this point stressing the nature of the complex notion to be both a benefit and a challenge ( Smith et al. , 1994 ; Stahl et al. , 2010 ). In the context of teams and team working, cultural diversity refers to the different cultural backgrounds of the team members ( Harush et al. , 2018 ), including diversity in nationality ( Gibbs et al. , 2017 ) and broader cultural aspects ( Kankanhalli et al. , 2006 ), such as linguistic diversity ( McDonough et al. , 1999 ) and cultural dimensions ( Hofstede, 1991 ). As a concept, cultural diversity is perceived as a key to a greater and innovative performance ( Polley and McGrath, 1984 ) or the contrary, as a reason for ingroup miscommunications ( Brett et al. , 2006 ; Staples and Zhao, 2006 ). Globalization dynamics and technological advancements ( Paul et al. , 2004b ) are increasing virtuality and multiculturality in teams ( Gibson et al. , 2014 ), resulting in the prevalence of geographically dispersed international teams over face-to-face ones ( Stahl et al. , 2010 ). The combination of physical dispersion and cultural diversity ( Shachaf, 2008 ) increases the complexity of VTs due to the more radical differences between team members’ attitudes and perceptions ( Zimmermann, 2011 ). As a result, communication and the gaining of possible benefits associated with diversity may become more problematic ( Gibson and Gibbs, 2006 ). Implementing cultural diversity may result in misunderstandings and conflicts between team members ( Maznevski et al. , 2006 ; Paul et al. , 2004b ; Stahl et al. , 2010 ) due to reasons such as the communication ( Shachaf, 2008 ) and social categorization ( Harush et al. , 2018 ). Hence, conflict management is of significant importance as often team dynamics are complicated not only in the virtual settings but also by the cultural heterogeneity ( Paul et al. , 2004a ; Paul, Seetharaman, et al. , 2004b ). The debate whether cultural diversity increases or decreases conflicts in VTs is continuing ( Kankanhalli et al. , 2006 ; Mortensen and Hinds, 2001 ). Kankanhalli et al. (2006) discovered from their in-depth study that cultural diversity in VT leads to relationship and task conflicts, which they explain by the similarity attraction theory ( Wells and Aicher, 2013 ) and social identity theory ( Ashforth and Mael, 1989 ). Usage of the latter theory is also supported by Mortensen and Hinds (2001) and Harush (2018) , who emphasized the vital role of forming a global identity as a self-categorization process to a shared team ingroup identity to reduce the level of relational conflicts in GVT’s environment, especially in the circumstances of low task interdependence. Paul, Seetharaman, et al. (2004b) support the negative impact of team members’ cultural diversity on conflict resolution processes and group interactions due to the variations in values. Furthermore, Staples and Zhao (2006) concluded that culturally diverse teams indicated lower levels of satisfaction and cohesion and higher levels of conflicts. However, it was also pointed out that culturally diverse VTs showed higher performance rates and fewer conflicts than face-to-face ones. This finding emphasizes the importance of taking under consideration not just every separate characteristic of a team but the combinations of the teams’ settings. Whilst to some, cultural heterogeneity of teams can negatively impact interactions and communication processes, increasing conflicts ( Pelled, 1996 ), to others, diversity can be very beneficial for teams’ dynamics and conflict reduction ( Staples and Zhao, 2006 ). These opposing viewpoints could be explained by several factors. For instance, Paul et al. (2004a) , in contrast to a widespread belief about the negative impact of cultural diversity on group dynamics, found that higher levels of agreement within international groups could be achieved by conflict management ( Paul et al. , 2004a ) and relevant media choices ( Klitmøller and Lauring, 2013 ). Additionally, according to Stahl et al. (2010) , the physical dispersion of team members tends to moderate the impact of cultural diversity on conflicts as the virtual international teams showed lower levels of conflicts and higher social integration compared with multicultural collocated teams. These findings were similarly indicated by Mortensen and Hinds (2001) in their earlier research with the reason that the notion of reduced conflicts could be a result of either stronger ingroup integration or an adverse environment for conflicts to arise.

4.4 Knowledge management cluster

Efficient knowledge management is vital for the success of a company, project or team ( Chiravuri et al. , 2011 ). The process of knowledge transferring, sharing and exchanging provides additional challenges for collocated teams ( Ortiz De Guinea et al. , 2012 ). Due to the globalization dynamics, knowledge sharing between geographically distributed team members and experts has become an integral part of international companies and VTs ( Raab et al. , 2014 ). Consequently, knowledge management in VTs and presumed conflicts came to the scholars’ attention due to the complex settings of geographically distributed teams. The implied challenges are explained as difficulties in sharing comprehensive knowledge with no face-to-face communication potentially creating sub-groups ( Boh et al. , 2007 ) and reducing the attention of team members under virtual circumstances ( Ortiz De Guinea et al. , 2012 ). This, in turn, may lead to misunderstandings ( Hinds and Bailey, 2003 ), failure of information sharing ( Hinds and Mortensen, 2005 ) and other interpersonal difficulties ( Boh et al. , 2007 ). Ortiz De Guinea et al. (2012) argue that the predominantly multicultural composition of geographically dispersed teams issues such as language diversity may jeopardize the knowledge sharing process and boost the frequency of conflicts. Chiravuri et al. (2011) indicated that a combination of a lack of face-to-face cues ( Klitmøller and Lauring, 2013 ) and probable culturally contrasting behavioral models can cause different patterns of information exchange, which in turn leads to misunderstandings ( Cramton, 2001b ; Kayworth and Leidner, 2002 ) and conflicts during the knowledge capture process. At the end of the study, the authors emphasized a repertory grid cognition-based technique (“cognitive mapping technique that attempts to describe how people think about the phenomena in their world” [ Tan and Hunter, 2002 , p. 40]) as a reliable measure for decreasing conflicts in VTs in the knowledge capture process ( Chiravuri et al. , 2011 ). Furthermore, Klitmøller and Lauring (2013) put a value on the multicultural element of VTs and its important role in the process of selecting particular types of media for knowledge exchange (e.g. using a rich media for more ambiguous matters and a lean media in case of canonical knowledge exchange). Raab et al. (2014) researched the mechanisms of knowledge sharing in a globally dispersed context identifying a link between the imbalance of the geographical distribution of group members and the low efficiency of knowledge sharing due to the strong social categorization processes ( Polzer et al. , 2006a ) and potential conflicts between subgroups ( Fiol and O’Connor, 2005 ; Hinds and Mortensen, 2005 ). Indeed, a proper mix of technological and organizational elements is believed to be crucial for proper knowledge exchange, open knowledge sharing and all other issues connected to knowledge management in the conditions of virtual collaboration ( Zammuto et al. , 2007 ). Tools of virtual communication may reduce cultural differences ( Stahl et al. , 2010 ) and positively impact knowledge-sharing processes ( Klitmøller and Lauring, 2013 ).

4.5 Team management cluster

“E-communicational”, i.e. a manager positions himself as a part of a VT and takes under consideration teleworking specificities maintaining informal communication, interpersonal trust, increasing perceived proximity and also exposing a strong shared identity that tends to prevent conflicts ( Mortensen and Hinds, 2001 ); and

“Control mode”, i.e. managers are not co-teleworkers as they manage VTs prevailingly, focusing on work objectives with high levels of institutionalization and formalization.

On the one hand, managerial interference may impede establishing social connections between group representatives ( Gulati, 1995 ). On the other hand, managers should intervene in the virtual setting of a team, stimulating frequent and effective communication. In this way: team members could build better social relationships ( Malhotra et al. , 2007 ; Raab et al. , 2014 ; Saunders and Ahuja, 2006 ) and not experience conflicts due to obstacles in the technological adaptation ( Thomas and Bostrom, 2010 ). The latter claim is also supported by Chiravuri et al. (2011) , who consider that a manager has to be involved in the in-group processes to discern the nature of conflicts. In the case of a cognitive conflict, this should be closely monitored as it is capable of causing either stagnation of the process or improved solutions ( Chiravuri et al. , 2011 ). In the study by Raab et al. (2014) , managerial involvement was found to be a mitigator of cultural boundaries but had no moderating effect on the relationship between trust and satisfaction with knowledge sharing in globally dispersed groups. Thus, managers may be concerned with tracking the essence and type of a conflict in VT’s dynamics and implementing appropriate conflict management techniques to increase the productivity of a project.

5. Setting-up a research agenda

The purpose of this paper is the systematization of the accumulated knowledge of the field and, because of that, paving interesting and promising research avenues ( Caputo et al. , 2018b ; Tranfield et al. , 2003 ), especially about the results of the systematic literature review, the clear focus characterizing research of emerging conflicts and conflict management in VT, and these are interpreted in a framework stressing possible interconnections and relationships among them.

The logic of the framework is consistent with the traditional input-process-output (IPO) approach to studies on VT and has been used in previous systematic literature reviews ( Garro-Abarca et al. , 2021 ; Gilson et al. , 2015 ). Differently from that, however, the linearity of a pure IPO logic did not emerge from the results of that literature. For this reason, our interpretative framework cannot postulate a single or cause-effect directionality between its theoretical blocks, hypothesizing fuzzy and yet to be untangled relationships. The “fuzziness” refers to a nonlinearity, i.e. a block seems to have several impacts on others e.g. direct, indirect, moderated or mediated effects; recursive relationships, i.e. most of the blocks have bi-directional relationships with the others; thus, self-reinforcing loops based on previous interaction either positive and negative may occur; configurational approach, i.e. a single block when considered in isolation seems to hold a limited explanatory power, and better results would be achieved analyzing several factors together. Thus, it would be reasonable to say that it is not so much the presence or the intensity of a single element/block to determines the outcomes but the co-presence or, conversely, the co-absence of a set of elements that is the key interpretation. In Figure 5 , we only adopted the categorization of the IPO framework, specifically the antecedents, dynamics and outcomes, and we also depicted rippled lines among these categories to represent the fuzziness of these relationships. However, any category of the theoretical blocks potentially influences and is influenced by the others; thus, the arrows are present at both ends of the lines.

The first category of antecedents is fixed elements that come from the structural contingencies in which a VT operates its composition. These structural elements refer to the demographic, cultural and individual characteristics of team members, and they can be grouped under the umbrella concept of the heterogeneity existing in a team. This heterogeneity is the root of several latent or actual conflicts and conflict-related dynamics that may affect individual team members or the whole group ( Schaubroeck and Yu, 2017 ). For example, different personalities or intensity of traits, e.g. consciousness and extraversion, may increase or lessen dyadic conflicts among members ( Turel and Zhang, 2010 ). However, these elements do not affect only conflicts but also shape different strategies to manage them, opening the debate to a contingent and contextual approach to conflict management in VTs. As evidenced from the thematic clusters, heterogeneity may pertain to different cultural backgrounds that may hinder the process of cohesion due to the homophily phenomenon, thus preferring individuals with similar characteristics or common shared culture. This stimulates the formation of sub-groups ( Gibson and Gibbs, 2006 ), highlighting the necessity of specific strategies to reduce conflicts and the fault-lines within a team. Heterogeneity, however, is a broader concept than merely culture ( Boh et al. , 2007 ). As the geographical dispersion of team members increases, the higher is the likelihood of having team members with diverse institutional, economic and other contingencies that may stimulate an increment of conflicts, stricter management of them and other problems in the functioning of a team ( Jimenez et al. , 2017 ). This heterogeneity may directly influence a team or individual performance, but its indirect effect via conflicts, conflict management strategies and functioning processes of a team are still yet to be explored (dynamics). Future research avenues could inquire what type of heterogeneity factors can have a different impact in VT from those traditionally stressed for co-located teams. Even more interesting could be a study of whether heterogeneity plays a different role in the strategy to manage those conflicts or affect the team functioning of a VT in different ways. For instance, are these potential tensions more marked in VTs related to the fact that interactions are less frequent and with less embedded exchanges ( Hinds and Bailey, 2003 )? Conversely, as individual differences seem to play a minor role in VTs, can these tensions be lessened when in co-located teams ( Wakefield et al. , 2008 )? Paying attention to the heterogeneity of a VT also holds strong implications for practice; managers and leaders should first carefully design the composition of a VT not only for reasons of technical competencies but also of cultural and soft skill aspects related to the team members. This may reduce potential conflicts at several levels. Second, even if a proper design is not implementable, the heterogeneity of a VT should be fully acknowledged to counterbalance the tendency to disengage.

The second category of this interpretative framework is represented by what has been termed as dynamics, as all these elements pertain to interactions among members and the several processes through which VT functions and performs ( Breuer et al. , 2016 ). In our framework based on identified clusters, we consider these categories: the conflicts, in terms of their nature and level of impact, the conflict management process and other relevant dynamic interactions occurring in a team, called team functioning that specifically includes the process of building trust and that of managing knowledge flows. As premised, the fuzziness of these relationships also reveals that blocks of the same category have internal relationships e.g. conflict management impacts, and is impacted by, the characteristic of conflicts in VTs and by the team functioning elements of VTs. Similarly, we expect conflicts to impact team functioning directly and via the various degrees of conflict management and vice versa.

In terms of conflicts in VTs, discrimination should be made of the nature of the conflict. Virtuality, on the one hand, may stimulate relational conflicts, as misunderstandings in communication and lack of trust occur more readily ( Hinds and Bailey, 2003 ). Caputo et al. (2019) , in a bibliometric overview of conflict management studies, highlighted the important role of culture in the relationship between trust and conflict. It is expected that building trust and managing trust-based conflicts are more complex in virtual settings due to their enhanced multicultural composition and the difficulty for individuals to decodify clues in a virtual environment. However, in task-based conflict, such a clear negative influence does not seem so prominent ( Gibbs et al. , 2017 ). To summarize, can conflicts of different nature be affected by virtuality, and in which ways? Are there interactional effects? Similarly, the specific level at which conflicts are embedded is also relevant. Conflicts may spur at an individual level, for example, a team member that has to juggle between work and personal life ( Clark, 2000 ). The Covid-19 pandemic poses serious questions about the ambivalence of flexible work arrangements and also in VTs, especially concerning team members with care duties ( Hilbrecht et al. , 2008 ). Conflicts can be related to a dyadic sphere from a faction of the team members to the whole group ( Park et al. , 2020 ). These different levels are not well addressed in team literature, and the virtuality adds complexity to the debate. How do individual, dyadic and group-level conflicts influence each other? How does virtuality impact the propagation of a specific level of conflict onto others? Is it stronger or more insulated?

Conflict and conflict management strategies should also be clear prerogatives of the leaders of VT. Leaders should determine the specific nature and level of impact of this conflict to design proper conflict management strategies. Escalating or de-escalating strategies should be in place to keep a high level of engagement and other team dynamics.

There are several dynamic processes, such as communication ( Jarvenpaa and Leidner, 1999 ), leadership ( Hill and Bartol, 2016 ) and temporality ( Saunders and Ahuja, 2006 ), all of which may cause or redeem conflicts in VTs. In turn, when properly (or poorly) executed, these dynamics create sediment (or detriment) for social identification and trust, fueling (or hindering) any further in-group interactions, exchanges and conflicts ( Brahm and Kunze, 2012 ; Harush et al. , 2018 ). Future studies are required to untangle the nexus between such dynamics, especially as moderators and mediators ( Gilson et al. , 2015 ). This is also true about the structural elements: are there joint processes influencing each other to cause conflicts? In addition, as Garro-Abarca et al. (2021) highlighted, the Covid-19 pandemic has quickly changed organizational routines moving traditional co-located teams into the virtual space. Did the changes induced by the pandemic create alternative processes and their related conflict? Does a “new normal” exist in which processes will be managed differently from the past, blending elements of virtuality into traditional teams? All these considerations are research avenues to be considered.

Virtuality, in general, seems to reduce the ability of a VT to manage knowledge ( Raab et al. , 2014 ), but some positive effects have also been depicted ( Klitmøller and Lauring, 2013 ). These contrasting results are probably because knowledge management is a broad concept traditionally articulated in sub-processes: knowledge acquisition, creation, sharing or transferring, accumulation or retrieving and application or usage ( Inkinen, 2016 ). Each of these processes may be influenced differently from virtuality, the heterogeneity of the team and the other team functioning dynamics. For example, knowledge sharing is reinforced by participative leadership styles ( Pellegrini et al. , 2020 ), but participation and engagement may be reduced in VT due to latent conflicts. Conversely, knowledge accumulation in a virtual environment may be enhanced as to properly function; most VTs need a large stock of codified knowledge. Thus, future studies should address the relationships between every single process of knowledge management and their interactional effects with the antecedents of conflicts, the type and level and strategies to manage them, not forgetting to consider the indirect and interactional effects of other team functioning processes. To summarize, how do the different processes of knowledge management relate to conflicts, conflict management strategies and team functioning in a VT context? Future studies may consider the fast-changing technological environment of the past decade, for example, considering the advent of the 4.0 revolution. If more inclusive and far-reaching information and communications technology tools alleviate the differences between co-located and VTs ( Bradley et al. , 2013 ), the sophisticated approaches of the 4.0 such as the Internet of Things ( Caputo et al. , 2016a ), big data ( Rialti et al. , 2020 ) and artificial intelligence algorithms may offer interesting modifications about the impact on knowledge management and team performance in general ( Manesh et al. , 2020 ). How will the 4.0 revolution affect conflicts in VTs?

Considering the practical implications related to several teams’ functioning processes, leaders may consider constructing a managerial grid to keep control of either the individual performance or the overall group-level results. These ongoing evaluations can help to detect conflicts earlier and thus structure a proper conflict management strategy.

Considering the final category of outcomes, conflicts have been generally studied concerning their negative impacts on the performance of VTs. Virtuality tends to exacerbate conflicts and may reduce the consequentially a VT’s performance ( Hinds and Mortensen, 2005 ). However, as already presented in this framework, a relationship of linearity must be excluded. Too many other co-factors may intervene due to the heterogeneity of the composition of the team, the way conflicts are handled, and their impacts on other crucial dynamics. Conflicts cannot be reduced in this univocal direction ( Ortiz De Guinea et al. , 2012 ). Future studies are, thus, invited to clearly define their performance variables and hopefully consider virtuality as a continuum ( Malhotra and Majchrzak, 2014 ) to avoid partial conclusions. Adopting this framework, interesting avenues may be explored about the interactional effects of its several theoretical building blocks. For example, does the different nature of conflicts impact differently on performance? Are these impacts also affected by the specific sources of conflicts (processes of latent elements)?

Further future research avenues may also come from the adoption of newer methodologies in the field of conflict management, such as fuzzy-set qualitative comparative analysis (fsQCA), a methodology we could not find in the analyzed data set but that is receiving growing attention in management research ( Kraus et al. , 2018 ; Pappas et al. , 2021 ). FsQCA is a set-theoretic approach that is used to investigate complex causality, and therefore, allows for the identification of specific combinations of conditions called configurations that are nonexclusive and lead to the same outcome ( De Crescenzo et al. , 2020 ; Ragin, 2008 ). Future studies could use fsQCA to test empirically our proposed framework allowing the complexity of conflict and conflict management in VTs to be investigated.

6. Conclusion

This paper presents the results of an investigation into the existing literature published over the past two decades about conflict management and VTs. To provide a thorough and systematic analysis in support of the growing needs of managing virtual workforces and projects, innovative bibliometric methods have been deployed, displaying an overall view of the field of research and a systematic review has provided us with the details of the five identified thematic clusters enabling a holistic framework to be developed. Results have shown the importance of the interlinkages between the five clusters such as trust, performance, cultural diversity, knowledge management and team management are well-defined topics that rely on each other’s findings for advancing knowledge and practice.

Although this study adopted a rigorous and systematic methodology of review, some limitations remain. Specifically, a limitation may lie in focusing on management studies that contribute to focusing and positioning the paper in a clear discipline of research and homogeneity of data, but it may result in overlooking contributions from other fields. Moreover, to fulfill the need for homogeneity of bibliographic data, the study focused only on published journal articles omitting books, book chapters, conference papers and nonpeer-reviewed papers. This limitation is balanced by the higher quality and rigor of studies that have been peer-reviewed and future studies, perhaps using a meta-analytic approach, may also consider these outputs. As in previous systematic review studies, our study has been privileged to offer a wider overview and research agenda rather than deepening into fine-grained details. However, as this tradeoff is a natural consequence of review studies, our review and agenda offer a solid ground for future studies to build upon and further advance our knowledge of conflict management in VTs, satisfying the latest needs of organizations and societies linked to the increase in remote working conditions.

Number of papers published per year

Network diagram of co-citation analysis

Network diagram of bibliographic coupling analysis

Network diagram and overlay visualization of keywords

A framework for conflict management in virtual teams

Most cited journals

Most prolific authors

Most cited authors

Criteria of the co-citation analysis

Co-citation analysis

Bibliographic coupling analysis

Main topics from the co-occurrence of keywords analysis

Most influential articles

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Corresponding author

About the authors.

Andrea Caputo is an Associate Professor in Management at the University of Trento, Italy, and at the University of Lincoln, UK, where he is part of the UNESCO Chair in Responsible Foresight for Sustainable Development. His main research interests include entrepreneurial decision-making, negotiation, digitalization and sustainability, internationalization and strategic management of SMEs. He is the editor of the book series “Entrepreneurial Behaviour” (Emerald), and Associate Editor of the Journal of Management and Organization. His research was published in over 100 contributions, including articles in highly ranked journals, e.g. HRM Journal , Journal of Business Research, Small Business Economics , International Journal of Conflict Management , Journal of Knowledge Management , Business Strategy and the Environment and IEEE TEM among the others.

Mariya Kargina is a PhD Candidate in Organizational Behavior at the University of Rome “Tor Vergata”. She holds a Master of Science from the University of Lincoln, UK. Her research interests are cross-cultural management, cultural intelligence and global virtual teams. Her research was published in the Journal of Marketing Analytics and presented at several international conferences.

Massimiliano Matteo Pellegrini is an Associate Professor of Organizational studies and Entrepreneurial behaviors at the University of Rome “Tor Vergata”. Previously, he worked at Roehampton University Business School and University of West-London. He is the editor of the book series “Entrepreneurial Behaviour” (EmeraldPublishing), Associate Editor at International Journal of Transition and Innovation System, and past Chair of the Strategic Interest Group of Entrepreneurship (E-ship SIG) at the European Academy of Management (EURAM). He published in highly ranked journals as e.g. Journal of Business Research , Small Business Economics , Journal of Business Ethics , IEEE Transaction on Engineering Management and Journal of Small Business .

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106 Conflict Resolution Essay Topic Ideas & Examples

Inside This Article

Conflict resolution is an essential skill that plays a crucial role in various aspects of our lives. Whether it is in personal relationships, the workplace, or even on a global scale, conflicts are inevitable. However, it is how we address and resolve these conflicts that determines the outcome and impact they have on our lives and the world around us.

Writing an essay on conflict resolution can provide a deeper understanding of this skill and its significance. To help you get started, here are 106 conflict resolution essay topic ideas and examples:

• The importance of conflict resolution in personal relationships.
• Conflict resolution techniques used in international diplomacy.
• The role of empathy in conflict resolution.
• Conflict resolution strategies for parents and children.
• The impact of unresolved conflicts on mental health.
• Conflict resolution in the workplace: best practices.
• The role of effective communication in resolving conflicts.
• Conflict resolution in multicultural societies.
• The influence of gender on conflict resolution.
• Conflict resolution and negotiation skills in business.
• The role of compromise in resolving conflicts.
• Conflict resolution in online communities.
• The impact of conflict resolution on organizational productivity.
• Conflict resolution and its effect on community building.
• The role of forgiveness in conflict resolution.
• Conflict resolution in educational settings.
• Conflict resolution in the criminal justice system.
• The impact of cultural differences on conflict resolution.
• Conflict resolution in the healthcare industry.
• Conflict resolution in sports teams.
• Conflict resolution and human rights.
• The role of power dynamics in conflict resolution.
• Conflict resolution and social media.
• The impact of conflict resolution on economic development.
• Conflict resolution in environmental disputes.
• Conflict resolution and international cooperation.
• The role of mediation in conflict resolution.
• Conflict resolution in the family business.
• The impact of conflict resolution on personal growth.
• Conflict resolution and social justice.
• Conflict resolution and restorative justice.
• The role of negotiation in conflict resolution.
• Conflict resolution in political campaigns.
• The impact of conflict resolution on romantic relationships.
• Conflict resolution in the classroom.
• Conflict resolution and conflict prevention.
• The role of compromise in international conflicts.
• Conflict resolution and the media.
• Conflict resolution in the digital age.
• The impact of conflict resolution on community engagement.
• Conflict resolution and public policy.
• Conflict resolution and mental health stigma.
• The role of leadership in conflict resolution.
• Conflict resolution in the family court system.
• Conflict resolution and peacebuilding.
• The impact of conflict resolution on employee satisfaction.
• Conflict resolution in the nonprofit sector.
• Conflict resolution and social inequality.
• The role of trust in conflict resolution.
• Conflict resolution in the music industry.
• Conflict resolution in urban planning.
• The impact of conflict resolution on interpersonal relationships.
• Conflict resolution in the military.
• Conflict resolution and workplace diversity.
• The role of emotions in conflict resolution.
• Conflict resolution and environmental conservation.
• Conflict resolution in international trade disputes.
• Conflict resolution and community policing.
• The impact of conflict resolution on team dynamics.
• Conflict resolution in diplomatic negotiations.
• Conflict resolution and conflict transformation.
• The role of dialogue in conflict resolution.
• Conflict resolution and social change.
• Conflict resolution in healthcare teams.
• Conflict resolution and human rights violations.
• The impact of conflict resolution on organizational culture.
• Conflict resolution in online gaming communities.
• Conflict resolution and the justice system.
• The role of compromise in interpersonal conflicts.
• Conflict resolution and urban development.
• Conflict resolution in the tech industry.
• The impact of conflict resolution on workplace communication.
• Conflict resolution and gender equality.
• Conflict resolution in community organizations.
• Conflict resolution and sustainable development.
• The role of active listening in conflict resolution.
• Conflict resolution in international peacekeeping missions.
• Conflict resolution and social entrepreneurship.
• The impact of conflict resolution on employee well-being.
• Conflict resolution in the film industry.
• Conflict resolution and environmental justice.
• The role of negotiation in interpersonal conflicts.
• Conflict resolution in public health emergencies.
• Conflict resolution and poverty reduction.
• Conflict resolution in online dating.
• The impact of conflict resolution on family dynamics.
• Conflict resolution and international human rights law.
• Conflict resolution and workplace ethics.
• The role of compromise in political conflicts.
• Conflict resolution in the fashion industry.
• Conflict resolution and sustainable agriculture.
• Conflict resolution in international aid organizations.
• The impact of conflict resolution on organizational effectiveness.
• Conflict resolution in online marketing campaigns.
• Conflict resolution and racial justice.
• The role of empathy in interpersonal conflicts.
• Conflict resolution in disaster response efforts.
• Conflict resolution and social media activism.
• The impact of conflict resolution on team performance.
• Conflict resolution in international business transactions.
• Conflict resolution and sustainable tourism.
• Conflict resolution in humanitarian interventions.
• The role of compromise in environmental conflicts.
• Conflict resolution and sustainable energy.
• Conflict resolution in international sports competitions.
• The impact of conflict resolution on community empowerment.

These essay topics cover a wide range of areas where conflict resolution plays a significant role. Whether you are interested in personal relationships, international affairs, or social justice, there is a topic that suits your interests. Remember to conduct thorough research and provide examples to support your arguments. Good luck with your essay!

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Conflict Management: Difficult Conversations with Difficult People

Amy r. overton.

1 Division of Health Policy and Management, Department of Health Administration, School of Public Health, University of Minnesota, Minneapolis, Minnesota

Ann C. Lowry

2 Division of Colon and Rectal Surgery, Department of Surgery, University of Minnesota, St Paul, Minnesota

Conflict occurs frequently in any workplace; health care is not an exception. The negative consequences include dysfunctional team work, decreased patient satisfaction, and increased employee turnover. Research demonstrates that training in conflict resolution skills can result in improved teamwork, productivity, and patient and employee satisfaction. Strategies to address a disruptive physician, a particularly difficult conflict situation in healthcare, are addressed.

Objectives: Upon completion of the article, the reader will: (1) Understand the importance of conflict resolution and management. (2) Recognize skill sets applicable to conflict management. (3) Summarize the steps necessary involved in a successful confrontational conversation.

Conflicts of various magnitudes occur frequently. You share a workspace with a colleague who consistently leaves the space disorganized and messy, which seems unprofessional to you since patients are seen in that office. Or a senior colleague insists being the first author on a research paper when you did all the work. In the preoperative area, the anesthesiologist disagrees with your surgical plan in the presence of the patient. A more extreme example would be a disruptive physician who yells or throws charts or instruments.

The frequency of conflict has been measured in several settings. In an observational study of operating rooms, conflicts were described as “high tension events”; in all surgical cases observed there was at least one and up to four high tension events. 1 Another study found on average four conflicts per operation emerged among operating room team members. 2 In a survey of 5,000 full time employees in nine different countries, 85% of employees dealt with conflict at work to some degree and 29% dealt with conflict frequently or always. 3 Another viewpoint focuses upon “toxic personalities” defined as “anyone who demonstrates a pattern of counterproductive work behaviors that debilitate individuals, teams, and even organizations over the long term.” 4 Conflict occurs frequently when working with such people. In a survey, 64% of respondents experienced a toxic personality in their current work environment and 94% had worked with someone like that during their career. 4 In another study, 91% of nurses reported experiencing verbal abuse. 5 The impact of these interactions on mood is significant. In a real-time study, employees recorded interactions with a coworker or superior at four random intervals daily; the employees rated the interactions as positive or negative and recorded their mood. The negative interactions affected the employee's mood five times more strongly than positive encounters. 6

Some would argue that conflict may be beneficial in certain situations, but in others it has negative consequences. 7 The proposed benefits of conflict include improved understanding of the task, team development, and quality of group decision making. The other line of thought suggests that conflict distracts from the immediate tasks and wastes resources on conflict resolution. Whether or not it is occasionally helpful, it is clear that many instances of conflict are harmful.

Conflict is associated with significant cost to organizations. In the study of employees from nine countries, the average number of hours spent per week on workplace conflict varied from 0.9 to 3.3 hours. In the United States, the average was 2.8 hours. 3 The calculated expense based on average hourly earnings in 2008 was $359 billion in lost time. High rates of employee turnover and absenteeism are associated with environments where conflict is poorly managed.

Health care is a complex system that requires effective teamwork and cooperation to function well. Patient safety research reveals that patient outcomes are negatively impacted when conflict mismanagement and other dysfunctions occur. 8 9 10 Another consequence of poorly managed conflict is disruption of care. In a national survey of physicians, almost two-thirds of respondents reported seeing other physicians disrupt patient care at least once a month. 11 More than 10% of the respondents reported witnessing that behavior daily.

Frequent causes of conflict include lack of clarity with expectations or guidelines, poor communication, lack of clear jurisdiction, personality differences, conflicts of interest, and changes within the organization. 12 Behavior that results in conflict could include bullying, limited communication or not sharing important information, and verbal or physical violence. 13 Employees cite personality clashes, stress, heavy workloads, poor leadership at the senior and managerial levels, lack of honesty and openness, and lack of role clarity as the most frequent causes of conflict. 3

Although conflict cannot be avoided, it can be managed. Since conflict will always be present on an individual and organizational level, it is important to develop the skills to appropriately manage a difficult conversation or interaction. Experts agree that the skills necessary can be acquired; they believe that conflict competence can be defined and learned. One definition of conflict competence is “the ability to develop and use cognitive, emotional, and behavioral skills that enhance productive outcomes of conflict while reducing the likelihood of escalation or harm.” 14 The goal is to be competent in having difficult conversations. One model uses the terminology “crucial conversations and “crucial confrontations.” A “crucial conversation” is defined as “a discussion between two or more people where (1) the stakes are high, (2) opinions vary, and (3) emotions run strong.” 15 Confrontations are those face-to-face conversations in which someone is held accountable. 16

Real life examples prove their statements and the benefits of improved conflict management. One group demonstrated that teaching the necessary communication skills resulted in 10% improvement in their habits of confronting difficult issues. 16 With that change, customer and employee satisfaction, productivity, and quality also improved. An information technology (IT) group found that improved communication practices resulted in 30% improvement in quality, almost 40% increase in productivity, and near 50% decrease in costs. 16 CPP Global report “Workplace Conflict and How Business Can Harness it to Thrive” study found “training does not reduce the occurrence of conflict, but it clearly has an impact on how conflict is perceived and can mitigate the negative outcomes associated with conflict.” 3

Various models of successful conflict management have been proposed. 14 16 The models typically include discussions of common responses to conflict and ways to effectively address conflict. These models will be combined and summarized in this article.

The common underlying principles of all the models are that

• Conflict is inevitable and that both positive and negative consequences may occur depending on how the conflict is managed.
• The results are likely to be better with active engagement rather than avoidance.
• People must be motivated to address conflict.
• Behavioral, cognitive, and emotional skills can be acquired.
• Emotional skills require self-awareness.
• The environment must be neutral and feel safe.

Response to Conflict

To begin this process, it is important to cultivate self-awareness in regards to one's physical and emotional reaction to situations involving conflict. The most common responses on approaching conflict include: avoiding, accommodating, competing, compromising, and collaborating. 17 Avoidance (or silence) refers to an individual recognizing conflict in a situation and actively deciding to not engage or deal with the problem. Avoidance may be prudent when the issue is minor in nature, as a temporary response when emotions are high or when others can resolve an issue more efficiently. This approach would be the opposite of someone whose response is to compete, which is categorized as being forcing, uncooperative, and assertive in the situation. Competition might be appropriate in emergent situations or actions known to be unpopular need to be taken on an important issue. People whose response is to accommodate others generally do not have their own needs met. Accommodation may be necessary when one is wrong, if the issue is more critical to others or if the value of harmony in the situation outweighs the benefit of a conflict. When accommodation is used, the conflict is resolved but if the pattern repeats itself frequently residual resentment may affect the relationship. Accommodation is also referred to as yielding. 18 Compromise and collaboration are both a balance of assertiveness and cooperativeness. The difference between the two is that compromise is often a negotiation between two parties with equivalent power, whereas collaboration is focused on finding a solution where all parties involved have their needs met. Compromise is focused on fixing a problem with a set amount of resources and collaboration allows for a broader view on problem solving. A combination of compromise and collaboration has also been defined as a problem-solving response. 18 Although there is not a correct response, responses characterized by open-mindedness to the ideas and perspectives of others promote positive outcomes. 17

Conflict Management Skills

When a conflict exists, the first step is to decide whether to address it. That decision involves balancing the reward against price of addressing the issue; that balance is unique to each circumstance. Some general rules are that if the issue is troublesome enough that it is affecting your behavior or weighing on your conscience, it should be addressed. It is important not to confuse the perceived difficulty of the conversation with determination of whether it will be beneficial and appropriate to proceed. Perceived differences in power often impact a decision to address a conflict; however, lessons from aviation and other industries illustrate the benefits of open communication and the risks of silence even in situations of different levels of authority or power. 19 20

Once it is been decided to address the conflict, there are several steps involved in preparation for the conversation. One step is to determine the exact nature of the conflict. When considering the exact nature of the conflict, some authors offer the following guidance. 16 If the issue occurs once, it is appropriate to discuss the content of the issue; if it has occurred repeatedly, one should focus on the pattern of events. If the problem impacts your relationship with the other person or team members, then the topic should be your relationship. One pitfall of conflict management is allowing task or pattern type conflict to deteriorate to relationship conflict by overpersonalizing the issue. Another system appropriate for team conflict divides conflict into task, process, and relationship conflicts. Task conflict is similar to content conflict, while process conflict refers disagreement over team processes. 21

One must also thoroughly understand one's own position. It is critical to gather all of the background information and any data necessary to discuss the conflict. Then one needs to achieve clarity about what is desired from the confrontation as well as what one is prepared to give up or compromise. Another key element is awareness of which outcomes one considers undesirable. Part of the preparation is consideration of one's own motivations and goals as well as the motivations and goals of the other party. This step seems obvious but is frequently not done or only superficially evaluated. Considering why a rational and ethical person would have behaved in the manner troubling you often opens an alternative view of the situation. The authors of Crucial Confrontations label this preparation as “mastering your story.” 16 In short, it is understanding from as many vantage points as possible how the problem situation might have developed.

The level of intensity of the conflict is another consideration in determining how best to approach the issue. One model divides the intensity of conflict into five levels. 14 Level 1 is differences. Those are situations in which two or more people have different perspectives on the situation; they understand the other person's viewpoint and are comfortable with the difference. This level of conflict can be an asset for a team or organization because it allows individuals to compare or analyze without an emotional overlay. Level 2 are misunderstandings in which two people understand the situation differently. Misunderstandings are common and can be minor, but can also escalate when stakes are high. If there are negative consequences such as missed events or obligations people tend fault and accuse one another which adds negative emotions to the situation. If the misunderstandings are frequent, it may indicate problems with communication. Level 3 is disagreements; these are times when people have different viewpoints of the situation, and despite understanding the other's position they are uncomfortable with the difference. This level can also easily escalate if ignored. Level 4 is discord. In those instances, conflict results in relationship issues between the people involved even after a specific conflict is resolved. There is often constant tension between those individuals. Level 5 is polarization, which describes situations with intense negative feelings and behavior in which there is little to no hope of resolution. For those conflicts, the mandatory first step is the agreement to communicate.

Another aspect of preparation is to recognize your emotional response and how it might affect your view of the situation. Addressing a difficult situation when one is angry or frustrated is more likely to be ineffective than when one is calm. Several famous quotes illustrate the point.

“Speak when you are angry and you will make the best speech you will ever regret.”

–Ambrose Bierce

It is therefore important to postpone the discussion until one is able to think more calmly and clearly. It is helpful to have an awareness of behaviors that “push your buttons.” One list of possibilities comes from an assessment instrument, “Conflict Dynamic Profile (Center for Conflict Dynamics Eckerd College, St. Petersburg, FL)” that includes the following behaviors: abrasive, aloof, hostile, micromanaging, over analytical, self-centered, unappreciative, unreliable, and untrustworthy. 22 A technique to reduce tension is cognitive reappraisal or reframing which refers to looking at alternative perspectives and outcomes of the situation to “reframe” it in a different, generally positive, light. Some other suggested techniques to manage one's emotions are consciously identifying and addressing one's fears about the outcome of the conflict or possible consequences. Centering techniques, which are based on martial arts, offer a way to calm oneself and focus on the positive aspects of the situation. 14

“The great remedy for anger is delay”

–Thomas Paine

All conflict management research confirms that setting a safe environment is a critical element in successful management of conflict. In a safe environment, all participants believe they will be respected and treated fairly. The authors of Trust and Betrayal in the Workplace present a model that includes three different types of necessary trust. 23 One is contractual trust or trust of character which is confidence in the intentions of others. The second is communication trust or trust of disclosures. In an environment with communication trust, everyone is comfortable that people will share information, be honest, and keep private information confidential. The final type is capability trust; when present, the participants have confidence in others' abilities to deliver on promises. That model recognizes that trust can be harmed by betrayal, but also rebuilt.

Another description of a safe environment is one with mutual respect and mutual purpose. 16 Mutual respect involves using a tone of voice and words and facial expressions that convey respect for others as human beings. Mutual purpose is having the common goal of problem solving. Although the first model may seem difficult to achieve in all situations, mutual respect and mutual purpose are basic required elements for an effective discussion of a conflict.

How does one establish a safe environment? The conversation must be held in a private, preferably neutral, setting with enough protected time for the discussion. Some experts suggest that a potentially neutral way to establish the goal of joint problem solving is to start the discussion by describing the gap between the expected and observed behavior. Other options include asking for permission to discuss a topic or beginning with the facts from your perspective or your observations. It sets the wrong tone to start the conversation with your conclusion, particularly if it is harsh. One should share all appropriate and relevant information and avoid being vague. 16 Other tips to maintain a safe environment include asking open-ended questions, focusing initially on points of agreement and using “I” statements. Some examples of “I” statements are “I feel frustrated” and “I am concerned.” One must be aware of one's body language as well as tone and volume of voice.

Common mistakes to avoid are trying to soften the message by mixing it with complimentary statements or using an overly familiar tone of voice initially before addressing the problem. Most people feel they are being manipulated or treated dishonestly when the messages are mixed. Inappropriate humor or comments disrupt the rapport needed for a safe environment. Another common error is using nonverbal hints or subtle comments with the belief they can successfully address a conflict. This technique is risky because one is never clear on the other person's interpretations of the hints or comments. It also does not work to blame someone else for a decision or request you are making. It ultimately undermines any respect or authority you may hold. Asking people to guess the reason for the meeting, essentially to read your mind, is irritating and ineffective at problem solving.

Once a decision has been made and a neutral environment decided upon for the conversation, there are key elements to conducting the conversation. One organization (CMP Resolutions) terms this first phase as scoping. 24 It includes the time to understand what is happening, each person's perspective of the conflict, and what is important to them, as well as establishing ways the involved parties can work toward a solution. The first step in the conversation is to allow all parties to state their opinions and their perspectives on the conflict. Before beginning, the ground rules regarding confidentiality and decision making should be outlined. Listening, respectively, to each participant during this step is very important. Asking clarifying questions without imposing one's own view of the situation is a skill that often requires practice. One must be aware of the tone and volume of voice to ensure that the environment remains respectful. Expressions of empathy such as “that sounds really difficult” are helpful in setting the tone and encouragement of information sharing. One should avoid judgmental or blaming statements. Listening skills are one of the primary skills to be developed when working on one's ability to manage conflict. Utilizing “AMPP” helps to remember four main listening skills that are helpful when faced with a problem. 16 “A” stands for ask which starts the conversation and allows the other person to discuss their feelings about the situation. Mirroring (M) is a tool to encourage the speaker to continue or offer more information when they seem reluctant. The technique involves statements about what you are observing (e.g., you seem down today) in the other person and then asking a question. The third technique, paraphrasing (P), is the restating of their responses in your own words which shows active listening and makes clear whether you both have the same understanding. Finally, prime (P) refers to priming the pump. It is useful when someone is clearly emotional about the issue but reluctant to talk despite the use of the first three techniques. With this method, one makes a guess out loud about what the other person might be thinking or feeling. One must choose the words carefully and use a calm tone to avoid worsening the situation. The goal is to make the other person feel comfortable speaking. Other potentially helpful acronyms to use during conflict management are seen in Table 1 .

The next part of the conversation is defining the problem. A consensus on the definition of the problem is necessary for participants to be able to compare and discuss solutions. As noted earlier, the problem might be defined as the issue with one occurrence, a pattern of episodes or the working relationship. After creating a mutually agreed upon definition, the next step is to brainstorm possible solutions to the conflict. If possible, these solutions should address the needs of all parties involved.

After a list has been created of alternative solutions, each participant should discuss their preferred solution. There also needs to be a “reality check” with the decision makers. Perhaps the ideal solution is too expensive or not feasible because of existing regulation or organizational policies. The goal is finding commonality and acceptable compromises that allow for all participants to feel like their needs are met and the conflict is being addressed. Once this solution is chosen, an action plan that outlines the “who, what, and when” of fixing the problem needs to be devised. Making sure that everyone involved understands their role and tasks are an important step to accomplish the solution.

Many models suggest that reflection on ways to prevent or more effectively handle similar conflicts in the future at the end of the conversation is beneficial. A follow-up plan is critical. If a plan with timelines is not designed and implemented, the behavior will typically change for a period of time but then slip back into old patterns. Whether the plan is another meeting, completion of certain tasks, or a system of monitoring, it should be defined clearly.

A particularly complex issue in conflict management is the disruptive physician. Historically, that issue has been addressed reluctantly if at all. The physician is often a high revenue producer and organizational leaders fear the consequences of antagonizing the physician or there is concern about a potential conflict of interest. The term is defined in various ways. One definition of disruptive physician behavior is “a practice pattern of personality traits that interferes with the physicians' effective clinical performance.” 25 The Ontario College of Physicians and Surgeons defined it as “inappropriate conduct whether in words or action that interferes with or has the potential to interfere with, quality health care delivery.” 26 An occasional bad day or overreaction does not constitute disruptive behavior. Rather it is the pattern of repeated episodes of significant inappropriate behavior.

The typical behaviors are often divided into aggressive and passive aggressive categories. Aggressive behaviors include yelling, abusive language, intimidation, and physically aggressive actions. Passive-aggressive behaviors include intentional miscommunication, impatience with questions, racial, general or religious jokes, and implied threats. Despite estimates that only 3 to 6% of physicians qualify as disruptive physicians, 27 the negative impact on the health care system is significant. The behavior undermines morale and productivity as well as the quality of care and patient safety. For example, nurses are less likely to call physicians with a history of disruptive behavior even when they need to clarify an order or report a change in a patient's condition. According to the Joint Commission, these behaviors “can foster medical errors, contribute to poor patient satisfaction and to preventable adverse outcomes, increase the cost of care, and cause qualified clinicians, administrators, and managers to seek new positions in more professional environments.” 28 In an academic environment, this behavior is associated with poor role modeling for students and trainees. Because of the impact, both the Joint Commission and the Federation of State Medical Boards addressed the issue in their standards and policies. 28 29

If the pattern of behavior is recognized early, a conversation with a trusted colleague or physician leader using the techniques described above might be sufficient to change the pattern of behavior. One model of corrective feedback starts by preparing the physician for the meeting with advanced notice and provision of a private setting and respectful atmosphere. Often asking the physician to provide a self-assessment of their interactions with others is a good starting point that can be followed with the observations of specific disruptive behaviors. Strategies for change and improvement as well as set expectations and a monitoring program need to be discussed and articulated before concluding the meeting. 30

There is evidence that an organization that sets standards for behavior and uses the principles of “action learning” to address variances will have desirable outcomes with disruptive physicians. Briefly, the principles of action learning, which was developed by Reginald Revans, are that the best learning occurs through active questioning and reflection rather than instruction. 31 The people involved tackle a real-life problem by asking questions, discussing alternative solutions, reflecting on change, and monitoring progress. In an interview study of independent, single-specialty surgical practices representing 350 physicians, the investigator determined whether the use of action learning principles correlated with desirable outcomes with disruptive physicians. 32 Desirable outcomes include retention of the physician with a change in the troublesome behavior. In 20 practices, action learning resulted in successful management of the problem.

However, most disruptive physicians require more intensive intervention. Reynolds argues that “constructive change in disruptive physicians comes through requiring adherence to expected behaviors while providing educational and other supports to teach the physician new coping skills for achieving the desired behaviors.” 25 A comprehensive evaluation including medical, chemical, and psychiatric evaluation is the first step. It is important to identify an underlying treatable condition. A program of remediation including educational and psychological training to foster new coping skills is outlined. A critical part of the program is long-term follow-through and monitoring. For most disruptive physicians, it is the threat of imposed consequences rather than internal motivation to improve that guides their compliance with the program. 25 Several well-established programs offer resources for the training including the Physician Assessment and Clinical Education (PACE) program at the University of California School of Medicine, San Diego 33 and the Distressed Physician Program at Vanderbilt University School of Medicine in Nashville. 34 A composite case study of transformative learning to address disruptive physician behavior illustrates the process used. 35

Conflict occurs frequently and often results in significant disruption and cost for individuals and organizations. Although often avoided or poorly managed, evidence suggests the skills for effective management of conflict can be learned. Multiple studies confirm when conflict is successfully addressed, and multiple benefits accrue to the organization and individuals.

622 Conflict Essay Topics & Examples

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🏆 Best Conflict Topics for Students & Essay Examples

👍 good conflict essay topics, 📑 simple & easy conflict essay titles, 📌 writing prompts about conflict, 🔎 unique conflict topics to write about, 💡 interesting topics to write about conflict.

• ❓ Essay Questions About Conflict
• “Borders” Short Story by Thomas King Analysis: Conflict, Themes, and More Being a person of Cherokee origin, the author is concerned with discussing the problems of the First Nations, paying focused attention to cultural heritage, and the disadvantages of total assimilation.
• Gaza-Israel Conflict: History and Portents The Gaza-Israel conflict took a new dimension following the election of the Hamas Party in 2005. The topic “History of the Gaza-Israel Conflict” will focus on the issues surrounding the conflict experienced in Gaza.
• The Difference Between Organizational Conflict and Misbehavior If a union induces an employee to participate in industrial action, both the union and the employee are obliged by the legal requirements of the industrial action.
• Conflict Management Essay The process of conflict management in organizations requires determination and participation of two parties, employees and the management. Furthermore, the employer should be empathetic to the employees and should be concerned of any problem with […]
• How to Resolve Conflict in Workplace Essay In fact, one of the roles of management in an organisation is to ensure peaceful environment that is characterised by workforce collaboration in the effort to meet the goals, mission, and aims of an organisation.
• Structural-Functional vs. Social-Conflict Theory However, the conflict theory says that the probability of change is embedded in the basic structures and relations among the classes of our society.
• The Israeli – Palestinian Conflict The purpose of this study is to establish the causes and the consequences of the Israeli Palestinian conflict. The question which this study seeks to address include what is the relationship between the conflict and […]
• Coronavirus: The Conflict Theory Consequently, in analyzing and explaining the issue of the new coronavirus, a Conflict Theorist would focus on the inequalities that contribute to the problem and shape its effect on the people.
• Israel Palestine Conflict The next phase of the conflict ranged from the year 1948 to the year 1967-a phase that was marked by the time the state of Israel was declared and the time the six days war […]
• Domestic Violence and Conflict Theory in Society The Conflict Theory explains remarkable events in history and the changing patterns of race and gender relations and also emphasizes the struggles to explain the impact of technological development on society and the changes to […]
• The Time Machine Conflict of Class . Wells’ Book Analysis The Morlock live in the underworld and only to appear during the daytime to hunt for the Eloi and feed on them.
• John Updike’s “A&P”: Themes & Conflicts Analysis Essay The main character of the story is Sammy, a teenager who tries to rebel against the system and structure of social norms represented in the text in the form of rules and standards typical for […]
• Face-Saving Strategies. Examples of Conflict Negotiation Face giving is the action that is intended to defend and understand the inclusion of other party in the negotiation. Face-loss is an activity that leads to loss of dignity, self-esteem, and reputation to the […]
• Karl Marx’s Sociology and Conflict Theory Thus, in Marx’s opinion, Capitalism causes the alienation of the masses and the constantly growing indignation of the proletariat for being exploited by the bourgeois.
• Functionalism, Conflict and Interactionism in Sociological Theories According to the views of the conflict theory, the main purpose of education in the society is maintaining social inequality as well as the power of those who rule in the society.
• Conflict of Gender Roles in Munro’s “Boys and Girls” Munro’s “Boys and Girls” is a story about a puzzled girl who struggles to find the balance between the battles of her inner female-housewife side, like her mother, and a boyish character who likes to […]
• Conflict in ‘The Most Dangerous Game’ by Connell Rainsford went through an internal conflict when he was in the ocean and had to keep stay focused by not panicking and realizing that his clothes were not helping his strokes and he ‘wrestled out […]
• Experience of Interpersonal Conflicts I believe that my case is closely related to the course materials and scholarly articles because the newly obtained knowledge might be beneficial for determining the appropriate model of communication with my parents and coping […]
• Conflict in the Public Sector: Management and Resolution This occurs due to the varying attitudes of people and understanding among the different clients; considering all these facts, the public sector needs to design strategies that would prove to be helpful in dealing with […]
• Intrapersonal and Interpersonal Conflict and Its Consequences The last two changes are conflict mitigation and conflict resolution. Group conflict is one of the most common forms of interpersonal dispute in the workplace.
• Types of Conflicts and Ways to Resolve Them In addition, the paper will examine the advantages and disadvantages that are related to conflict in the workplace, and effective ways of managing conflict.
• Industrial Relations: Conflict and Cooperation State regulations: the state play an important role in the determination of the management control strategy to be adopted by an organization.
• Peace and Conflict Resolution: External Intervention This is mainly due to the root cause of the conflict in reference to internal and external factors and the possible consequences of the intervention to the parties involved, citizen and the world as a […]
• Hamlet’s Renaissance Culture Conflict The death of Hamlet as the play ends indicates that though he was the definite answer to all the questions before him as he faced death, he was not in any position to give any […]
• Oscar Wilde’s “The Importance of Being Earnest”: Function of Conflict Through the external conflicts between Jack and Algernon’s opposing beliefs of love and honesty, their continuous disagreements about marriage and romance, and the fixation of the name Earnest between the men and their love interests, […]
• Youth Crime According to Conflict Theory The second one is that the youth might engage in criminal activities and violence due to misappropriation of resources, lack of jobs, and inadequate strategies to meet their social needs.
• Conflict of Interest Trying to define the problem of the conflict of interests within the professional of a chemical researcher, the specific examples are going to be considered with the possible ways of solving those situations.
• Achilles and Agamemnon’s Conflict and Its Reasons The conflict between Achilles and Agamemnon is one of the major plotlines in the Iliad. However, Achilles was blinded by the revenge and refused to fight for the Achaeans.
• Conflict Theory Applied to Technology-Related Issues Examples are personal choices and social forces: while the former contributes to one’s personality and psychology, the latter is connected with social norms and influences of other people.
• Family Conflict in Unigwe’s, Kwa’s, Gebbie’s Stories Coincidentally, “The kettle on the boat” seems to communicate the same theme that Dipita illustrates in the “honor of a woman”.
• Arab-Israeli Conflict At the time, Palestine was still under the Ottoman Empire and the success of the Jews settled in the area was determined largely on the policies of the empire.
• Non-Violence Approach to Conflicts The rarity of success of non-violence approach to conflicts is a clear indicator that there is the need for further analysis of both the failure and success of non-violent movements.
• Conflict Between Aristotle and Copernicus Copernicus continued his research and developed a new model of the universe which contradicted Aristotle’s paradigm since the Earth was not the centre, but one of the planets moving around the Sun.
• Contact and Comparison of Types of Conflicts in White’s Charlotte’s Web and Munsch’s The Paper Bag Princess The conflict can be identified at the beginning or in the middle of the story, and it is usually solved at the end. The actions and thoughts of the main characters lead to the resolution […]
• Youth Crime in Functionalism and Conflict Theories The analysis will focus on determining factors contributing to youth engagement in criminal acts, examining the types of delinquencies they are likely to commit, and establishing the socio-psychological facets associated with the teenagers in the […]
• Conflicts and Disagreements Between Co-Workers Encouraging employees to work as a team reduces the chances of conflicts. One should approach conflicts like any other challenge expected in the job environment to promote peaceful relations among the employees.
• Inequality in Society: Conflict and Functionalism Theories Functionalism theory views inequality as unavoidable and important to the society while conflict theory considers inequality to result from conflict and coercion in the social system.
• Amazon Labor Union: Conflict Description Before the formation of the union, Amazon was not as open to negotiations as the workers, which is why the union was formed.
• Ivan Turgenev: Intergenerational Conflict in “Fathers and Sons” In the first half of the novel, Turgenev demonstrates father son dynamic which exhibits the separation between the son and his father’s world views.
• Socialization Process and Conflict Resolution This study aims to understand the process of socialization as well as find out how I deal with conflicts arising from the various agents of socialization The process of socialization starts in the family as […]
• Conflict and Anxiety by Psychoanalysts and Behaviourists This paper shows that the main differences between the psychoanalytic and behavioural interpretations of conflict and anxiety are the conceptions, treatments, and perceived causes of both concepts.
• Death of a Salesman Conflicts and Themes It is a significant confusion that Willy has thought that for one to be successful, he has to be well-liked by people.
• Conflict Analysis and Resolution Procedures This essay explores the conflict phenomenon with a specific focus on the analysis and application of the conflict resolution procedures that exist in the conflict ethos to real life.
• Global Conflict Likelihood The world is changing rapidly and the changes are likely to lead to a global conflict in the future. The awareness will rekindle the animosities that existed between the civilizations in the past and each […]
• Social and Political Conflicts: Analysis The Declaration stated that the Constitution of the United States restricted the power of the certain states. After the long period of slavery, the Declaration of the Civil Rights Act of 1866 was the breakthrough […]
• A Brief History of the Conflict Between India and Pakistan This essay gives a brief history of the conflict between India and Pakistan, with special coverage on the genesis of the conflict, historical wars and efforts, which have been witnessed in finding a lasting solution […]
• The Conflict Between Behaviourism and Rationalism in Linguistics The theory regards as areal’ the various aspects of language that are addressed in the quest made by the theory. The nature of mind is closely related to that of the language.
• Cross-Culture Conflicts in the Corning-Vitro Venture Inc demonstrated that, the need to access foreign markets was one of the factors that prompted it to look for joint ventures with foreign companies.
• Organizational Behavior: Conflicts and Negotiations If negotiation is based on a personal conflict, the differences between people are at the base of the problem and have a direct influence on its solution. In every type, personal differences can stall the […]
• NIKE – Channel Conflict The success of the proposed solutions can be evaluated through analyzing the behavioral performance of the channels and distinguishing forewarning signs of unacceptable performance within the channels.
• Conflicts in the UAE’s Governmental Organizations Being devoted to the principles of conflict management and DSD, the paper adds to the existing knowledge on the topic by analyzing the situation at the chosen organization and reflecting on improvement opportunities.
• Etisalat Company’s Conflict Management Practices Conflict management serves as a vital component of modern management to achieve the prosperity and success of a company. This dimension is most applicable for the selection and application of a relevant organizational conflict management […]
• Interpersonal Conflict in the Workplace Furthermore, while it is possible that everyone in the workplace is vulnerable to conflict, the responsibility of dealing with conflict should not be left to the top management and the human resources.
• Sikh-Muslim Conflict and Guru Nanak’s Philosophy Many Sikhs and Muslim are oblivious of the fact that Guru Nanak sole aim was to promote friendly relationships between the Hindu and the Muslim people. The violent nature of Sikh-Muslim relationship is a manifestation […]
• Interpersonal Conflict: Definition and Analysis Therefore, the notion of a conflict encompasses a rather broad range of issues in personal interactions, from a misunderstanding to the feeling of mutual resentment. Typically, conflicts occur as a result of a mismatch in […]
• Conflict at Hotel Fortina The aim of this paper is to discuss the conflicts that are likely to arise within and between the departments of Hotel Fortina.
• Conflict: Theories and Examples The needs and problems of individuals in a society have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
• Conflict and Its Resolution Within the U.S. Military and Department of Defense Hence, the aim of the paper is to regard the key types of conflicts that appear within the organization, define how does the government manages these conflicts, and what can be made for resolving these […]
• Impact of Online Social Media in Conflict Situations A study commissioned by The George Washington University indicates that determining the actual effects of the new media in conflict situations is cumbersome due to methodological challenges and the newness of the subject. The use […]
• Conflict Resolution Within an Organization There has been renewed interest on conflict in the organization context in the past decade which can be evidenced by establishment of the International Association for Conflict Management which facilitates in the research and development, […]
• Racial and Ethnic Conflicts in “The Help” Film The theories developed by the researchers help individuals to better understand the complex nature of the environment they live in. The phenomena will be analyzed in the context of the movie “The Help”.
• Internal Conflict in the “King of the Bingo Game” For the protagonist to win the jackpot, he has to press a key linked to a spinning wheel. As the protagonist is standing on the stage, forcing the wheel to continue spinning, he discovers that […]
• Conflict Management in “The Avengers” Movie This character trait is often sought after by managers in their employees since this often indicates that this individual is more willing to work with others and will do as they are told for the […]
• Intergroup Conflicts in Organisations In using a political approach, the management has to understand the different kinds of power, the sources of power and the impact they have on the employees.
• Why Are There So Many Conflicts in the Middle East? History about the conflict in the Middle East reveals that the close of the 1800s showed increasing concerns regarding how the Jews would prevail over the maltreatment and anti-Semitism in Europe. The political and social […]
• Psychology of Conflict Communication One of the most pressing issues today is the search for conflict resolution mechanisms in the organizational environment of the conflict, since the conflict has a critical impact on the organizational behavior of any organization […]
• Theory Definition, Building, and Conflict With Practice The theory forms the interface of systematic investigation, including analysis of data and interpretation, and the cognitive ability of researchers. The problem with most theories is that many researchers find it a problem to make […]
• The Political and Social Conflicts Between the French and the English The differences in the value that the English and the French attached to land and industry also contributed partly to the conflicts.
• Competitiveness and Intercultural Conflict in Qatar With a clear knowledge concerning different cultures and the way they apply in partnerships, the paper also shows why Saran and other women of her caliber can be effective in Qatar and other parts of […]
• The United States Preparing to Future Conflicts The degree of technological development in the United States encourages obvious and hidden adversaries to attack the country in the realm of cyberspace to disrupt the operations of financial institutions, government websites, or law enforcement […]
• Life Conflict: “Anna Karenina” by Leo Tolstoy The problem of non-adherence to the conventional role of a married woman becomes a paradigm for the analysis of the problems that are created in interrelated patterns.
• Three Major Sources of Interpersonal and Intergroup Conflict Here, structure is defined in the context of the level of leadership style, member goal compatibility, the degree of dependence enjoyed by team members, the degree of specialization, and the size of a group.
• Rondell Data Corporation Growth and Conflict The company has a blame driven culture and this is because of the organization structure that it relies on to execute its business.
• Constructive Conflict Management in Tesco Tesco’s internal conflict with its employees has so far been dealt inappropriately resulting in the escalation of tension and the company’s perception by both employees and consumers has suffered.
• Change Management and Conflict Resolution in Communities The different levels of perceptions on emerging issues among the members of the community are the source of conflicts. The management of such conflicts augments the quality of the choices in the project’s operation processes.
• Conflict Resolution Among Children It is essential to ensure that the children understand the meaning of conflict. It is essential to discuss the techniques involved in the fair settlement of disagreements.
• Person vs. Society Conflict in Atwood’s “The Handmaid’s Tale” This is the best description of the person vs.society conflict; it allows the reader to understand, analyze the handmaid’s feelings and emotions, and come to a logical definition of the subject of this confrontation.
• Culture Lag and Conflict Theory of Change One of the prominent examples of cultural lag is a refusal of older generations to accept freedom of self-expression in social media.
• Conflicts Between Ethics and the Law in Healthcare The other emotive situation in as far as the aspect of conflict between the law and ethics is concerned is public sector strike by the nurses.
• The Conflict Within “Incident” by Countee Cullen Incident is one of the most famous poems by the prominent African-American poet and author Countee Cullen who is a leading figure in the Harlem Renaissance. The conflict described in the poem is one of […]
• Inter-Jurisdictional Conflict Management The term could also mean the extent of power or items that such power controls or protects.”Inter” means between or among, therefore, inter-jurisdictional conflict signifies a conflict among two or more powers over something that […]
• Ethnic Conflicts According to Humanistic Theory The proponents of the humanistic theory hold that cultural diversity is not a justification for conflict but a chance to learn how to appreciate other people’s culture so that if all different cultural experiences are […]
• Religious Conflicts in Rational Choice Theory In the same breadth of analysis, this theory would be used to explain how religion gives people a higher sense of purpose for their existence in a way that would make them sacrifice their existence […]
• Sources of Conflict Between Parents and Teenagers One of the recurrent themes linked to dress codes and the conflict between parents and adolescents is the adherence to cultural norms.
• SEC vs BlackRock: Conflict of Interest Case Together with Bartholomew Battista, BlackRock failed to deliver to the board of directors and clients the information about Rice’s intentions and activity.
• The Police Agency’ Conflict Management In the police agency, parties may use the collaboration strategy involving information sharing, openness, and elucidation of the various conflicting issues not only to reach a common ground that is satisfactory to the conflicting parties […]
• Can Culture Be a Hurdle to Conflict Resolution? In the process of resolving conflicts, it is important for the involved parties such as the negotiators to understand the prevailing culture.
• Conflict Resolution: Causes, Factors, and Strategies In this case a proper knowledge of the protocols to follow is essential to reduce the amount of conflict and increase the performance of the worker.
• Social Theories in Conflict and Examples of Application The needs and problems of the people involved in conflicts have to be understood and addressed so that the issues that preoccupy the groups and people lose significance and therefore conflict can be resolved.
• Conflict in Organisations Lastly the struggle of power in the organisation may also be a cause of conflict in the organisation. The major problem that comes about upon occurrence of a conflict within the organisation is the renunciation […]
• The Rules of Engagement and the Laws of Armed Conflict The rules of engagement and the laws of armed conflict are aimed at reducing the risk of such events. The thing is that they were not required to act in such a way by the […]
• Why Did Conflicts in Yugoslavia Lead to War in the 1990s? The term coined to refer to the war is Yugoslav war which refers to a sequence of campaigns carried out by military between the years 1991 and 1995 in the Socialist Federal Republic of Yugoslavia.
• Rise of Islam and Social Conflict in Mecca Believers in Islam or the Muslims adhere to the recordings of the Quran with special emphasis on the life of Prophet Mohammad and his teachings.
• Social Conflict in the Work of Marx and Weber Due to the variations in the forms of power, there is usually the likelihood of manifestation of conflict. This essay seeks to examine the status of social conflict in the work of both Karl Marx […]
• Effects of Conflicts in a Country Further, it is of importance to note that whenever there is a war or a conflict within a country; so many sufferings are experienced especially by the women, children, and the elderly.
• Internal Managerial Conflicts: Jones and Shephard Accountants, Inc. The success of projects will to a large extent rely on the interests, support, and commitment of the senior management. A deep analysis of the organizational structure of Jones and Shephard Accountants, Inc.is prone to […]
• Wal-Mart’s 2005 Channel Conflict and Resolution Overall, it is evident that Wal-Mart can leverage channel power because it keeps track of latest trends in the industry and has access to many resources.
• Tourism and Environmental Conflict The Routledge Handbook of Tourism and the Environment by Holden and Fennel is a popular source that addresses the issue of tourism and the environment.
• Workplace Conflicts and Resolution in Nursing The solution to emerging problems leads to the fact that conflicts between the nurse and the patient arise more and more often.
• Conflict Theory: The Basic Principles However, when some individuals possess deep knowledge of the appropriate methods of behavior, they might have a competitive advantage during the mental collision owing to the notion that they know how this theory is implemented.
• Conflict Management as a Study Subject Reflection In the following journal entries, I will summarize my thoughts and ideas after exploring the module’s activities and lectures and discuss some theories and practices in relation to my past and future experiences.
• Conflict Management in Japanese Culture Japan and its culture truly represent the cultural compromise that determines the development of the entire Japanese spiritual tradition.
• The Israel-Lebanon Conflict: Media Opinion In doing so, MEMRI opened a Pandora’s box of anti-Semitism: on Hamas TV a drama portrayed Jews as blood drinkers, and also on Hamas TV the Friday sermon cites the Protocols of the Elders of […]
• Interracial Conflicts: Issue Histrory Through such programs, interracial group conflicts are dealt with as the groups involved are in a better position to look at things from the other group’s point of view and hence enable them to understand […]
• Overt vs. Covert Conflict The position of the professor is understandable, and there is a logic in his words. Therefore, the position of Professor Nicholson regarding the danger of covert conflicts is justified and relevant.
• Conflict Resolution Style: Thomas-Kilmann Assessment On the example of one of the recent conflicts that occurred in the workplace, it is possible to describe the importance of leadership measures with regard to the problem discussed.
• Conflict Perspective of the Immigrants Most of the immigrants are required to learn new languages or culture and these requirements are too tasking for some of the immigrants and they prefer to stay in foreign lands only for a particular […]
• Functional Conflict, Its Sources and Resolution Styles The decision to shut down the cafeteria and do away with the bonus plan does not consider the interests of the employees who work hard to ensure the success of Beauchamp.
• Conflict Communication in Family Relationships People in conflict have to be ready to analyze their situations and problems to achieve the goals and come to a certain conclusion.
• Engineering Ethics and Conflict of Interests The engineer is responsible for achieving the goals of the organization he works for, as well as, answering the concerns of the public safety.
• Law Obedience and Moral Obligation Conflict This means that the duty to obey the law applies to all the individuals that exist within the jurisdiction of the law.
• Walt Disney Company’ Conflict This situation also strained the relationship between the CEO and the company’s stakeholders. This dispute between the CEO and the two members of the board also affected the company’s performance.
• Social Conflicts in “Animal Farm” by George Orwell This is the only way for the animals to establish equality and create a flourishing, happy and wealthy society.”Animal Farm” by Orwell is a description of the metamorphoses that happen within a freedom movement turning […]
• Southwest Airline Company: Unresolved Conflict The purpose of this report is to explore unresolved conflict at Southwest Airlines Company and provide an alternative creative solution to resolve the conflict.
• Functionalist, Conflict, and Interpretive Theories The overview of the mass society theory connotes the influence of industrialization on independence, the deterioration of religious principles, and the significance of propaganda.
• Moving Beyond Simple Conflict of Interest The case deals with out of the way payments made to physicians in order to get more referrals from them. Answer: The differences between criminal law and civil law pertain to the nature of crime, […]
• Relational Conflict in Business Solutions to a conflict refer to the various mechanisms that may be used to improve the state of a disagreement between parties to a conflict.
• Conflicts at Work Places and Conflict Resolution The definition according to an organizational context is that conflict is a leakage or a disruption in the standard channels of making decisions in the organization which hinders the choice of alternative options by either […]
• Cultural Property and Its Protection in Armed Conflicts The response of the international community to the mass destruction of cultural property in the Middle East was immediate, and many governments referred to the goals and principles of the 1954 Hague Convention as well […]
• Thanatos, Eros and Oedipal Conflict in the Story “Rapunzel” by Grimm Brothers This indicates that the life of the two is a mixture of both the feelings of eros and Thanatos at the same time.
• Yugoslav Wars: Ethnic Conflicts and the Collapse of Power However, the collapse of the Soviet Union meant the end of this era and the start of the post-Cold War period, with its unique peculiarities of the international discourse.
• Global Conflict and Poverty Crisis The contemporary issue of global conflict and poverty crisis requires the attention of international communities and governments. The study of international conflicts and poverty crisis is important for individuals, communities, and nations across the world.
• Conflicts and Their Effects on Group Performance On the other hand, task conflict is moderated by open discussions which tend to restore trust and respect of the group members.
• International Conflict Analysis and the Main Actors In the study of international conflict, there is no one single method that can be termed as the dominant or most preferred in the analysis of the various processes, reasons and genesis of the conflicts.
• Work-Study Conflict in University Life This research objectives include: to observe the extent to which students of property and construction are devastated from burnout; to establish a model of the work-study connection, describing the relationship between time commitment to paid […]
• Durkheim’s Functionalism and Marx’s Conflict Theory According to Durkheim, there is vital interconnectivity of all the elements of any society that share common ideas and principles, and the sum of these elements is not as great as the society itself.
• “King of the Bingo Game”: Internal Conflict The first paragraphs introduce the conflict between the Northern and Southern parts of the country, between black and white people, between the rich and the poor.
• Applying Constructive Conflict Management to a Conflict The prelude phase describes the situation that made the conflict possible, taking into account its participants, their relationship, and the environment where the conflict takes place.
• Male-Female Conflict in Education System Many people claim that girls outperform boys due to the feminization of the system where such masculine attributes as competition and assertiveness are the subject of debates.
• Singapore Airlines Conflict Management and Negotiation The study will entail analysis of the policies used by Singapore Airlines to manage conflicts among employees, the ethical dilemma facing the HR staff, and the alternative solutions.
• Conflict at Walt Disney Company: A Distant Memory? The conflict between Michael Eisner and the Weinstein brothers, the two board members, and Steve Jobs was related to a dysfunctional form of conflict.
• Concept of Marital Conflict This is one of the pitfalls that should be avoided. This is one of the aspects that can be singled out.
• Conflict of the Sexes in Play “Medea” by Euripides The man cannot understand that things mean nothing to a woman if her family is being destroyed. Thus, Jason’s biggest mistake is that he thinks Medea simply wants to remain his only wife.
• Cultural Conflict Between Christian Western Countries and Islamic Countries of the East In the eyes of the democratic western world, the violence is directly attributed to the oppressive political systems of the East.
• Culture Clash as a Great Conflict The way of life of people is a measure of their level of civilization. That is the reason as to why there is a big disparity on the issue of abortion.
• Social Worker Profession and Conflict Theory I find social work fascinating because it requires me to be stress-tolerant and motivated to help those in need, and my work data is based on reading a journal of articles written by experts in […]
• Perceptions of Parties in Conflict Individual perceptions can only be addressed during conflict management by listening to the concerns and issues raised by conflicting parties. Individual perceptions can be addressed during the conflict management process by actively listening to involved […]
• Causes and Conflict of the Peloponnesian Wars While each of the four issues deserves attention, the desire of Athens to control all the other states of Greece seems to have served as the major impetus for the Peloponnesian Wars outbreak.
• Event Management and Evaluation With Conflict Theory As such, the event and the performance of the staff and the managerial team worked in accordance to appropriately provide for them.
• Religious Impact on Cultural Conflicts Numerous conflicts in the modern world include a religious component. The conflict between the colonists and the natives resulted as a result.
• Thrive Skilled Pediatric Care: The Nurse Manager’s Conflict The example of the conflict situation was related to the relationships between the clinician and nurse. It was vital for the manager to be ready to persuade both sides to show respect and readiness to […]
• Colonialism in the Case of Conflict Between Wet’Suwet’en and Coastal GasLink The example of the conflict between Wet’suwet’en and Coastal GasLink is indicative of the ongoing colonization of indigenous settlements in Canada.
• Managing a Sexual Harassment Conflict at Sony In Sony, as in any other company, conflicts also occur, and managers strive to establish a common language between all sides involved, though the result of the conflict may be disappointing for one of the […]
• Conflict of Interest vs. Code of Ethics A code of ethics differs from a conflict of interest because it is a set of guidelines established to regulate professional conduct. The commission acts as the representative of public interests in overseeing and implementing […]
• Workplace Conflicts of Interest The alignment of interest increases the chance of accurate perception, and conflict of interest raises the probability of erroneous perception. Evidently, the interest of a buyer, in this case, is to purchase the goods that […]
• Culture and Individualism: The Conflict Analysis The described stance is supported by a range of philosophical and cultural perspectives, including the notions of multiculturalism, cultural relativism, and the theory of rational choice, to name just a few. Therefore, active cross-cultural communication […]
• Conflicts in the Workplace: The Role of Leaders Leaders should know how they handle conflicts, foster a collaborative workplace culture, and take conflict resolution courses. Training leaders is essential for corporate culture by boosting staff motivation, raising participation and output, lower employee burnout, […]
• The Kashmir Conflict Between India and Pakistan Both countries need to prioritize the people of Kashmir; otherwise, their moral dignity will plummet, and they will indulge in immoral actions violence.
• Workplace Conflict Gap Analysis The issue caught the attention of the management and an investigation was launched into the matter by conducting interviews among all the members of the team.
• The Balfour Declaration of 1917: Beginning of the Israel-Palestine Conflict Despite the passing of the century, the main ideas of the Balfour Declaration of 1917 still govern the US foreign policy in the Middle East. The first signs of the possible conflict were in the […]
• Leadership: Conflict and Conflict Management Overall, the concept of leadership and additional terms that are embedded into it are quite flexible because they can be aligned with specific individual characteristics and objectives that a person is pursuing.
• The Gender Conflict Theory and Martineau’s Approach to Social Analysis To understand the prevalence of modern biases in the relations between men and women, two theories are essential to explore the gender conflict theory and Martineau’s approach to social analysis. The latter explores the unjust […]
• Interpersonal Conflict Among AGC Corp.’s Employees In the case study team, the Canadian, Mexican, and Chinese cultures might have posed difficulties in communication and sharing beliefs and practices. The priority is to communicate with the team to address the issue.
• Uses of Stand4 App in the Peace and Conflict Resolution Field If someone from anywhere in the world shares a message on peace and conflict resolution in the app, that message will spread to as many users as possible.
• Sociology and Theory of Conflict On the other hand, my friend who got bitten by a dog in the past may now only think of these animals with fear and resentment. The best example of functional perspective is religion and […]
• Counseling for Family Conflicts Resolution Family conflicts are considered in the project, and it is expected that the intervention will lead to a decreased incidence of the given phenomenon.
• Gender-Based Conflicts in Relationships Indeed, gender-based conflicts occur often, and it causes individuals to discuss relationships between males and females. The article is dedicated to conflicts between women’s and men’s interests.
• Colonial Style and Post-Colonial Ethnic Conflict in Africa Colonization of Africa is a historically formed process, the purpose of which was the development, conquest, and use by the colonizers of the entire territory of the continent.
• The Human Body as a Site of Active Conflict The paramount, major conclusion is that the hypothesis that the simulation of pre-industrial conditions associated with nutrition, fasting, and physical activity can stimulate insulin sensitivity and improve metabolism is true.
• Pediatric Operating Room: Conflict Management Strategies For example, in the pediatric care unit, when the patient needs long-term care, conflict occurs mainly between the parents and the care team due to differences in the religious and cultural beliefs of the parents.
• Post-Conflict State Building in Sierra Leone
• IT Systems Theories: Conflict Resolution in the Workplace
• Arab-Israeli Conflict’s Cultural and Political Context
• Researching of Conflict Styles
• Addressing Interprofessional Team Conflict
• Interpersonal Conflict: Causes, Outcomes, and Resolutions
• Conspicuous Consumption: Conflict Theory
• The Role of Workplace Mediation in Conflicts
• Intergroup Conflict at Primerica Company
• State-Building, Expansion and Conflict
• How to Handle a Conflict in the Workplace
• The Ongoing Ukrainian Conflict: Historical Context and International Response
• Discussion: Managing Conflict of Interest
• Conflict and Reconciliation in South Sudan
• The US, Russia, and China Cybersecurity Conflict
• Women and Girls in Armed Conflicts
• The Conflicts in Organizations: Experiences in the Kindergartens
• The Specific Expectation: Adopting a Problem-Solving Approach to Conflict
• The Sarah Celeb vs. Star Weekly Conflict Statement
• Medical Care Crisis From Conflict Perspective
• Russo-Japanese War and American-Japanese Conflicts in the Pacific
• Conflict Resolution at Workplace
• Five Conflict Management Styles
• Analysts, Securities Firms, and Conflicts of Interest
• Communication Skills for Conflict Resolution
• Post-Conflict State-Building: Approaches and Strategies
• Cultural Differences and Origins of Conflict
• Conflict Management in the Healthcare Workplace
• The Business Conflict: Red-Holdings Case
• Impact of Conflicts in a Group
• Conflict Resolution for the Helping Professions
• Discussion of Conflict Capability
• Impact of Conflict Resolution for Best Conversations
• Transformative Mediation: Conflict Management
• The Moral Conflict in Antigone: The Familial Values Against the Law
• Resolution of Conflicts of Heirs to an Estate
• Machiavelli’s Views on Free Will and Class Conflict
• The Work Conflict and Its Influence on the Future Reactions to Conflicts
• Contrast, Conflict and Tension in The Glass Menagerie by Tennessee Williams
• Resolving Conflicts in the Healthcare Setting
• Global Health Challenges and Cultural Clashes and Conflict Resolution
• Analysis of Role of Conflict in Society
• Conflicts in the Workplace: Solving and Decision-Making
• Interpersonal Conflicts in the Workplace
• Conflicts in Social Work Depicted in Movies
• Communication Conflict and Climate in Relationships
• Free Speech vs. Anti-Discrimination Practices Conflict
• Win-Win Solutions in a Potential Conflict Scenario
• Withdrawal as Conflict Solving Technique
• Racial Conflict in Ferguson
• Interpersonal Conflict: Management, Economics and Industrial Organization
• Sociological Perspectives: Functional, Conflict, or Symbolic Interaction
• Theories in Have a Nice Conflict by Scudder et al.
• Criminal Justice Inequality in Conflict Theory
• The Palestinian-Israeli Conflict
• Age Diversity and Conflicts in the Workplace
• Culture and Conflict Reflection Essay
• Organizational Behavior: Employees Conflict
• Social Conflict Theory Overview
• COVID-19 Pandemic and Conflict Theory
• Conflict and Social Change
• Exploring Workplace Problems, Issues, or Conflicts: Managing Complex Healthcare Systems
• Fundamental Analysis of Regional Conflicts on Dubai Financial Markets
• World Wars and National Conflicts: What Were the Reasons?
• How Climate Change Affects Conflict and Peace
• Third Party Intervention in Conflict
• Successful Negotiation in Conflict
• The Nature of Power in Conflict
• Communication and Moderating Conflict
• Communication and Conflict Styles
• Deviances Viewed by Labeling, Conflict, and Merton’s Strain Theories
• Conflict of Interests at the Workplace
• Cross-Functional Teams Conflicts
• Charting a Course for Conflict Resolution – “It’s a Policy”
• Manifestation of Strategic Cultures in Cyber Conflict
• The Karabakh Conflict: True Causes and the Role of Mediation
• Irregular Warfare: Asymmetric Conflicts in Recent Years
• Conflict: The Cutting Edge of Change in a Medical Team
• Conflict and Change in Medical Teams
• Edwards Engineering Inc. and Kiel A.G. Conflict
• Conflict as a Result of an Ineffective Leadership Style
• Social Networks: Functional Analysis and Conflict Theory
• Consulting Service-Client Problematic Cooperation: Communication & Conflict
• Conflict Management in Human Services
• Conflicts of Police Officers With the Members of the Minority Groups
• Emotional Intelligence and Conflict-Handling Styles in Nurses
• Ethical Conflict in Nursing
• Negotiation Strategies: Investor-Government Conflicts
• Conflict Management: Styles, Strategies, and Their Effect
• Conflicts Between Nursing Ethics and Law
• Principles of Conflict Resolution
• Conflict Scripts and Styles Learnt in Childhood
• Conflict Between Research and Ethics
• Factortame Litigation: Conflict Over Fishing Waters Legislation
• Aerial Experiment Association & Wright Brothers Conflict
• Adverse Drug Reactions Reporting Conflict
• Armed Conflict as a Public Health Problem
• Effectiveness of European Regime Vs English Common Law System in Conflict of Law
• European Regime Approach to Jurisdiction in Conflict of Laws
• Conflict Management Efficiency in Team Leaders
• Cultural Diversity and Conflict in the Health Care Workplace
• Researching Conflict of Laws
• Study-Work Conflict and the Risk of Burnout
• The Conflict Between Banks and Financial Speculation
• Communication and Conflict Management
• Conflicts That Nurses Encounter in Their Practice
• “Revisiting America: Readings in Race, Culture, and Conflict” by S. Wyle
• Activities Coordinator and a Conflict of Interest Situation at Cooinda Nursing Home
• The Parallel Between Crime and Conflicts in Africa, Asia and Latin America
• Conflict and and Crisis in the Neovida Research Hospital
• Theories and Styles of Conflict Resolution
• Assessing the Role of Conflict in the Health Care Environment
• Humor Application in Conflict Management: Facilitating and Regulating Communication
• Methods of Conflict Resolution: Solving the Disagreements
• Stages of History, Capitalism, Class Conflict, and Labor Theory in Adam Smith’s Writings
• The Israel and Palestine Conflict: One Land Two Claimants
• Peace and Conflict in Film Adaptation of Book “Hungry Games” by Collins
• Major Conflict Between Britain & Their US Colonies
• Environment and Land Conflict in Brazil
• Syrian Conflict and Women Rights: Way to Equality or Another Discrimination
• Conflict Resolution Plan Draft and Strengthening the Team
• Internal Conflicts Within the Ottoman Empire During the Era of Decline
• Mediation and Arbitration: Ways of Resolving Conflicts
• Communication Techniques as a Way to Resolve Conflicts
• The Impact of Improper Conflict Resolution
• The Impact of Global and Regional Conflicts on Infrastructure in the US
• Ethnicity and Religion as Sources of Conflict
• Effective Business Meetings and Conflict Management
• Opening Scene of a Play: Conflict, Intrigue, Suspense
• International Journal of Conflict Management Critique
• Using Conflict in Organizations Written by C.K.W De Dreu and E.V. De Vliert
• Conflicts of Interest in Governmental Contracting
• Gulf War Deterrence. The Most Viable Way of Dealing With Conflicts
• Israeli-Palestinian Conflict: Key Issues at Stake
• Teamwork Dynamics, Motivation, Conflict Resolution, and Leadership
• The Conflict Between Two Key Employees
• “The Final Failure” and “Crisis and Conflict”: Credibility of the Sources and Contents
• Conflict Management Concepts Implementation and Outcomes
• Intergroup Conflict and Its Management
• Managing Conflict Situations in Nursing
• Causes of Conflict and Its Resolution
• PSDM Model Usage in Solving Family Conflicts
• Orbit Limited: Conflict Resolution
• Conflict Resolution: Definition of Problem, Criteria for Effective Solution, Root Causes
• Collective Bargaining and Conflict
• Conflict Management Approaches
• Eros, Thanatos, and the Oedipal Conflict, Adam and Eve Themes or Patterns
• Conflict in Breaking Smith’s Quarter Horse: The Story Full of Chaos, Unrest, and Deceit
• Identity Based Conflict: Zamri and Gordon
• Rwandan Conflict as a Deep-Rooted and Identity-Based Conflict
• How Did the Movie “Life as We Know It” Demonstrate the Conflict in a Family Institution?
• Human-Wildlife Conflict: Vehicle Collisions With Animals
• Responding to Conflict Creatively
• Negotiation and Conflict Resolution at the Workplace
• Civil Peace as Absence of War or Physical Conflict
• Options for Resolving an Environmental Conflict
• The Conflict Between Fate and Free
• “The Difference Between Conflict Prevention” by Robert Bakal
• Culture War in Australia: Conflict Between the Conservatives and Liberals
• Personal Conflict of King Lear in Play by Shakespeare
• Child Soldiers Use in an Armed Conflict Is Justified
• Natural Resources and Conflicts in Asian Countries
• Understanding Conflict Management
• Conflict and Collaboration: Workforce Investment Act
• Israel and Palestine: Conflict Resolution
• Conflict Resolution Strategies and Relationships
• Fathers’ Work, Conflicts and Children’s Self-Esteem
• Conflict and Culture, Based on Articles’ Analysis
• Conflict and Marriage Satisfaction
• Conflict in ‘The Yellow Wallpaper’ by C. Perkins Gilman
• The Profound Social Conflict and Social Forces in USA
• Matters of Social Conflicts
• Conflict Theory: Gender Differences in Cultural Capital and Educational Opportunities
• The Right Side in the Palestinian-Israeli Conflict
• Israeli-Palestine Conflict and US-China Relationship
• Religious Conflict in the History: The Key Causes of Conflicts
• Communication at Work: Discussion, Relational Development, Conflict
• Conflict Management in Empyrean Company
• Diversity and Conflicts in Education in Idaho
• Conflict of Poor and Wealth From Two Perspectives
• Strategies to Handle Conflict
• Conflict Management and Negotiations
• Culture and Conflict: Yanomami Conflict
• Conflict Management: Teambuilding and Dynamics
• The Northern Ireland Conflict or “The Troubles”
• Conflict Between Medical Research and Ethics
• A Conflict Theory: Term Definition
• HRM Skills of Communication and Conflict Resolution
• Conflict Resolution Tactics and Bullying
• Science and Technology Conflict Between the United States and Japan in the Late 1980s
• The Wars of Weak and Strong: Asymmetrical Conflict
• Workplace Overview Conflict Between Two Engineers
• Conflict Between Lobby Groups and UK Retailer
• Human Communication and Conflict Management in Family
• Conflict Theory: Racial Profiling
• Indigenous Groups and Ethnic Conflicts as Social Problems
• Psychology: Conflict Resolution and Leadership
• Conflict Resolution and Cross-Cultural Negotiation
• Internal Conflict in Business: Greenway Industries
• Conflict Management Challenges in Trade Unions
• Kenya and Brazil: Comparing Environmental Conflict
• Humanitarian Aid as a Cause of Conflict in Syria
• Mass Communications: History and Review of the Profit vs. Duty Conflict
• Israelis and Palestinians Ethical Conflict
• Personal Conflict Resolving Skills
• Geography. Australia’s and New Zealand’s Conflicts
• Conflicts in European History: Relations Between the Individual and the Government
• Culture and Its Effects on Ethnic Conflict: Theoretical Comparisons
• Israeli-Palestinian Conflict: Policy Recommendation
• Enron vs. Andersen: Ethical Issues and Conflicts of Interests.
• Conflicts of the 20th Century: Roles of Civilizations
• Implications of Religious Conflicts in Present World
• The Role of the USA in the Israeli-Palestinian Conflict
• America and Darfur Conflict Analysis
• Chechnya and Russia: A History of Conflict
• Ethnic Conflict in Somalia Analysis
• The Conflict Between Individualism and Community in Andersen’s “Hands”
• The Israeli-Palestinian Conflict: Origins and Evolution
• Final Take Home Exam: The Arab-Israeli Conflict
• Orientalism and East and West Conflicts
• The Nagorno-Karabakh Security Conflict and Outcome
• Non-Violent Resolution to the Conflict Between America and Iraq
• Conflict as an Aspect of Managing People
• The Ku Klux Klan: Conflicts & Compromises
• Trends in Global Terrorism. Conflict Resolution and Iraq
• Sociology of Ethnic Conflict Analysis
• Educational Administration: Conflict Management and Resolution
• The Iranian Revolution: Conflicts Between Leaders
• Covert Conflicts in Business Organizations
• Do the Structures of Global Governance Deal With the Drivers of Conflict in Fragile States?
• Mergers, Acquisitions, and Cultural Dilemmas
• China and the World: International Conflict
• Peace Conflict and Social Identity
• Politics, the Israel-Palestine Conflict, and Oil: After the WWII
• World Political Science Discussion: Conflict Analysis
• Conflicts Between Japanese Americans and Chinese Americans During the 1920s-1940s Period
• Military Conflicts at the Civil War
• Cultural Interpretations of Conflict: Western Perspective vs. Eastern Concepts
• Diversity and Conflict: Working Approaches
• Conflict Management Styles Applied in Healthcare
• Co-Development and Racial Conflict in “Kindred” by Butler
• Conflict Management: Gender Pay Gap in Hollywood
• Conflict, Negotiation, and Group Behavior
• Neo-Nazism: Conflict and Power Theories
• Theater Stage Manager’s Conflict Resolution
• Conflicts and Disputes at Workplace, and Their Resolution
• Parental Responsibilities and Related Conflicts
• Conflict in a Multicultural Context
• Organizational Behavior: Conflicts in the Workplace
• Organizational Behavior and Workplace Conflicts
• Hate Speech in “The Office”: Mitigating Conflicts
• Workplace Conflicts and Their Sources
• Managing Organizational Conflict: Rahim’s Meta Model
• Conflict and Culture in the Organizational Behavior
• Post-Soviet Eurasia’s Conflicts and Reconciliation
• “Nash in Najaf”: Game Theory in Iraqi Conflict
• Conflict & Crime Control vs. Consensus & Due Process Model
• Zimmerman vs. Martin Conflict and Its Resolution
• Conflict Management Styles: Zimmerman vs. Trayvon Martin
• Approach to Negotiation and Conflict
• Negotiation, Pricing and Conflict Resolution
• Ethical Issues and Conflicts of Interest in the Company
• The Class on Cross Cultural and Conflict
• Containing Violence Conflict: Peacekeeping
• The Scholarship Coordination Office: Conflict and Leadership
• Teams and Conflict at Riordan Manufacturing
• Cultural Differences and Conflicts
• Interpersonal Communication: Relationship Climate and Conflict
• Manufacturers and Retailers Conflicts
• Class Conflict in Marxism and Other Theories
• Leader’s Mood Impact on Conflict Resolution
• Workplace Conflicts and Effective Communication
• Schneider National Inc.’s Conflict Management
• Conflict in the “Wanda’s Visit” Play by Durang
• Journalistic Mechanisms for Covering Death in Violent Conflicts
• Martyrdom Culture in Israeli-Palestinian Conflict
• Group and Gender Conflicts and Their Resolution
• The Rwandan Conflict and Social Network Approaches
• Positive Conflict Management Strategies
• Personal Communication and Conflict Styles
• Custom Chip Inc.’s Management Issues and Conflicts
• Conflict Analysis: Suitable Negotiation Process
• Donaldson’s Type 1 Conflict and Its Resolution
• Employee Empowerment and Conflict Resolution
• Workplace Conflicts and Rational Choice Theory
• Modern Workplace Issues: Stress, Conflict, Quality
• Interpersonal Conflict Resolution at the Workplace
• Intergenerational Conflict at the Workplace
• Tucker Company’s Restructuring for Conflict Resolution
• African Union Military Force in Darfur Conflict
• Motivation and Conflict: Analysis and Design Methods
• Co-Owners’ Conflict of Hiring New Employee
• Concourse Equity Inc.’s Conflict Management
• Managerial Conflict Resolution for Marketing Team
• Cultural Conflicts in Fadiman’s “The Spirit Catches You and You Fall Down”
• Forgiveness for Workplace Conflict Resolution
• Oil in Fueling Violent Conflicts in Libya
• Abu Dhabi Department of Culture and Tourism’s Conflict Management
• Masdar City Project and Conflict Management
• Abu Dhabi Sports Council’s Conflict Management
• Justice and Conflict & Cooperation and Competition
• Anxiety and Cultural Models in the Conflict
• Conflict of Interest and Ethical Administration
• Inner Conflicts in Twain’s “Adventures of Huckleberry Finn”
• Conflicts of Interest in the Financial Services Sector
• Personality Conflicts in Professional Relationships
• Arab National Identity in Israeli-Palestinian Conflict
• Hybrid Channel Conflict in the Business
• Mergers and Acquisitions: Cultural Concerns
• International Court Punishing Rape in Armed Conflict
• The Israeli-Palestinian Conflict: Theory and Analysis
• Team Communication: Conflict and Performance
• Conflict Management in Nursing Decision-Making
• Incentive Conflicts Caused by Communication Disruption
• Geographic Factors of Civil Conflicts’ Duration
• Teacher Shooting as an Organizational Conflict
• Early Years Educators’ Work in Conflict Areas
• Stress, Conflict and Misunderstandings in the Workplace
• The 1994 Major League Baseball Strike and Conflict
• Empire and Democracy Conflict by Thucydides
• Sunni–Shia Religious Conflict in Iraq
• Principal’s Conflict Defusing Technique
• History of Yemen Conflict
• Intragroup Conflict in a Nursing Environment
• The Current Conflict Between Sunni and Shia
• Qatar and GCC Countries Conflict
• Human Resource Management: Conflict Case
• Benchmarking and Creativity’s Conflict
• Gender and Conflict in Prisons
• Conflict in Hobbes’, Marx’s, Rousseau’s, Plato’s Works
• The Arab-Israeli Conflict Analysis
• Marbles Construction Company’s Conflict Management
• Unnecessary Conflict in the Workplace: NDC Company
• Man-Animal Conflict: “To Build a Fire” by Jack London
• Employee Conflict Sources and Resolution Approach
• Multicultural Conflict in the Engineering Setting
• Interracial Conflict in “Dutchman” by LeRoi Jones
• American Involvement in African and Eastern Conflicts
• Empathy in Conflict Resolution
• Interweaving Conflict in “Star Wars” Series’ Plot
• Adolescent Development, Changes and Conflicts
• Nile River Conflict Between Egypt, Ethiopia, Sudan
• Newlywed Conflict on Expectations and Duties
• Complementary Conflict Patterns in Families
• Internal Conflicts in Congo and Yemen
• Marxism vs. Feminism: Human Nature, Power, Conflict
• Conflicts in the “Finding Forrester” Movie
• Conflicts and Negotiations in the Real World
• Middle Eastern Conflicts and Regional Factors
• The Libyan Conflict and Required Leadership Skills
• International Business Conflicts Resolution
• Native Americans and Colonists’ Conflict
• Project Regulation, Staffing, Conflict Resolution
• Conflict Theory and Politics in Criminology
• Conflict Criminology and Crime Causation Theories
• Conflict Management: Importance and Implications
• Western Media Portrayal of the Arab‐Israeli Conflict
• Conflict in South Sudan and Its Influence
• Regional Conflicts and Dubai Financial Markets
• Media Contribution to Majority-Minority Conflict
• Conflict in Teams: Leveraging Differences
• Ethnic Conflicts in “A Different Mirror” by Takaki
• Business Protocols and Personal Values Conflict
• Teams and Conflict: Triggers and Solutions
• Controlling Emotions in Conflict Situations
• Organisational Conflict: Unitarist vs. Pluralist Views
• General Hospital’s Conflict Resolution
• Ancient Rome: Visigoths’ and Rome’s Conflict
• Sudan Conflict: Historical Stages and Events
• The Balfour Declaration: Israel Creation and Palestinian Conflict
• Common Conflict Areas in Marital and Couple Relationships
• The Spratly Islands and Maritime Conflict
• The UAE’s Reaction to Yemeni Political Conflict
• The Renewal of Imperial Conflict
• Indians and Colonists Relations and Conflicts
• Organizational Conflict: Pros, Cons, Prevention
• Cultures in Conflict and Modernity
• Group Conflicts in Business Organizations
• Middle East’s Conflicts and History: What Went Wrong?
• Conflict of The Beatles and the Religious Far Right
• The South Sudanese Inter-Ethnic Conflicts
• Third Parties in Conflict Resolution
• Ethnic Group Conflict in the United States
• ISIS and the Middle East Conflict
• War and Conflict in North Africa and Southwest Asia
• Israeli-Palestinian Conflict: Optimistic Prognosis
• Conflict Resolution in Management Teams
• Conflicts in Anglophone and Francophone Africa
• Conflict in Syria: Jihadi and Western Views
• Conflict Resolution Theory in Arab-Israeli Issue
• Arab League and US in Israel-Palestine Conflict
• Uppsala Conflict Data Program’s Report for 2012
• Asia Pacific Regional Cooperation and Conflicts
• Project Success and Interpersonal Conflicts
• Maritime Conflict: Offshore Political Geography
• Ethnicity Significance in the Post-World War Conflicts
• Palestinian-Israeli Conflict in the Film Industry
• The Israeli-Palestinian Conflict: History and Concept
• Race Conflict in London: Mark Duggan Case
• Battle of the Holy Land: The Israeli-Palestinian Conflict
• The Conception of Conflict Between Iran and the US
• Class Conflict: Karl Marx and Mikhail Bakunin Ideas
• Customer Service Conflict Management Strategies
• “Divine Intervention” Film: The Palestinian-Israeli Conflict
• Bahrain Conflict: Historical and Analytical Study
• Conflict in Afghanistan: Pakistan Funds the Taliban Fighters
• Ethnic Conflicts and Misrepresentation of Rwandan Hutus
• Water Related Conflicts in Africa
• Basic Conflict in Antigone by Sophocle
• Negotiation and Conflict Resolution in Business
• Hutus and Tutsis Ethnic Groups Conflict
• Early Scholars’ Views on the Internet
• Family Conflicts Assessment
• When Ethics and Euthanasia Conflict?
• Wasta Company Conflict Managment
• Employee Motivation, Conflict and Personnel Management
• Prejudice, Aggression and Social Conflict
• Climate and Conflicts: Security Risks of Global Warming
• Communication: Negotiations, Pricing, and Conflict Resolution
• Conflict Theory as a Tool to Study Social Situations
• Human Security in International Conflicts
• Conflict Over Human Rights
• Dealing With Political Conflicts: Strengths and Weaknesses
• Ethno-Religious Nationalisms in Conflict in Bosnia
• India Political Conflicts in the XVII Century
• Organisational Conflict Resolution
• War and Conflict in Africa and Asia
• Conflict and Racial Hostility
• Riordan Manufacturing: Diversity and Conflict Management
• Effective Leadership: Coaching and Conflict
• Role of Coaching in Conflict Management
• The Main Characters’ Conflict in “Yellow” by Del Shores
• Structural Functionalism and Social Conflict Theories
• Management Issues: Conflict Mediation

❓ Essay Questions on Conflict

• Are Science and Religion in Conflict?
• Can the Functional and Conflict Theories Help Us Understand Change?
• Does Ideology Cause Conflict or Is It Just an Exacerbating Factor?
• Does Nationalism Inevitably Breed Rivalry and Conflict?
• Does Nuclear Deterrence Work in Preventing Conflict?
• How Does Class Conflict Affect Society and What Are Its Consequences?
• How Does Lloyd Jones Present the Setting, and Use It to Develop Conflict?
• How Does Lofgren Manage Conflict?
• How Modern and Ancient Military Conflict Differs?
• What Are the Five Main Causes for Conflict?
• How the London Docklands Conflict With Its Current Development?
• How Would Conflict Theory Explain Homelessness?
• What Are Conflict and Functionalist Perspectives?
• What Are Some Types and Sources of Channel Conflict?
• What Are the Causes of Ethnic Conflict?
• What Are the Factors That Caused the Northern Ireland Conflict?
• What Causes Conflict in History?
• What Are the Historic and Current Factors Contributing to the Palestinian Conflict?
• What Causes Conflict Between Adolescents and Their Parents?
• When Does Ethnic Diversity Turn Into Ethnic Conflict?
• Why Have Nuclear Weapons Not Been Used in Conflict since 1945?
• What Was the Greatest Conflict in History?
• What Is Ideology Conflict?
• Which Two Ideology Were Involved in a Conflict during the Cold War?
• What Conflicts Is the US Currently Involved In?
• What Is the Biggest Conflict Right Now?
• What Are the Causes of Conflict in Europe?
• What Are the Major Conflicts in Africa?
• Chicago (A-D)
• Chicago (N-B)

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429 Conflict Essay Topics

🏆 best essay topics on conflict, ✍️ conflict essay topics for college, 👍 good conflict research topics & essay examples, 🌶️ hot conflict ideas to write about, 🎓 most interesting conflict research titles, 💡 simple conflict essay ideas, 📌 easy conflict essay topics, ❓ essay questions on conflict.

• Conflict Theory, Functionalism, Symbolic Interactionism
• Managing Conflict Discussion: Personal Experience
• Ugli Orange Case and Filley’s Conflict Management Theory
• Media and Functionalism, Conflict, and Interactionism
• Hamlet’s Internal Conflict in Shakespeare’s Play
• Examples of Conflict Between Personal and Professional Values
• Conflict in “A Very Old Man With Enormous Wings” by Márquez
• A Driving Conflict in Wilson’s Fences Play In Fences, Wilson uses the conflict of Troy versus family to drive all the elements of the play, as evidenced by family conflicts over a college scholarship and Troy’s infidelity.
• Role of Religion in Functionalism and Conflict Perspectives This paper seeks to establish the role of religion in three major sociological theories (functionalism, conflict and Interactionism).
• The Role of Conflicts in Hamlet by William Shakespeare A number of conflicts come out in the play Hamlet by William Shakespeare: internal conflict of Hamlet, the conflict between Hamlet and King Claudia and others.
• Conflict Management in the Army The paper states that conflict management skills are essential for an army leader. A competent leader can resolve interpersonal disagreements.
• Conflict Resolution Techniques In terms of the topic, the notions of conflict types, conflict resolution strategies, and conflict resolution skills will be taken into consideration.
• Labeling Theory and Conflict Theory The study of various theories to identify the most appropriate and convincing that can explain the unique relationship between capitalism and crime.
• Main Conflicts in “The Catcher in the Rye” by J.D. Salinger The Catcher in the Rye was a novel written by J.D. Slinger. The novel’s protagonist is a young man struggling with various issues in his adolescence.
• Functionalism vs. Conflict Theory on Social Stratification The primary difference between fundamentalism and the theory of conflict lies in each model’s views regarding the nature of stratification.
• Gender Roles in Modern Society: Structural-Functional vs. Conflict Perspectives Some people are obsessed with their biological or social differences, while others prefer not to pay much attention to these concepts.
• The Conflict Theory in Today’s World The Conflict Theory is still relevant today because wealth disparity, racism, and sexism are becoming more and more prominent due to increased exposure.
• Conflict Theory: Background, Critical Aspects, and Personal Views Conflict theory is one of the models that make it possible for people to learn more about societies, and it is believed to have originated from the works of Karl Marx.
• Theme and Conflict in “A Doll’s House” by Henrik Ibsen The main conflict in the play ‘A Doll’s House’ by Henrik Ibsen shows how men in this society controlled women in everything, even their own choices in life.
• Power, Politics and Conflict in an Organization In any organisation, there are office politics involved. Politics emerge due to the scarcity of important resources.
• Cultural Conflict Description This paper discusses cultural conflict that was observed or personally experienced with people of a different background, and provides reflection and conclusions.
• Interpersonal Conflict and Worldview Interpersonal conflict – the form of struggle that involves two or more people different from intrapersonal conflict, which only involves a struggle within yourself.
• Conflict Theories: Gay Marriages and Feminism Conflict theories purport that, families can take different structures and do not view change as a clash or dysfunctional. This theory has been a catalyst for gay marriages and feminism.
• Parent-Child Conflict Resolution: Communication Problem The psychological view upon the problem of the parent-child conflict covers many aspects explaining the nature of generations’ contradictions.
• Conflict and Functionalism Theories Functionalism theory developed from the work of Durkheim, who evaluated how part of society unite to form a whole society.
• Walt Disney Company Conflicts Management One of the sources of disputes at Disney entails the different values held by the various stakeholders. Conflict occurs when people fail to understand each other.
• Compromise and Collaboration in Conflict Resolution The choice of conflict resolution approach depends on the situation. Compromise and collaboration are the most popular approaches with their own benefits and disadvantages.
• Team Building and Conflict Resolution at Workplace Teamwork is recognized more as a collaborative effort by the members for the mutual benefits of corporation and organization employee relations resulted as cooperation among the team members.
• Israeli-Palestinian Warfare: The Gaza Conflict The Gaza Conflict is one of the many conflicts within the Israeli-Palestinian warfare. The Gaza strip has been under attack for decades.
• Labor Conflicts From 1877 to 1894 This essay covers three significant strikes that took place in 1877-1894: the Great Railroad Strike, the sugar cane labor strike, and the successful Cripple Creek miners’ strike.
• Meaning of Conflict and Its Importance for Organizations The paper defines conflict and negotiations, explores the tactics and strategies that improve the conflict outcomes, and explains why conflicts are important for organizations.
• Troy and Cory Conflict in “Fences” Play by Wilson Fences is a play in two acts written by August Wilson. The plot follows the life of Troy Maxon. One of the central conflicts of the play is between Troy and his son Cory.
• Conflicts and Resolution at Engineering Companies The purpose of the current exploration is to discuss the cases of internal and external conflicts in a project team, with a special focus on the engineering context.
• Pronatalism in Functionalist and Conflict Theory Views This paper looks into the consequences of taxing the childless population at the expense of families and the views of functionalists and conflict theorists toward pronatalism.
• The Israel-Palestinian Conflict and Its Solution The paper gives a look on the Israel-Palestinian conflict and tries to come up with a solution to the conflict through the formulation of new strategies.
• Nurses’ Intergroup Conflict and Its Stages This paper investigates an intergroup conflict based on nurses’ experience and attitude towards new employees, describes four main stages that can be a part of any conflict.
• Conflict Management and Classical Theory Analysis This paper explores classical conflict theory, which emphasizes that conflicts arise due to differences in people’s views and poor quality of communication.
• Tesla Inc.’s Workplace Safety Conflict Tesla Inc. was founded by Elon Musk in 2003 and has become one of the most innovative companies on the market.
• Myths Featuring Conflicts Among Members of a Gods Family The purpose of this paper is to compare and contrast two myths that depict a conflict between a family of gods.
• Hypothesis Writing: Israeli-Palestinian Conflict The conflict between Israel and Palestine can be seen as one of the characteristic attributes of politics in the Middle East.
• Impact of Workplace Conflict on Patient Care The paper states that disruptive behaviors in the healthcare workplace harm the patient health outcome due to the inefficient functioning of staff.
• Conflict and Power: Police and Community Collaboration This paper includes an analysis of the nature of the conflict between law enforcement and citizens in the US, as well as some strategies that can contribute to solving the problem.
• Workplace Conflict: Case Study and Solutions Conflict within a company may be defined as a process that generally involves people disagreeing at work and may range from minor disagreements to considerable workplace violence.
• Conflict Resolution at Walmart The paper concerns conflict resolution at Walmart. It analyzes the challenges that Walmart needs to overcome and the application of management theories.
• Power, Politics, and Conflict in Business Organizations Conflict is an attribute of both power and politics, and this paper aims to observe how it results from organizational resource scarcity within the business sector.
• Conflict Between Friendship and Justice I was angry with my friend Omar because he openly discriminated against other people in my presence. He was especially skeptical about homosexual people.
• Marxist Conflict Theory According to Karl Marx, despite the systemic nature of the social relations between the members of society, they contain a huge number of conflicting interests.
• Ethics vs. The Law: Main Conflicts Ethics is a philosophical branch that defines what is right and what is wrong concerning the actions of people, as well as the decisions they make.
• Conflicts in Harper Lee’s Novel “To Kill a Mockingbird” Harper Lee’s novel To Kill a Mockingbird reveals the central conflict of society and humanity that is represented through Boo’s disagreements with the entire town Maycomb.
• Conflict in “The Stranger” Novel by Albert Camus In the novel “The Stranger” by Albert Camus, readers follow the story of Meursault, whose mother recently died and who killed an Arab for no understandable or obvious reason.
• Advanced Practice Registered Nurse’s Role Conflict Resolution The APRN role conflict is pervasive within interdisciplinary teams. The most appropriate approach in resolving the APRN role conflict is the collaborative style.
• Conflict Resolution in Nursing Sufficient conflict resolution is an essential component of any organization’s successful performance because conflicts occur in any sphere where human interaction is involved.
• Israeli-Palestine Conflict and Global Community The paper describes the causes of the Israeli-Palestine conflict and discusses what historians have claimed as the role of the wider international community in the conflict.
• Conflict Resolution in a Healthcare Setting The senior management of a healthcare setting must find a way to resolve a conflict in order not to undermine employees’ productivity and the quality of the provided care.
• Man vs. Society Conflict in ”The Lottery” by S. Jackson The purpose of this paper is to discuss the conflict in “The Lottery” by S. Jackson as that of man vs. society.
• Values and Conflicts in The Oresteia by Aeschylus The play Orestes revolves around the concept of justice: justice as revenge thus putting personal responsibility of revenge on the insulted.
• Shakespear’s Hamlet: Conflict Between Seeming and Being This is an analysis of the characters such as Hamlet, Ophelia, Rosencrantz, and Guildenstern clarifies the play’s obsession with the theme of the conflict between seeming and being.
• Negotiations and Conflict Resolution The paper discusses the statement: Negotiators who frame a conflict as ‘winner takes all’ will have a harder time than those who believe it is possible for everyone to win.
• United Nations in the Israeli-Palestine Conflict In some cases, the UN has played a major role in contributing to conflicts. One such case is the Israeli-Palestinian conflict that still remains an issue to this day.
• Characters Conflict in “The Hound of the Baskervilles” by Doyle Sir Arthur Conan Doyle’s The Hound of the Baskervilles is the continuation of the adventures of the genius detective Sherlock Holmes.
• Deontological and Consequential Ethical Conflict The case under discussion provides a moral dilemma when adhering to the rules contradicts the desire to do someone good.
• Nurse-Physician Conflict and Resolution Nurses communicate with a variety of health professionals. When it comes to nursing, conflicts in the workplace can have serious effects on patient health.
• Role, Conflict, Social Exchange Theories in Nursing Role theory, conflict theory, and social exchange theory should be discussed in the case of the nurse that is regularly challenged to prove her self-worth and skills.
• Google Inc.’s Male and Female Employees’ Conflicts In all contexts that involve interactions between different people, communication skills are necessary to ensure the passage of the intended message.
• Conflicts between Antigone and Creon This paper analysis Antigone by Sophocles. This story begins after banishment of Oedipus, the king of Thebes. Antigone’s act sparks a conflict between her and her uncle, Creon.
• Conflict Management Steps and Styles In all the various forms, various types of conflict termination are realized: such as mutual reconciliation or destruction of opposing agents.
• Concept of Saving Face in Conflict Resolution Human beings are flesh and blood with emotion and words can scar one for life. Before one opens their mouth to confront another party they should think about their words.
• Homosexuality as a Problem in the Conflict Theory The term “sexual behavior” encompasses various actions that people engage in to show their sexuality. Sexual arousal is a part of these behaviors’ biological and cultural aspects.
• Leadership and Conflict Management The primary goal of the following paper is to present a practical way to employ conflict management skills within a team.
• Gender and Cultures in Conflict Resolution The conflict resolution measures should not solely end conflicts, but should also help to restore the fighting communities together.
• Zimbabwe’s Political Elites and Ethnic Conflict Zimbabwe used to be one of Africa’s most prosperous states, backed up by a thriving tourism industry, a lucrative precious metals sector and a robust agricultural industry.
• The Armed Conflict in Nigeria and Its Impact The primary aim of the research is to explore the impact of armed conflict in Nigeria. This conflict features less in media as compared to the wars in Syria and Yemen.
• Karl Marx’s Conflict Theory and Alienation The current paper is devoted to Karl Marx’s conflict theory and the construct of alienation analysis and identifying its usefulness for social workers.
• Conflict Between Employee, Customer, and Manager The situation described in this paper exemplifies the conflict between the employee, the customer and the superior manager.
• Conflict Management Styles This article describes a specific conflict that occurred in the shoe store queue and describes ways to resolve the conflict.
• Conflict Theory: Definition and Main Concepts Conflict theory is a concept used in a wide range of disciplines, such as sociology, psychology, criminology, communication, education, among many others.
• Structural Functional and Dysfunctional Conflicts Conflict is something that occurs in any workplace, it is an inevitable part of the work routine. Sometimes it can be helpful, as conflicts highlight a particular problem.
• Media Coverage on Israeli-Palestinian Conflict The media highlights the occupation as an immoral and illegal act by Israelis which should be resisted in its entirety.
• Territorial Conflicts in Animals and Humans The territory is a concept that is common in this world and an animal or a human may want to fight to defend it if another party wants to claim it from them.
• Conflict Resolution Between Nurse and Patient This paper discusses the case of intense disagreement between a nurse and a patient regarding the use of antibiotics as a treatment method for a viral infection.
• Nurses Role in Conflicts A nurse has always been a mediator in the relations between a nurse and a therapist, guaranteeing that any conflict will be solved and a compromising solution will be found.
• Conflict Resolution Strategies and Organizational Behavior The phenomenon of organizational conflict and its impact on the performance of organizations has generated increasing attention from organizational scholars.
• Conflicts in the Film “A Clockwork Orange” One of the A Clockwork Orange movie’s conflicts that can be observed is between the values of individual choice and society’s need for control.
• Emotional Factors in Conflict Management This essay will point out the emotional factors embroidered within this field and relate them to the theories and hence evaluate the role played by the emotional factors.
• Conflict Resolution: A Constructive Approach The lack of strategic vision and poor group management in an organization can result in low commitment and conflict situations, lack of understanding, and satisfaction.
• Group Dynamics, Managing Conflict, and Managing Stress and Employee Job Satisfaction This paper discusses of whether a high cohesiveness in a group leads to higher group productivity, or not. Analysis of the effect of the quality of decision-making within the group.
• Conflicts in “The Rich Brother” by Tobias Wolff In the short story “The Rich Brother,” Tobias Wolff vividly portrays a conflict between rich and poor brothers.
• Conflict Stages and Its Resolution in Healthcare The purpose of this paper is to describe the case related to the development of a conflict in a healthcare setting, identify its type and discuss four stages of a conflict.
• Intercultural Conflicts: Occurrence and Solutions The Intercultural Conflict chapter of Exploring Intercultural Communication by Grothe discusses the theoretical basis of conflicts, their definition, occurrence, and solutions.
• Conflict Management in the Workplace In most workplaces, there are instances where different people with varying opinions and needs enter into an argument.
• Conflict Resolution at the Workplace Mutual conversation among employees is one of the critical factors which result in good relationships among the workers.
• The Rise of Criminological Conflict Theory Three key factors that explain the emergence of conflict theory are the influence of the Vietnam War, the rise of the counterculture, and anti-discrimination movements.
• Nurse Manager’s Role in Conflict Resolution The causes of conflicts can range from simple misunderstandings and communication failures to more profound clashes of values, personalities, or objectives.
• Leadership Strategies for Conflict Management in Nursing This paper will discuss the servant, transformational, and authoritarian conflict management styles, as they are the most prominent in the relevant literature.
• Conflict Resolution Case: Details and Stages There are many options for resolving various conflict situations. To use them, it is necessary to think soberly and sometimes even predict possible conflicts.
• Workplace Interpersonal Conflicts Among the Healthcare Workers The work in a healthcare setting is rather demanding and may sometimes require much more than a thorough preparation and the knowledge of one’s job.
• Moral Issues in 21st-Century Conflict Killing an innocent person is an immoral act in itself, and it means nothing whether it has some noble purpose or not.
• Conflict Resolution and Action Plan in Hospital In this assignment, a recurring conflict in a hospital setting in Miami will be discussed for the purpose of developing an effective action plan for subsequent conflict resolution.
• Coser’s Theory and an Example of a Social Conflict This paper discusses the concept of social conflict, which arises due to contradictions between different social groups, and its significance in societal progress.
• Mother-Son Conflict in Toole’s “A Confederacy of Dunces” John Kennedy Toole’s novel A Confederacy of Dunces unveils diverse issues. They include relationships with others and ways to fit in the community.
• Conflict Between Supervisor and Employee: Case Analysis This paper discusses the conflict between supervisor and employee. Also, it shows the collaborative model of conflict resolution.
• Role Play on Conflict Resolution Conflict resolution within an organization is one of the most critical leadership skills that foster cohesion, enhances work relationships, and improve the overall outlook of products.
• Interpersonal & Internal Conflict in Shakespeare’s “Hamlet” Conflicts are integral parts of our lives, and knowing how to resolve them is one of the essential skills to learn.
• Evidence-Based Conflict Resolution Strategies in Healthcare This paper aims to discuss an evidence-based example of a conflict situation in order to develop a comprehensive understanding of the best conflict resolution strategies.
• Child Soldiers in Modern Armed Conflicts The overview of modern wars shows that children compose the category that is regarded as one of the main victims of armed conflicts.
• Self-Interest and Public Interest Conflicts This paper discusses two inherent conflicts that might occur between self-interest and public interest, namely definitional challenges and market-oriented mechanisms.
• The 24 Hour Fitness Firm’s Employee Conflict On March 12, 2018, a complete story documenting the ongoing conflict between 24 Hour Fitness’s staff and management appeared in Capital & Main.
• Theories of Conflict Resolution There are two types of theories that are useful in analyzing relationship conflict in human services: needs theory and attribution theory.
• Conflicts, Politics, and Conflict-Handling Styles The paper explores how conflicts allow individuals to defend their viewpoints and convey their opinions to other people.
• Transformational Leadership Approach to Conflict Management in Emergency Care The research stresses the leadership importance in the conflict management process and highlights its vitality for bringing positive changes to the emergency departments.
• Conflict in Former Yugoslavia The conflict in the former Yugoslavia was caused by the long standings borders between several nations that should have never occurred.
• Personal Experience in the Covert Conflict I experienced the negative consequences of the covert conflict while living with the roommate who avoided expressing the real emotions and feelings.
• Conflict Theory in Nursing Practice This reflective journal entry elaborates on some issues that nurses face in their daily practice, and what theories can support them when resolving the arising problems.
• Team-Building Activities and Conflict Resolution Team building is an important instrument that assists organizations in building teams that are able to accomplish objectives and tasks which are defined by organizations.
• General Hospital’s Case of Conflict Management The paper studies the case of General Hospital, its conflict management styles and strategies of cost reductions negotiations needed to stay competitive.
• Change and Conflict Management in Church Over the last few decades, the Christian church has been rocked with major sex scandals, which hints at the necessity to rethink modern leadership.
• Controlling and Managing Interpersonal Conflicts in the Workplace This paper states that it is critical for the supervisor to learn how to control and manage interpersonal conflicts in the workplace.
• The Conflict Resolution Process Conflicts exist everywhere in day-to-day activities and are inevitable. Whether in families, social relationships, or workplaces, they are bound to arise at any time.
• Conflict Styles and Ways to Resolve It To successfully resolve the conflict in most cases, it is necessary that both sides, or at least one, show a desire to resolve the conflict.
• Technology’s Impact on Workplace Conflict Technology is a significant part of modern business because it simplifies several tasks in an organization’s day-to-day functions.
• Ways of Managing Conflict Once all of the issues in the dispute had been resolved, the parties understood and agreed to the terms of their agreement.
• The Industrial Revolution and Class Conflict The Industrial Revolution brought about global changes, social divisions and urbanization. Capitalism has been assaulting laborers since the time the industrial revolution began.
• Group Decision-Making and Conflict Management The focus on permanent enhancement and attention to employees’ thoughts are the key characteristics of effective group conflict management along with decision-making.
• Conflicts and Development in Emerging States The debate around possible advantages of conflicts has not been taken into account. There is no evidence proving that conflicts positively influence developing countries.
• Conflict Resolution: Compromise and Collaboration Conflicts are usually caused by the incompatibility of principles, aims, interests, or experiences. The success of conflict resolution depends on the selected strategy.
• Sexism and Gender: Culture and Conflict Reflection The present statement is an example of gender-based discrimination and prejudice among women. Sexism and gender discrimination in America have a long and complicated history.
• Healthcare Conflict Resolution Case This paper dwells on the details of the conflict in a Healthcare Setting between Kimberly and Jade and describes the stages of the conflict.
• Conflict Management in Nursing Practice This paper explores the nature of conflict in the context of patient care, its four stages, and suggests the best strategy for resolving the conflict.
• Applying Negotiation and Conflict Resolution Knowledge Any negotiation situation has two or more sides involved. Needs and desires of the parties may not match at all or the sides may pursue absolutely opposite final goals.
• Intergroup Dynamics in Conflict Resolution This literature review delves into the existing literature on the theory of social identity and discusses new findings and shortcomings of the theory.
• A Personal Experience of a Destructive Conflict The paper presents a discussion of a personal experience of a destructive conflict, the kind of conflict style that happened, and how the conflict was resolved.
• American Apparel: The Ethical Conflicts This study of American Apparel found ethical conflicts such as untimely paying employees, using taboo topics to promote their product, and insults and abuse by supervisors.
• Managing Conflict: Understanding Interpersonal Communication Conflicts are something that all people encounter in their life, that is why understanding different ways of handling them is important to ensure conflict resolution.
• Conflict Theory Applied to the American Civil War The research question of the planned research will be as follows: How does the conflict theory inform the causes of the American Civil War?
• Conflict of Interest in Speech Therapy Conflict of interest in clinical practice and especially in speech therapy is a phenomenon emerging due to the presence of varying perspectives of personal and professional nature.
• Conflict Management as an Essential Skill Conflict management should be one of the critical competencies of modern leaders. This paper shows the crucial status of effective conflict management in the 21st century.
• The Conflict between Russia and Chechnya The paper describes the conflict between Russia and Chechnya, the causes of that war, and what’s happening today.
• 20th Century Ideological Conflicts The end of World War II did not mean the end of ideological struggles between the great powers, as the new conflict named the Cold War began soon after.
• Identity Establishment in Adolescence and Its Relation to Conflict The adolescent development of a new identity can cause conflict with their parents. An essential aspect of identity is a commitment, which adolescents may change.
• Conflict in Nursing: Conflict Resolution in a Healthcare Setting This paper aims to evaluate a recurring conflict taking place among the nurses of a hospital setting in Miami, which had an adverse influence on the practice of nurses.
• Criminological Conflict Theory by Sykes Sykes identified three important elements, which he used to elucidate the criminological conflict theory. Sykes highlighted the existence of profound skepticism towards any theory.
• Violence and Conflict for Children and Women Domestic violence is an “epidemic” in most countries of the world. There are certain features of psychological work with women and children who have suffered from violence.
• Social Order Perspective and a Conflict Perspective There are two perspectives – social order perspective and a conflict perspective – that make the entire social system work correctly for the sake of humanity and society in particular.
• Conflict Theory in the Society Social conflict theory asserts, that individual behavior is connected to conflicts within the group and between the groups. It is common in contemporary society.
• Tourism and Socio-Cultural Conflicts in Lhasa, Tibet Balancing the need for revenue in Lhasa by increasing attractions sites for visitors may not only lead to potential damage to the sites but is likely to conflict with social norms.
• Effective Communication and Conflict Resolution in Nursing The paper presents an overview of a conflict situation that I observed at nursing work, along with due attention to stages of conflict and strategies for conflict resolution.
• Power & Conflict in Individual and Group Behavior The manifestations of power and conflict on individual and group behavior are different, and specific approaches are necessary for each individual situation.
• Concept of Brotherhood: Russia-Ukraine Conflict The concept of brotherhood can have a significant impact on the formation of intercultural relations among countries.
• Moro Conflict in Mindanao: Ethnic Civil Wars “Philippines to Fast Track Muslim Self-Rule in Mindanao” describes the positions of the Government of the Philippines regarding the conflict among Muslims and the local population.
• Conflict Resolution in Business The function of a conflict is drawing attention to the problems that exist within a group of people and catalyze its resolving.
• Resolving Workplace Conflict: Challenges and Strategies All factors that affected the workers, at personal level and work had to be factored in, and effective mechanisms needed to be put in place to cater for these.
• Nursing Leadership and Conflict Resolution The paper unveils the working mechanism of the qualities of a leader, and the ability of the leader uses an array of strategies to mitigate conflicts at the working place.
• Male and Female Escalated Conflict There is an ever-increasing conflict between males and females. This calls for a serious and urgent solution to settle differences between these important groups of society.
• Communication and Cultural Conflicts Conflicts due to variations in values, beliefs, and practices are bound to occur when people communicate to achieve shared objectives, complement each other, and share resources.
• Nursing Conflict and Cooperation Two nurses have some unresolved problem that affects their relations and results in the deteriorated teamwork and problems with the appropriate delivery of care.
• Change and Conflict Theories in Healthcare Leadership This paper discusses change theories, conflict theories, and leader as a change agent, and analyzes how the ability to handle conflict affect effective leadership in health care.
• Workplace Conflict Between Nurses The task of nurse leaders is to provide visionary leadership to foster a constructive work environment where disagreements are dealt with more effectively.
• Servant Leadership, Cooperative Groups, and Productive Conflict Servant leadership differs substantially from traditional styles based on power, positioning the leader as a servant, not a supervisor.
• The Role of Power in Conflicts in the Workplace This paper states that legitimate power presents itself as the most effective power in solving conflicts in an organization.
• Stakeholders’ Conflict of Interests in Healthcare Provision This research paper explains the stakeholders’ conflicts of interest regarding healthcare provision and compliance.
• Relational Dialectics and Conflict Management Relational dialectics can be described as a concept of communication theories that analyses contradictions and tensions that exist in relationships.
• The Dakota Conflict Documentary’s Analysis The PBS documentary Dakota Conflict provides a perspective on conflict using excerpts from diaries and letters. This approach allows one to better relate to American settlers.
• Workplace Conflict in the Medical Sphere Conflicts are an important consideration to take when working in a medical sphere, as their existence can impact the health delivery process in a variety of ways.
• Europeans vs Native Americans: Why the Conflict Was Inevitable? As soon as Indians began refusing to do what colonizers asked of them, the latter started taking brutal measures.
• Sources and Levels of Organizational Conflict The purpose of this essay is the examination of the sources and levels of conflict and the evaluation of potential outcomes of the conflict solution.
• Workplace Conflicts Among Healthcare Workers Conflicts between medical staff members tend to have adverse consequences for both healthcare workers and patients.
• Conflict Between Augustine and Pelagius Unlike Augustine, Pelagius never led a sinful life prior to his salvation. It is therefore unlikely that he could understand the concept of grace as he had not experienced it firsthand.
• Internal Strife and Conflict in Literary Works
• Workplace Conflict Management Strategies and Examples
• Riverbend City Case: Conflict Management
• Affordable Care Act and Related Ethical Conflicts
• Conflict Competence in the Workplace
• Time and Conflict Management in Nursing
• Four Intercultural Conflict Styles
• “Where the Conflict Really Lies?” – Philosophy
• Organization Conflicts and Bullying
• Impacts of the China-Taiwan Conflict on the US Economy
• Work-Family Conflict and Women of Impact
• Conflict Management in Business
• Religious Diversity and Sources of Conflict
• Seminar: Conflict and Power Dynamics
• Alternative Business Conflict Resolution in the Board of Directors
• The Veil Conflict: Wearing Religious Symbols in Schools
• Conditions Leading to Statehood in Israel- Palestinian Conflict 1948
• The Day of Revenge, BRAVO, and ALPHA Conflict
• Centurion Media: The Conflict of Interest
• Organizational Conflicts: The Key Aspects
• Implications of the U. S. Endorsement of Jerusalem on the Israeli-Palestinian Conflict
• The United States in the Russia-Ukraine Conflict
• The True Story of Che Guevara: Conflict & Terrorism
• Family Counselling and Therapy for High-Conflict Couples
• The Israeli-Palestinian Conflict
• Role Ambiguity, Role Strain and Role Conflict
• International Law and Conflicts in Jurisdiction
• Conflicts Between the British and the Colonists
• Law of Armed Conflict Rebuttal
• Zionism Issues in Israel and Palestine Conflict
• Conflict Resolution for Hospital Leadership
• Emotional Intelligence in Conflict Resolution
• Conflict and Coexistence: Jews and Christians
• How Conflict Influences Decision-Making
• Conflict in the Workplace: Impact of Social Aspects
• Analysis of Age of Conflict in Viceroyalty of New Spain
• Conflict Resolution: Video Analysis
• Intercultural Conflict Communication Style
• Agency Conflict Between Company’s Owners and Shareholders
• The Conflict in Libya and Anatomy of a Failure
• Aspects of a Brewing Litigation Conflict
• Violence in Settlers & American Indians Conflicts
• Conflict Between Inward Traits and Outward Circumstances in “Paul’s Case”
• Workplace Disputes: Conflicts Between the Employee and the Employer
• Undefined Roles of Nurses and Doctors Lead to Conflict in Interpersonal Collaboration
• The American Civil War and North-South Conflict
• A Managerial Conflict in the Workplace
• Sunni and Shia Forms of Islam and Their Conflicts
• Human Nature: War and Conflict
• Desdemona and Lago’s Conflict in “Othello” by Shakespeare
• FlipHarp Company’s Conflict Resolution
• Workplace Conflicts: Jan and Mike Case
• Social Conflict Theory & Behavior Theory Analysis
• The Would-Be Borrower Communication Conflict
• Workplace Conflicts’ Impact on Employee Well-Being
• Conflict Self-Assessment and Resolution
• Christianity vs. Judaism: A Medieval Conflict
• Conflict With Juvenile Offenders
• Codes of Conduct: Conflicts in Organization
• “Crucible of Fire” and “Canadian Soldiers in West African Conflicts” Articles Comparison
• Functionalism vs Conflict Theory in Sociology
• Conflict: Positives, Negatives, and Strategies
• Factors of Conflict Between American Colonists and the British Empire
• Communication Issues and Conflict Resolution
• Communication, Decision Making and Conflict Management
• Sports and Organizational Conflict: Articles Analysis
• Change and Conflict Management in Nursing
• Conflict Resolution. A Values-Based Negotiation Model
• Managing Conflict in Teams and Organizations
• Conflict Resolution: Conflict Prevention Methods
• Conflict Between Transgender Theory, Ethics, and Scientific Community
• The Conflict Theory: Crucial Aspects
• The Emergence of Professional Disputes and Conflicts
• Conflict and Negotiation Analysis of Nick Cunningham Case Study
• Conflict of Interests of the Patient and the Doctors
• Conflict Management Issues
• Ethical Conflict Associated With Managed Care: Views of Nurse Practitioners’: Article Critique
• Difficult Interactions and Conflict Resolution
• The Land Conflict Between White Settlers and Native Americans
• History of Settlers-Natives Conflict in Canada
• Leadership for Conflict Management in Nursing
• Civility and Conflict Management in the Workplace
• Resolving Conflict & Dealing with Difficult People
• Negotiation’s Strategy: Conflict Between Basran and Carpathia
• “The Lottery” and “The Destructors”: Conflict, Characterization and Irony
• Conflict Style Assessment and Analysis
• Workplace Conflict Resolution by a Human Resource Manager
• The Palestine and the Arab-Israel Conflict
• The Inevitability of the 1947-48 Conflict Between Jews and Arabs in Palestine
• Race and Ethnicity and Meaningless Conflict
• Sleepy Hollow General Hospital: Conflict of Interest
• Conflict Resolution Strategies Training Program
• Conflict and Order Theory on Race and Gender Issues
• Conflict 101: Questions. Analysis of the Conflict
• Conflict Handling Style in the Healthcare Environment
• China-Philippines Conflict: Differences in News Broadcast
• Military Conflict and Involvement Consequences
• Indirect Emotion Regulation in Intractable Conflicts
• American-Japanese Military and Race Conflicts in the Book “War Without Mercy: Race and Power in the Pacific War”
• Conflicts and Political Goals in Afghanistan, Gaza and Iraq
• Communication and Conflict: Analysis of a Conflict Situation
• Correlation Between Negotiation and Conflict Resolution
• Environmental, Social or Political Conflict in Buddhism
• Developing States-World Trade Organization Conflict
• Conflict Management Definition and Problem-Solving Approaches
• “Lawrence and Aaronsohn: T.E. Lawrence, Aaron, Aaronsohn” by Ronald Florence: Arab-Israel Conflict
• Project Team: Definition, Principles of Function and Possible Conflicts
• Communication and Conflict Resolution Ways
• Mediation and Advocacy to Resolve Conflicts
• The Conflicts of the Cold War in Latin America
• The IRA and the Irish-English Conflict
• The Ethics of Global Conflict: Violence vs. Morality
• Mediation of Conflicts and Human Services
• Acuscan Company’s Conflict About the New Product
• Resolving Business Conflicts: Negotiation Strategies
• The Israeli and the Palestinian People in Conflict
• Conflict Perspective to Analyze Personal Problems
• “The Role of the United Nations Development Programme in Post-conflict Peace-Building”: Article Analysis
• 10-Hour Training Course for Teachers on Conflict Management
• Conflict Management Styles in Workplace
• Conflict and Negotiation Discussion
• The Problem of Palestinian-Israeli Conflict and Viable Solution
• Training vs. Patient Care Conflict in a Clinic
• Conflict Management: Term Definition
• Prioritizing Tasks: The Most Common Workplace Conflict
• Attribution Bias in the Intergroup Conflict
• Conflict Between Jews and Arabs in Palestine 1947-1948
• Dealing with Conflict in Healthcare Settings
• The Golden Arches Theory of Conflict Prevention
• Conflict Management and Team Building
• The Understanding of the Conflict Nature and Resolution in the Nursing Area
• Addressing Ethical Conflict in Healthcare
• Miami Hospital’s Nursing Conflict Resolution
• Remote Sensing. Satellite Imagery of Conflict in Aleppo
• Conflict Resolution in a Care Delivery Setting
• Resolving Conflict in the Healthcare Setting
• The Conflict Resolution and Moral Distress in Nursing
• Conflict Handling in the Healthcare Environment
• Organizational Communication and Conflict Management in the Healthcare
• Conflict Management in the Healthcare Sector
• Healing and Autonomy: The Conflict Between Conventional Medical Treatment and Spiritual Beliefs
• Nursing Conflicts, Their Types and Implications
• Teamwork and Conflict Management in Nursing
• Power & Conflict in Individual & Group Behavior
• Conflict Resolution: The Nursing Context
• Effective Conflict Resolution Strategies & Theories
• Professional Conflict Resolution Skills in Nurses
• Document Conflict: Alternative Dispute Resolution
• United States-Iran Relations and Future Conflict
• United States-China Relations and Future Conflict
• Truth in Conflicts Management
• Civil Conflict and Economic Policy in El Salvador
• The History of Israeli-Palestinian Conflict
• Israeli Settlement in Palestine: Conflict Nowadays
• Peace & Global Security: Vietnam War & Israel-Palestine Conflict
• Handling Difficult Conversations and Ways to Avoid Conflict Escalation
• Moro Conflict in Mindanao: Why Men Rebel
• Moro Conflict in Mindanao: In Pursuit of Federalism
• Moro Conflict in Mindanao: Road to Peace
• The Colombian Conflict Effects
• European Union Mediation Directive for Conflict Resolution
• Conflict and Negotiation in the Workplace
• Conflict Management Strategies
• The Pattern of a Conflict: Tracing Your Own Life
• Asian International Politics and Military Conflicts
• Afghanistan’s Location as a Cause of Conflicts
• Social Construct of Ethnicity and Ethnic Conflict
• Workplace Conflict Resolution and Team Building
• Conflict Resolution for Nurses and Other Providers
• Effective Conflict-Resolution Strategies in Healthcare
• Conflict Resolution Skills in Nursing
• Conflict in IT Project Teams
• Conflict Resolution in Healthcare Workplace
• Environmental Health and Social Conflicts
• Ethical Conflicts of Obama and Trump Healthcare Reforms
• Recurring Conflict between Two Nurses
• Conflict and Social Technologies in the Workplace
• What Factors Led to the Indian Pakistan Conflict?
• Conflict Management Plan in Health Care
• Kendall Regional Medical Center: Conflict Management
• Nursing Leadership: Isaac and Holiday Conflict
• Ethics and the Affordable Care Act’s Conflicts
• Psychiatric Nurse Practitioner in Conflict Resolution
• Kendall Regional Medical Center’s Change and Conflicts
• Colombian Armed Conflict and Social Proactiveness
• Conflict Between Medical Professionals
• Kendall Regional Medical Center’s Conflict Management Plan
• University of Miami Hospital’s Nursing Conflicts
• Conflict Resolution in Healthcare Establishments
• Conflicts, Compromises, and Communication
• Conflict Resolution Decision in Healthcare Institutions
• Problem of Conflict Situations
• Conflict Resolution by the African Union
• Worker Exploitation in the Social Conflict Theory
• Conflict Resolution in Professional Nurse Activity
• Healthcare Facilities Conflict Management Plan
• Miami Hospital’s Conflict in Healthcare Teams
• Conflicts: Main Reasons and Resolution
• Employee Conflicts Resolution and Ethical Dilemmas
• Conflict Handling Style in Healthcare Setting
• Work-Family Conflict Implications in Strain Levels
• Conflict in Nurse Work and Its Resolution
• Hospital Setting Miami: Conflict Resolution
• Conflict Management in Healthcare Facilities
• Negotiating Ethical Conflicts in Nursing
• Quality Improvement and Conflict Management in Healthcare
• Conflict Resolution in Hospital Setting Miami
• Conflict Resolution in Libraries of St. Lucie County
• The Nature of Conflicts in Nursing
• Conflict in “Barn Burning” by William Faulkner
• Conflict Resolution for Nurses in Acute Care Unit
• Rwanda Conflict and Its Resolving Options
• Conflict Management Plan for a Regional Medical Center
• How Mexico Drug Cartels Are Supporting Conflicts?
• Conflict Situations in Healthcare
• The Role of Conflict Management Plan
• Conflict Resolution in the Miami Hospital
• Nursing Conflict Resolution Strategies
• Conflict Resolutions in Northern Ireland and Cyprus
• Conflict among the Nurses at the Hospital
• Conflict Resolution Strategies in Nursing Settings
• Executing Change in Healthcare: Conflict Management Strategies
• African Union Conflict Intervention Framework
• Democratic Communities and Third-Party Conflict Management
• Gas Blowouts in Bangladesh and Conflicts That Prevail Due to Gas Blowouts
• “Disgrace” by John Maxwell Coetzee: Conflict Resolution
• Governmental Social Movement: Class Conflicts
• Syria’s Conflict: Putin’s vs. Obama’s Position
• International Relations: Korean Conflict and US Economy
• Social Movement Theory: An Analysis of the Class Conflict Social Movement Theory and Lenin’s Social Movement Theory
• Conflict Management and Leadership Skills
• Are Trade Integration and the Environment in Conflict?
• Does Ethnic Conflict Impede or Enable Employee Innovation Behavior?
• Are Religion and Conflict Inherently Linked?
• What Is Cultural Conflict in the Workplace?
• Does Gender Difference Play a Role in Marital Conflict?
• How Can Family Conflicts Lead to Deviant Behavior in Children?
• Why Did the Major Twentieth Century Conflicts Affect So Many People?
• Can Cultural Norms Reduce Conflicts?
• Why Does the Bible Conflict With Science?
• How Can Miscommunication and Misunderstanding Lead to Conflicts?
• What Is Social Conflict According to Karl Marx?
• Does Gender Diversity Help Teams Constructively Manage Status Conflict?
• Why Doesn’t Class Conflict Dominate Politics in Advanced Industrial Societies?
• How Does Conflict Relate to Social Inequalities?
• Can the WTO Reconcile Environmental and Trade Conflicts?
• What Are the Two Main Issues in the Current Israeli-Palestinian Conflict?
• Does Higher Inequality Lead to Conflict?
• How Can People Best Respond to Conflict?
• Does Poor Communication Cause Conflict in the Workplace?
• What Are the Major Conflicts Between Virtues and Utilitarianism?
• How Can Team Conflict Be Reduced?
• Does Social Media Influence Conflict?
• How Does Conflict Manifest Itself in “Romeo and Juliet”?
• Does Violent Conflict Make Chronic Poverty More Likely?
• How Do Cultural Differences Influence Conflict Within an Organization?
• What Were Some Conflicts Involved in the Iranian Revolution?
• How Does Maslow’s Theory of Human Needs Explain Conflict in Human Society?
• Why Are Intra State Conflicts So Difficult?
• How Does Shakespeare Use Conflict in “Hamlet” as a Way of Exploring Ideas?
• What Problems Are Caused by Conflict?

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StudyCorgi . "429 Conflict Essay Topics." September 9, 2021. https://studycorgi.com/ideas/conflict-essay-topics/.

StudyCorgi . 2021. "429 Conflict Essay Topics." September 9, 2021. https://studycorgi.com/ideas/conflict-essay-topics/.

These essay examples and topics on Conflict were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 5, 2024 .