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conflict

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Dictionary: con·flict   (kŏn'flĭkt') pronunciation
 
n.
  1. A state of open, often prolonged fighting; a battle or war.
  2. A state of disharmony between incompatible or antithetical persons, ideas, or interests; a clash.
  3. Psychology. A psychic struggle, often unconscious, resulting from the opposition or simultaneous functioning of mutually exclusive impulses, desires, or tendencies.
  4. Opposition between characters or forces in a work of drama or fiction, especially opposition that motivates or shapes the action of the plot.
intr.v., -flict·ed, -flict·ing, -flicts. (kən-flĭkt')
  1. To be in or come into opposition; differ.
  2. Archaic. To engage in warfare.

[Middle English, from Latin cōnflīctus, collision, from past participle of cōnflīgere, to strike together : com-, com- + flīgere, to strike.]

confliction con·flic'tion n.
conflictive con·flic'tive adj.
conflictual con·flic'tu·al (kən-flĭk'chū-əl) adj.

SYNONYMS  conflict, contest, combat, fight. These nouns denote struggle between opposing forces for victory or supremacy. Conflict applies both to open fighting between hostile groups and to a struggle between antithetical forces: “The kind of victory MacArthur had in mind . . . victory by expanding the conflict to all of China—would have been the wrong kind of victory” (Harry S. Truman). “Fortunately analysis is not the only way to resolve inner conflicts” (Karen Horney). Contest can refer either to friendly competition or to a hostile struggle to achieve an objective: a spelling contest; the gubernatorial contest. Combat most commonly implies an encounter between two armed persons or groups: “Alexander had appeared to him, armed for combat” (Connop Thirlwall). Fight usually refers to a clash involving individual adversaries: A fight was scheduled between the world boxing champion and the challenger. “There is nothing I love as much as a good fight” (Franklin D. Roosevelt). See also synonyms at discord.


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Thesaurus: conflict
 

noun

  1. A state of open, prolonged fighting: belligerency, confrontation, hostility (used in plural), strife, struggle, war, warfare. See conflict/cooperation.
  2. A state of disagreement and disharmony: clash, confrontation, contention, difference, difficulty, disaccord, discord, discordance, dissension, dissent, dissentience, dissidence, dissonance, faction, friction, inharmony, schism, strife, variance, war, warfare. See conflict/cooperation.

verb

    To fail to be in accord: clash, contradict, disaccord, discord, jar. Idioms: goruncounter to. See agree/disagree.

 
Antonyms: conflict
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n

Definition: disagreement, discord
Antonyms: accord, agreement, concord, harmony, peace

n

Definition: fight, warfare
Antonyms: agreement, calm, concord, peace, stability

v

Definition: be at odds
Antonyms: agree, be calm, harmonize


 

n. a prolonged armed struggle: overseas conflicts.

See the Introduction, Abbreviations and Pronunciation for further details.

 

In psychology, a struggle resulting from incompatible or opposing needs, drives, wishes, or demands. Interpersonal conflict represents such a struggle between two or more people, while internal conflict is a mental struggle. A child experiencing internal conflict, for example, may be dependent on his mother but fear her because she is rejecting and punitive. Conflicts that are not readily resolved may cause the person to suffer helplessness and anxiety. See also learned helplessness.

For more information on conflict, visit Britannica.com.

 

1. An overt struggle between individuals or groups. Conflict occurs whenever the action of one person or group prevents, obstructs, or interferes with the goal achievement or action of another person.

2. A group motive where the group functions together to overcome natural obstacles or the opposition. The group motive will be to beat the opposition, or to struggle against opposing forces, whether those forces are from the natural environment or other people.

3. The tension or stress involved when the satisfaction of specific needs is thwarted by equally attractive or unattractive desires.

 
Psychoanalysis: Conflict
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In psychoanalysis, the notion of conflict generally refers to intrapsychic conflict in which antagonistic forces are pitted against each other. The idea is central to psychoanalytic doctrine: It is no exaggeration to say that in light of the importance given to infantile sexuality and the unconscious, conflict is basic to the structuring of the psychic armature; further, it can be said that Sigmund Freud devoted his entire life to elaborating a theory of conflict.

Freud takes a cautious approach in his early work. He remains close to a psychology of consciousness at the beginning of his theory of repression, when he evokes, in the patient under the influence of a wish, the surging forth of "contrasting representations" and "irreconcilable ideas" that are so painful that, by an effort of "counter-will" the patient decides "to forget the thing" (1941b [1892], Notice III). From the outset, then, he posits the idea of a fundamental conflict between wishes and what opposes them. When Freud later unreservedly states that this process—repression—is essentially unconscious, that perspective, as much as the role of sexuality in wishes, becomes the basis for his parting of ways with Josef Breuer and for his ongoing opposition to such thinkers as Pierre Janet.

From that point on, it is possible to follow the stages in his elaboration of a general theory of conflict:

  • as their name indicates, the neuropsychoses of defense (hysteria, obsessional neurosis, phobia) can be attributed to the conflict between wishes and obstacles to their fulfillment;
  • this struggle is expressed in compromise formations in which the wish is blocked and, at the same time, finds fulfillment in disguised forms: This is the return of the repressed, in the form of symptoms, dreams, slips of the tongue, parapraxes, and so forth, and all these socially and morally acceptable substitutive formations nevertheless produce an occult satisfaction of desire, thus providing and outlet for accumulated psychic energy;
  • it is thus important to distinguish manifest conflict, as it appears in the complaints of the patient and those around him or her, in symptomatology, and so on, from latent conflict, which only the work of psychoanalysis can bring to light;
  • the source of conflict is always to be sought in psychosexuality. Such, at least, is the position that Freud vigorously affirms in the first part of his work. However, the status of aggression posed a problem and would remain a troublesome point"" in his theory. He returned to the issue, without finding a satisfactory solution, with his second theory of the instincts and the introduction of the "death instinct," in his attempt to find what might lie "Beyond the Pleasure Principle" (1920g) and by reframing questions related to sadism and masochism (for example, in "The Economic Problem of Masochism" [1924c]) and the like;
  • the theorization of the neuropsychoses of defense explicitly posits the existence of psychopathological states that do not follow this schema in that they are not produced by a conflict between the instincts and the defenses: perversions ("the neuroses are the negative form of perversion," Freud writes in "Three Essays on the Theory of Sexuality" [1905d, p. 238]) and actual neuroses, in which the symptom is produced by a direct flow of libidinal energy into the somatic functions, without passing through psychical working over (this latter category was taken up and extensively developed in modern studies of psychosomatic disorders). However, these distinctions, which seem to originate in a somewhat overly rigorous psychoanalytic nosography, were challenged by Freud's successors;
  • an important watershed occurred around 1910 with regard to two connected areas, when Freud began to envisage conflicts between the "two principles of mental functioning," the pleasure principle and the reality principle ("Formulations on the Two Principles of Mental Functioning" [1911b]), and the opposition between narcissistic cathexes and object cathexes ("On Narcissism: An Introduction" [1914c]);
  • at the same time, Freud's theorization of the Oedipus complex (explicitly designated by that name for the first time in 1910, although the idea is present much earlier) brought to light the idea of conflicting identifications (first and foremost, between paternal and maternal identifications);
  • from this point on, the stages in libidinal development having been established, different developmental and structural levels of psychic conflict can be distinguished. In the case of orality, biting/not biting the breast; according to Karl Abraham, this ambivalent phase is preceded by a preambivalent phase. In the anal phase, expulsion/retention; this is where the sadistic/masochistic and active/passive oppositions are imbricated. The phallic phase is characterized by the oppositions between phallic/castrated and masculine/feminine as well as by the principal form of conflict that places desire in opposition to prohibition. As is clear from this brief summary, conflict in Freudian thought often takes the form of pairs of opposites.

There is more at issue here than merely situating conflicts in the activation of the erogenous zones. When there is conflict, it involves the putting into play of object relations (for example, in the case of anality, in the oppositions between satisfying/disappointing or giving/refusing). The love/hate opposition, which Melanie Klein posits as fundamental (working within the perspective inaugurated in Freud's second theory of the instincts) has since undergone extensive elaboration. Finally, at the most basic level of all, the opposition between being/nonbeing should no doubt be added; its importance is apparent in the study of psychoses.

Conflict can pit the instincts themselves against one another. In his early work Freud places the sexual instinct in opposition to the instinct for self-preservation; in his second theory, he opposes the life instinct to the death instinct. Moreover, clinical practice suggests that instincts may be conflictual in themselves: It has been observed that in certain anxiety states instinctual satisfaction is fantasized as a cataclysmic explosion that would annihilate all the subject's vital energy in a single instant and cause death. We should also recall the forms of conflict in which different agencies within the psychic apparatus are in opposition: the conscious and the unconscious in Freud's early theory, or the Id, the Ego, and the Superego in his later work.

In all the above forms, conflict is considered in terms of its intrapsychic workings. However, it is clear we should also consider its articulation with interpersonal conflicts and, beyond that, the problem of conflicts between the individual and society, which Freud himself addressed several times, notably in Group Psychology and Analysis of the Ego (1921c) and Civilization and Its Discontents (1930a).

Bibliography

Freud, Sigmund. (1894a). The neuro-psychoses of defence. SE, 3: 45-61.

——. (1905d). Three essays on the theory of sexuality. SE, 7: 130-243.

——. (1911b). Formulations on the two principles of mental functioning. SE, 12: 218-226.

——. (1914c). On narcissism: an introduction. SE, 14: 67-102.

——. (1920g). Beyond the pleasure principle. SE,18:1-64.

——. (1921c). Group psychology and the analysis of the ego. SE, 18: 65-143.

——. (1924c). The economic problem of masochism. SE, 19: 155-170.

——. (1930a). Civilization and its discontents, SE, 21: 57-145.

——. (1941b [1892]). Sketches for the 'Preliminary commmunication' of 1893, (B) 'III.' SE, 1: 149-150.

Further Reading

Brenner, Charles. (1982). The mind in conflict. New York: International Universities Press.

Frank, George. (1996). Conflict and deficit: two theories or one? Psychoanalytical Psychology, 13, 567-570.

Smith, Henry. (2003). Conceptions of conflict in psychoanalytic theory and practice. Psychoanalytic Quarterly, 72,49-96.

—ROGER PERRON

 
Literary Glossary: Conflict
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The conflict in a work of fiction is the issue to be resolved in the story. It usually occurs between two characters, the protagonist and the antagonist, or between the protagonist and society or the protagonist and himself or herself. Conflict in Theodore Dreiser's novel Sister Carrie comes as a result of urban society, while Jack London's short story "To Build a Fire" concerns the protagonist's battle against the cold and himself.

 
Military Dictionary: conflict
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(DOD) An armed struggle or clash between organized groups within a nation or between nations in order to achieve limited political or military objectives. Although regular forces are often involved, irregular forces frequently predominate. Conflict often is protracted, confined to a restricted geographic area, and constrained in weaponry and level of violence. Within this state, military power in response to threats may be exercised in an indirect manner while supportive of other instruments of national power. Limited objectives may be achieved by the short, focused, and direct application of force.

 
Word Tutor: conflict
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pronunciation

IN BRIEF: A fight or disagreement.

pronunciation Freida wasn't one to run from conflict.

 
Quotes About: Conflict
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Quotes:

"Success has made failures of many men." - Cindy Adams

"More will mean worse." - Martin Amis

"As long as you keep a person down, some part of you has to be down there to hold him down, so it means you cannot soar as you otherwise might." - Marian Anderson

"The term up has no meaning apart from the word down. The term fast has no meaning apart from the term slow. In addition such terms have no meaning even when used together, except when confined to a very particular situation... most of our language about the organization and objective's of government is made up of such polar terms. Justice and injustice are typical. A reformer who wants to abolish injustice and create a world in which nothing but justice prevails is like a man who wants to make everything up. Such a man might feel that if he took the lowest in the world and carried it up to the highest point and kept on doing this, everything would eventually become up. This would certainly move a great many objects and create an enormous amount of activity. It might or might not be useful, according to the standards which we apply. However it would never result in the abolishment of down." - Thurman W. Arnold

"A man's own self is his friend. A man's own self is his foe." - Bhagavad Gita

"The spirit indeed is willing, but the flesh is week. [Matthew 26:41]" - Bible

See more famous quotes about Conflict

 
Wikipedia: Conflict
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Conflict is actual or perceived opposition of needs, values and interests. A conflict can be internal (within oneself) or external (between two or more individuals). Conflict as a concept can help explain many aspects of social life such as social disagreement, conflicts of interests, and fights between individuals, groups, or organizations. In political terms, "conflict" can refer to wars, revolutions or other struggles, which may involve the use of force as in the term armed conflict. Without proper social arrangement or resolution, conflicts in social settings can result in stress or tensions among stakeholders. When an interpersonal conflict does occur, its effect is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse, and sometimes even humorous way.

Conflict as taught for graduate and professional work in conflict resolution (which can be win-win, where both parties get what they want, win-lose where one party gets what they want, or lose-lose where both parties don't get what they want) commonly has the definition: "when two or more parties, with perceived incompatible goals, seek to undermine each other's goal-seeking capability".

One should not confuse the distinction between the presence and absence of conflict with the difference between competition and co-operation. In competitive situations, the two or more individuals or parties each have mutually inconsistent goals, either party tries to reach their goal it will undermine the attempts of the other to reach theirs. Therefore, competitive situations will, by their nature, cause conflict but if you have good sportsmanship or are just fair it won't cause undesirable conflict. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which one party tries to reach their goal can still undermine the other individual or party.

A clash of interests, values, actions or directions often sparks a conflict. Conflicts refer to the existence of that clash. Psychologically, a conflict exists when the reduction of one motivating stimulus involves an increase in another, so that a new adjustment is demanded. The word is applicable from the instant that the clash occurs. Even when we say that there is a potential conflict we are implying that there is already a conflict of direction even though a clash may not yet have occurred.

Contents

Types of Conflict

A conceptual conflict can escalate into a verbal exchange and/or result in fighting.

Conflict can exist at a variety of levels of analysis:

  • community conflict
  • diplomatic conflict
  • economic conflict
  • emotional conflict
  • environmental resources conflict
  • external conflict
  • group conflict
  • ideological conflict
  • international conflict
  • interpersonal conflict
  • intersocietal conflict
  • intrastate conflict (for example: civil wars, election campaigns)
  • intrapersonal conflict (though this usually just gets delegated out to psychology)
  • organizational conflict
  • intra-societal conflict
  • military conflict
  • religious-based conflict (for example: Center For Reduction of Religious-Based Conflict).
  • workplace conflict
  • data conflict
  • relationship conflict
  • racial conflict

Conflicts in these levels may appear "nested" in conflicts residing at larger levels of analysis. For example, conflict within a work team may play out the dynamics of a broader conflict in the organization as a whole. (See Marie Dugan's article on Nested Conflict. John Paul Lederach has also written on this.) Theorists have claimed that parties can conceptualize responses to conflict according to a two-dimensional scheme; concern for one's own outcomes and concern for the outcomes of the other party. This scheme leads to the following hypotheses:

  • High concern for both one's own and the other party's outcomes leads to attempts to find mutually beneficial solutions.
  • High concern for one's own outcomes only leads to attempts to "win" the conflict.
  • High concern for the other party's outcomes only leads to allowing the other to "win" the conflict.
  • No concern for either side's outcomes leads to attempts to avoid the conflict.

In Western society, practitioners usually suggest that attempts to find mutually beneficial solutions lead to the most satisfactory outcomes, but this may not hold true for many Asian societies. Several theorists detect successive phases in the development of conflicts.

Often a group finds itself in conflict over facts, goals, methods or values. It is critical that it properly identify the type of conflict it is experiencing if it hopes to manage the conflict through to resolution. For example, a group will often treat an assumption as a fact.

The more difficult type of conflict is when values are the root cause. It is more likely that a conflict over facts, or assumptions, will be resolved than one over values. It is extremely difficult to "prove" that a value is "right" or "correct". In some instances, a group will benefit from the use of a facilitator or process consultant to help identify the specific type of conflict. Practitioners of nonviolence have developed many practices to solve social and political conflicts without resorting to violence or coercion.

Conflict can arise between several characters and there can be more than one in a story or plot line. The little plot lines usually enhance the main conflict.

Conflict also defines as natural disagreement resulting from individuals or groups that differ in beliefs, attitudes, values or needs. It can also originate from past rivalries and personality differences. Other causes of conflict include trying to negotiate before the timing is right or before needed information is available. The following are the causes of conflict:

  • communication failure
  • personality conflict
  • value differences
  • goal differences
  • methodological differences
  • substandard performance
  • lack of cooperation
  • differences regarding authority
  • differences regarding responsibility
  • competition over resources
  • non-compliance with rules (LO)

A definition of a conflict can be the subject of legal action has three invariants[1] :

  • legal
  • technical
  • emotional

Causes

Structural Factors (How the conflict is set up)

  • Authority Relationships (The boss and employees beneath them)
  • Common Resources (Sharing the same secretary)
  • Goal Differences (One person wants production to rise and others want communication to rise)
  • Interdependence (A company as a whole can't operate w/o other departments)
  • Jurisdictional Ambiguities (Who can discipline whom)
  • Specialization (The experts in fields)
  • Status inconsistencies
  • Need of land, water and food (whole country)

Personal Factors

The assertion that "the conflict is emotionally defined and driven," and "does not exist in the absence of emotion" is challenged by Economics. In this context, scarcity means that available resources are insufficient to satisfy all wants and needs. The subject of conflict as a purely rational, strategic decision is specifically addressed by Game Theory, a branch of Economics.

Where applicable, there are many components to the emotions that are intertwined with conflict. There is a behavioral, physiological, cognitive component.

  • Behavioral- The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional.
  • Physiological- The bodily experience of emotion. The way emotions make us feel in comparison to our identity.
  • Cognitive- The idea that we "assess or appraise" an event to reveal its relevancy to ourselves.

These three components collectively advise that "the meanings of emotional experience and expression are determined by cultural values, beliefs, and practices."

  • Cultural values- culture tells people who are a part of it, "Which emotions ought to be expressed in particular situations" and "what emotions are to be felt."
  • Physical- This escalation results from "anger or frustration."
  • Verbal- This escalation results from "negative perceptions of the annoyer's character."

There are several principles of conflict and emotion.

  1. Conflict is emotionally defined-conflict involves emotion because something "triggers" it. The conflict is with the parties involved and how they decide to resolve it — "events that trigger conflict are events that elicit emotion."
  2. Conflict is emotionally valence — emotion levels during conflict can be intense or less intense. The "intensity" levels "may be indicative of the importance and meaning of the conflict issues for each" party.
  3. Conflict Invokes a moral stance — when an event occurs it can be interpreted as moral or immoral. The judging of this morality "influences one's orientation to the conflict, relationship to the parties involved, and the conflict issues".
  4. Conflict is identity based — Emotions and Identity are a part of conflict. When a person knows their values, beliefs, and morals they are able to determine whether the conflict is personal, relevant, and moral. "Identity related conflicts are potentially more destructive."
  5. Conflict is relational — "conflict is relational in the sense that emotional communication conveys relational definitions that impact conflict." "Key relational elements are power and social status."

Emotions are acceptable in the workplace as long as they can be controlled and utilized for productive organizational outcomes and are used at the approiate timing.

Ways of addressing conflict

Five basic ways of addressing conflict were identified by Thomas and Kilman in 1976:[2][3]

  • Accommodation – surrender one's own needs and wishes to accommodate the other party.
  • Avoidance – avoid or postpone conflict by ignoring it, changing the subject, etc. Avoidance can be useful as a temporary measure to buy time or as an expedient means of dealing with very minor, non-recurring conflicts. In more severe cases, conflict avoidance can involve severing a relationship or leaving a group.[4]
  • Collaboration – work together to find a mutually beneficial solution. While the Thomas Kilman grid views collaboration as the only win-win solution to conflict, collaboration can also be time-intensive and inappropriate when there is not enough trust, respect or communication among participants for collaboration to occur.
  • Compromise – find a middle ground in which each party is partially satisfied.
  • Competition – assert one's viewpoint at the potential expense of another. It can be useful when achieving one's objectives outweighs one's concern for the relationship.[5]

The Thomas Kilman Instrument can be used to assess one's dominant style for addressing conflict.[6]

Ongoing conflicts

Many NGOs and independent groups attempt to monitor the situation of ongoing conflicts. Unfortunately, the definitions of war, conflict, armed struggle, revolution and all these words which describe violent opposition between States or armed organised groups, are not precise enough to distinguish one from another. For example, the word terrorism is used indifferently by many governments to delegitimate every kind of armed revolt and, at the same time, by many rebel groups to delegitimate the armed repression of sovereign governments.

See also

References

  1. ^ Code de la Médiation, Agnès Tavel et Jean-Louis Lascoux, Médiateurs Editeurs, France, 2009
  2. ^ Resolving Workplace Conflict, Colorado University.
  3. ^ Five Problem Solving Methods
  4. ^ Managing Conflict within or between Groups, Timor Australia Friendship Manual.
  5. ^ Conflict Management, FAO Corporate Document Repository.
  6. ^ Analyze Your Conflict Management Style: Thes Thomas Kilman Instrument

External links


 
Translations: Conflict
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Dansk (Danish)
n. - konflikt, kamp
v. intr. - støde sammen, være i modstrid

Nederlands (Dutch)
conflict, strijd, botsen, strijden (met)

Français (French)
n. - (Mil) conflit, contradiction
v. intr. - être en conflit

Deutsch (German)
n. - Konflikt, Widerstreit
v. - im Widerspruch stehen

Ελληνική (Greek)
n. - διαμάχη, σύγκρουση, αντιπαράθεση, αντίθεση, ανταγωνισμός, διαπάλη, εμπλοκή σε ένοπλο αγώνα, σύρραξη
v. - συγκρούομαι, διίσταμαι, αντιβαίνω, αντιφάσκω

Italiano (Italian)
conflitto, conflittualità, contraddizione

Português (Portuguese)
n. - conflito (m)
v. - divergir

Русский (Russian)
конфликт, противоречие

Español (Spanish)
n. - conflicto, choque, incompatibilidad
v. intr. - chocar, estar en conflicto u oposición

Svenska (Swedish)
n. - konflikt, sammanstötning, motsats, motsättning
v. - drabba samman, gå isär

中文(简体)(Chinese (Simplified))
冲突, 争执, 矛盾, 倾轧, 斗争, 战斗

中文(繁體)(Chinese (Traditional))
n. - 衝突, 爭執, 矛盾
v. intr. - 矛盾, 衝突, 傾軋, 鬥爭, 戰鬥

한국어 (Korean)
n. - 투쟁, 충돌
v. intr. - 투쟁하다, 모순되다

日本語 (Japanese)
n. - 闘争, 争い, 葛藤
v. - 衝突する, 争う

العربيه (Arabic)
‏(الاسم) صراع, نزاع, تناقض (فعل) تعارض مع, تضارب مع, تناقض مع‏

עברית (Hebrew)
n. - ‮סכסוך, מאבק, ניגוד, עימות‬
v. intr. - ‮התנגש עם, סתר‬


 
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