Running Head: BARRIERS TO CONFLICT RESOLUTION
Barriers to Conflict Resolution
Jasmine Vega
COMS 560
February 14, 2018
Running Head: BARRIERS TO CONFLICT RESOLUTION
The purpose of this paper is to debate and analyze a spread of barriers to conflict resolution. This
paper can determine multiple problems that square measure thought-about to be barriers
of made conflict resolution. Analysis and elaboration on this subject are going to be supported
through text, profound articles, and conjointly biblical references. The text and
articles can offer samples of barriers that hinder made conflict resolution and
can conjointly offer examples the way to properly overcome these barriers. The advantages and
applications of conflict resolution are going to be mentioned in conjunction with the results of
not properly addressing conflict.
Running Head: BARRIERS TO CONFLICT RESOLUTION
Conflict is a part of everyday life, it is inevitable and that will probably never change.
More importantly, conflict resolution is also a part of everyday life and is actually a necessity
given the expected conflict to be faced. However, within the challenge of conflict itself comes
the challenges faced during conflict resolution. There are many potential barriers that can hinder
successful conflict resolution and it is key for those barriers to be identified and addressed in
order to move forward. Without having an understanding of what potential barriers there may be,
it will only be that much more challenging to successfully resolve conflict. Proverbs 4:7 relates
well to the benefits of having a clear understanding; “The beginning of wisdom is this: Get
wisdom, and whatever you get, gets insight.”
The importance of having a clear understanding of the barriers facing conflict resolution
goes without saying, achieving successful conflict resolution will certainly be hard to achieve
without knowing how to overcome the obstacles. Properly identifying these barriers can be
achieved through the adequate study of conflict resolution. “The study of barriers can do more
than help us understand why negotiations sometimes fail when they should succeed. It can also
contribute to the appreciation, development and evaluation of techniques for overcoming these
barriers” (Arrow, 1995). Understanding the reasons why a conflict was not successfully or
properly resolved can help identify what barrier may have caused the failure in resolution.
Additionally, preventative measures can be taken regarding conflict resolution by identifying and
studying potential barriers before they are encountered.
The first barrier identified is lack of communication and this may be one of the most
easily identified barriers of them all. Communication is key not only in proper conflict
resolution, but in all aspects of life, both personal and professional. To reflect just how important
this concept is, the following reference from a journal article expresses the value of
Running Head: BARRIERS TO CONFLICT RESOLUTION
communication specifically in the workplace. “Communication skills are consistently one of the
most valued skill sets sought by employers” (Choren, 2015). Proper communication can make or
break any set of circumstances and most certainly can hinder the successful resolution of
conflict. The aforementioned skill is especially important when trying to resolve conflict.
Communication is key in conflict resolution for obvious reasons. One of the first steps in
resolving a conflict is for all parties involved to understand what the conflict is stemming from.
For example, if two individuals are in the midst of a conflict, it is very likely that no progress
would be made until both sides had a clear grasp on what the conflict was stemming from.
Perhaps one of the two parties is too stubborn to listen to the other individual’s concerns; this
would constitute a lack of communication and without a doubt would hinder the successful
resolution of their conflict. Faulty communication and conflict could result in a vicious cycle of
poor communication equaling poor resolution and vice versa. “Faulty communication engenders
misunderstanding, which may lead to conflict, and conflict often leads to breakdown of
communication.” (Coleman, Deutsch, & Marcus, 2014).
The bible supports the aforementioned need for strong lines of communication in conflict
resolution. Christians are encouraged to maintain consistent communication with God and often
communication with God is used as a form of intrapersonal conflict resolution. The following
verse from James 1:19 is very applicable to communication and how it relates to conflict
resolution. The verse reads as follows; “Know this, my beloved brothers: let every person be
quick to hear, slow to speak, slow to anger” (Bible Gateway, 2011). That piece of scripture is a
great foundation for communication and conflict resolution; it references good listening,
choosing your words wisely, and keeping calm. Communication or lack thereof is just one of
many potential obstacles surrounding conflict resolution.
Running Head: BARRIERS TO CONFLICT RESOLUTION
Another potential barrier to conflict resolution is if the party or parties involved in the
conflict do not share the exact moral or ethical values. While a conflict may not have necessarily
stemmed from a specific moral or ethical debate, that does not mean that someone is not
protecting their ethical interests when arguing in a conflict. It is not uncommon for conflict
resolution to be greatly hindered due to someone protecting the interests and values. “Ethical
dilemmas are inevitable in negotiation and other conflict resolution situations as parties seek to
guard self-interest while reconciling competing interests” (Barry & Robinson, 2002). Seeing as
moral and ethical dilemmas are unavoidable, it is important for these issues to be identified and
addressed.
Identifying moral and ethical disagreements in conflict is important for more than just
simply overcoming a barrier in conflict resolution. The proper identification of these kinds of
issues is key to preventing the escalation of conflict as well. For example, if two individuals are
involved in a conflict and one of the two’s arguments are grounded in moral and ethical values,
the conflict has the potential to become volatile. One subject may feel disrespected by the other
because the conflict is going against their philosophical beliefs. Therefore, it is important for
subjects that are involved in a conflict to avoid disrespecting one’s values during conflict
resolution.
There is scripture that supports the importance of respecting one another in conflict
resolution which is much needed when ethical or moral disagreements may be involved.
Philippians 2:3-4 states the following regarding respecting the interests of others; “Do nothing
from rivalry or conceit, but in humility count others more significant than you. Let each of you
look not only to own interests, but also to the interests of others” (Bible Gateway, 2011). This is
not to say that everyone has to necessarily agree with one another in order to resolve conflict.
Running Head: BARRIERS TO CONFLICT RESOLUTION
However, the scripture does support the notion that everyone should respect one another in order
to promote efficient conflict resolution. Additionally, conflict is sure to escalate when someone
feels disrespected by the other party in a conflict, especially when moral and ethical values are in
play.
In conflict resolution, often neither party involved is willing to completely give in or
concede defeat in a dispute. More often than not, to effectively resolve a conflict, there will be a
need for compromise. Compromise allows for parties involved in a conflict to reach some sort of
middle ground and consequently put the issue or issues to rest. This concept creates an
environment where all parties involved feel like their ideas are valued and are then more willing
to cooperate with one another. According to Boros, Meslec, Curseu, & Emons (2010), “In groups
where members feel they are equal and connected, (horizontal collectivism) cooperation is
better”. Unfortunately, finding a middle ground is not always an option in conflict resolution.
A significant barrier to conflict resolution is the unwillingness to compromise by the
parties involved. Without a doubt, there is no room for stubbornness in conflict resolution but
unfortunately it seems like an all too common obstacle when trying to find a solution. People
involved in conflict are likely unwilling to compromise at times because they focus too much on
the idea of giving ground whereas they should view compromise as sharing ground. Dudley
Cahn and Ruth Abigail describe compromise as the following; “where you settle for less than
what you truly want to achieve in an agreement” (Cahn & Abigail, 2014). In a sense, the
unwillingness to compromise can be attributed to the parties involved not wanting to lose and
unfortunately compromise makes many feel like they have given something up.
Running Head: BARRIERS TO CONFLICT RESOLUTION
In addition to individuals not wanting to give ground when it comes to compromise, it is
important to identify why they feel like compromise is a loss in the first place. Lots of people
don’t understand what a compromise is; they feel it is surrender so they struggle to deal with this
perceived surrender. They have each successfully resolved a conflict and have found a middle
ground that should theoretically satisfy each of their requests. Many folks do not realize that
compromise is not a loss; it is actually a victory for both parties. Perhaps a solution to this
problem would be having a third party involved that helps one or both sides of the conflict
realize that compromise is more of a gain than a loss.
Along with the previous research regarding compromise and conflict resolution, there is
also biblical support for compromise. Scripture instructs Christians to work together and help
each other throughout the bible, both of which are building blocks for effective compromise. The
following piece of scripture from Hebrews 10:24-25 reflects well the idea of compromise and
working together. “And let us consider how to stir up one another to love and good works, not
neglecting to meet together, as is the habit of some, but encouraging one another, and all the
more as you see the Day drawing near” (Bible Gateway, 2011). That verse tells Christians not to
neglect meeting together which corresponds well with the notion to not be afraid to meet on
middle ground during conflict resolution.
Something to consider regarding conflict is that while there are usually two or more
parties involved in a particular issue that does not necessarily mean that all parties involved feel
that there is even a problem. Certainly one of the key components of conflict resolution is first
and foremost, acknowledging that there is indeed a conflict. Unfortunately, there are
circumstances where an individual feels wronged by another, but the other party does not feel
that they made a mistake. Denial does not have positive implications for any aspect of everyday
Running Head: BARRIERS TO CONFLICT RESOLUTION
life that is especially true of conflict resolution. While the other aforementioned factors are
barriers to resolution as well, denial of a problem prevents conflict resolution from even
beginning.
Denial of conflict is not an uncommon response; it is a defense is often used in difficult
situations. Ron Ashkenas describes denial as the following; “As human beings, it’s one of the
most common defense mechanisms that we use to cope with difficult situations” (Ashkenas,
2013). Conflict is inevitable and pretending it doesn’t exist is not only denial. It is also an
unrealistic view. That is, there is nothing to be gained by denying the existence of conflict and
lots to be gained from accepting it is part of our lives. The sooner we figure out how to maximize
the positive effects of conflict, the better.
The Bible teaching about resolving conflict is unconditionally clear. Jesus instructed us in
our prayer life, Matthew 6:12 “And forgive us our debts, as we also have forgiven our debtors”
(Bible Gateway, 2011). Clinging to and nourishing vindictive grudges will eat our soul, rob our
creativity, suck away our happiness and unforgiveness is useless in resolving conflict. And as
Jesus pointedly taught, how can we expect God to forgive us when we don’t forgive others.
Realizing that personal responsibility is strength, not a weakness is very important.
Effective communication involves admitting when you’re wrong. If the individuals share some
responsibility in a conflict, they need to look for and admit to what’s theirs. It diffuses the
situation, sets a good example, and shows maturity. It also often inspires the other person to
respond in kindness, leading it closer to mutual understanding and a solution.
The first thing one should realize is, conflict is a part of life and the best thing anybody
can do is to deal with it in a positive manner. Through conflict we have opportunities to define
Running Head: BARRIERS TO CONFLICT RESOLUTION
ourselves better and allow us to do things differently in the future. Through resolution of conflict
we can evolve and redefine ourselves, our relationships our community and our society. It is no
coincidence that we find ourselves in conflict with those we spend the most time with.
Conflict itself is not a destructive force, but conflict left unaddressed is. Unaddressed
conflicts create mistrust, suspicion, dishonesty, defensiveness, conspiracy, and barriers (Roth,
2001). Conflict can be perceived as negative or positive. Viewing conflict as negative can
produce inappropriate behavior or destroy the morale, and the negativity can divert energy from
important issues that require energy to resolve. When conflict is viewed as positive, it opens up
discussion topics resulting in clarification.
Running Head: BARRIERS TO CONFLICT RESOLUTION
References
Arrow, K. (1995). Barriers to Conflict Resolution: New York: W.W. Norton and Company.
Ashkenas, R. (2014, August 07). The Dangers of Denial. Harvard Business Review
https://hbr.org/2013/10/the-dangers-of-denial
Barry, B., & Robinson, R. J. (2002). Ethics in Conflict Resolution: The Ties That
Bind. International Negotiation,7(2), 137-142. doi:10.1163/138234002761384936
Bible Gateway (2011). Hebrews 10:24-25. New International Version (NIV)
https://www.biblegateway.com/passage/?search=Hebrews%2010:24-25
Bible Gateway (2011). James 1:19 New International Version (NIV)
Listening and Doing.
https://www.biblegateway.com/passage/?search=James+1%3A19+&version=NIV
Bible Gateway (2011). Matthew 6:12 New International Version (NIV).
https://www.biblegateway.com/passage/?search=Matthew%206:12
Bible Gateway (2011). Philippians 2:3-4 New International Version (NIV)
https://www.biblegateway.com/passage/?search=Philippians%202:3-4
Boroş, S., Meslec, N., Curşeu, P. L., & Emons, W. (2010). Struggles for cooperation: conflict
resolution strategies in multicultural groups. Journal of Managerial Psychology, 25(5),
539-554. doi:10.1108/02683941011048418
Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication. Boston:
Pearson.
Choren, A. (2015). The Importance of Communication in the Workplace. IEEE Potentials, 34(3),
10-11. doi:10.1109/mpot.2014.2331793
Coleman, P. T., Deutsch, M., & Marcus, E. C. (2014). The handbook of conflict resolution
theory and practice. San Francisco, CA: Jossey-Bass.
Roth, S. (2001). Communication Skills for Successful Relationships: Chapter 8: Emotions and
