Mindanao State University-General Santos City

Approaches to
Conflict
Resolution
FPE101 Module 3
Presented by Prof. Jinky D. Bibat
 Intended Learning Outcomes
At the end of this lesson, the students should be able to:

Share personal Document conflict-

Explain the experiences on sensitive and peace
different approaches how effective promoting approaches
and methods of communication in resolving
resolving conflict can lead to conflict community- based
resolution conflict
 Approaches of
Resolving Conflict
Avoidance
There is no movement towards or against another in the avoidance response style. Avoiding
individuals moves away from another and do not address the conflict instead, they deny it and
keep it hidden. For them, conflict is hopeless and they would rather accept disagreements and
get out. They will not assert, they will also not cooperate. They just hope and allow time to
solve the problem.

Avoidance reflects a low concern for the issue and/of relationships. The longer the time the
conflicting parties resolve, the more difficult it becomes. When parties avoid each other, they
lose since they do nothing to their problem.
Avoidance
When to use
• When an issue is unimportant or when other, more important issues are pressing
• When you perceive no chance of satisfying your concerns--- for example, when you have low power
or you are frustrated by something that would be very difficult to change
• When the potential costs of confronting a conflict outweigh the benefits of its resolution
• When you need to let people cool down—to reduce tensions to a productive level and to regain
perspective and composure
• When gathering more important outweighs the advantages of an immediate decision
• When others can resolve the issue more effectively
• When the issue seems tangential or symptomatic of another, more basic issue
Accommodation
Accommodation is giving up or giving in to the other person. The individual neglects his/her
own concern in favor of satisfying the concern of the other. The individual is unassertive and
very cooperative. Individuals tend to be selflessly generous or charitable, giving in and
deciding that others’ concern is no big deal. They yield to another person’s point of view, and
obey, although they prefer not to.

Accommodating individuals ignore and put higher stakes to relationships. For them, conflict
is usually disastrous therefore, it is better to keep one’s peace.
Accommodation
When to use
• When you realize that you are wrong--- to allow a better solution to beconsidered, to learn
from others, and to show that you are reasonable
• When the issue is much more important to the other person than it is to you--- to satisfy the
needs of others and as a goodwill gesture to help maintain a cooperative relationship
• When you want to build up social credits for later issues that are important to you
• When you are outmatched and losing and more competition would only damage your cause
• When preserving harmony and avoiding disruption are especially important
Compromise
People who compromise are moderately assertive and moderately cooperative. Their
objective is to find an expedient, mutually acceptable solution that partially satisfies both
parties. Compromising is in the middle of accommodating and competing, giving up more
than competing but less than accommodating. It means seeking the middle-ground apposite,
splitting the difference or exchanging concessions. For the compromiser, conflict is mutual
difference best resolved by cooperation or compromise. If each comes half way, progress can
be made by democratic process.
Compromise
When to use
• When goals are moderately important but not worth the effort or the potential
disruption involved in using more assertive modes
• When two opponents with equal power are strongly committed to mutually exclusive
goals--- as in labor-management bargaining
• When you want to achieve a temporary settlement of a complex issue
• When you need to arrive at an expedient solution under time pressure as a backup
mode when collaboration or competition fails
Competition/Confrontation/
Domination (“I win, you lose”)
Competing is a movement against another response. It is power-orientated, assertive, but
not cooperative. Individuals will assert themselves in pursuing their interest even at other
people’s expense. Competition means defending a position and pushing it through,
believing it to be correct, or simply due to the desire to win---even by force. In competition,
the perspective is that conflict is obvious, some people are right and others are wrong. Very
important is who is right and pressure and coercion are necessary. The issues are of much
importance while relationships are least considered.
Competition
When to use
• When quick, decisive action is vital —for example, in an emergency, on important
issues when unpopular courses of action need implementing---for example, cost
cutting, enforcing unpopular rules, discipline, or on issues vital to company welfare
when you know you are right
• When you need to protect yourself from people who take advantage of non-
competitive behavior
Collaboration (“I win, you win”)
In collaboration, the parties are both assertive and cooperative. They move towards the other
in order to find a solution that fully satisfies their concerns. Different opinions are tackled,
weighed against each other and measured against the common aim. Differences are
welcomed although they assert their own views while also listening to others’ view.
Collaborating between two persons might take the form of exploring a disagreement to learn
from each other’s insights, resolving some condition that would otherwise have them
competing for resources, or confronting and trying to find a creative solution to an
interpersonal problem.
Collaboration
When to use
• When you need to find an integrative solution and the concerns of both parties are too
important to be compromised
• When your objective is to learn and you wish to test your assumptions and understand
others’ views
• When you want to merge insights from people with different perspectives on a problem
• When you want to gain commitment by incorporating others’ concerns into a consensual
decision
• When you need to work through hard feelings that have been interfering with a
relationship
Nature and Elements of
Communication
• Communication is the exchange of information
using a shared set of symbols.
• It is the process that links group members and
enables them to coordinate their activities.
• The term “communication” is derived from the
Latin word “communis” which means
“common” and stands for sharing of ideas in
common.
• It is a process of passing information and
understanding from one person to another.
(Shaikh, 2012)
 Elements of Communication
Message itself
(idea, emotion, Receiver (of the
1 value, others) 3 messages) 5

Source or the Channel or medium of Feedback. Feedback

sender (of the 2 communication (e.g. 4 facilitates the process of
messages) face-to-face, through knowing how a message
mails, broadcast, radio or affects a person and how it
television, other means) is perceived by the
receiver of the message
• Communication makes or breaks a situation.
• The root cause is often poor communication
causing misunderstanding.
• Good and effective communication allows us
to obtain accurate information, know the needs
and feelings of others, to come up with better
decisions and to arrive at mutually agreeable
solutions.
See the difference!
 See the difference!

Figure 1 displays the blackened portion in the middle of two circles. The illustration indicates that
communication is not very successful because only a small portion of the message is common to both.
Perhaps the sender was not able to relay the message very clearly, that is why only a small part of the
message was heard or captures by the receiver.
 See the difference!

Figure 2 shows that the message coming from the source is almost relayed in full to the receiver. There is only
a small part that is not common to both. It is possible that some distractions have caused it. It is also possible
that no matter how good the source was in relaying the message, if the receiver was not equally good in
capturing the message, then the communication was not 100% effective.
 See the difference!

Figure 3 shows the ideal situation. The illustration illustrates that the message received by the
other person is exactly the same as what was communicated. In this illustration,
thecommunication was successful.
Significant Skills in
Realizing Effective
Communication
#1: Probing
It is critical that we do not only pay attention to the surface of the message, but also delve beyond words and
actions. It is necessary to ask questions and seek clarifications to make sure that the meaning we assign to
what we hear or see corresponds to the meaning intended by the person speaking or behaving. Remember
that "meanings are in people," because meanings are based on people's interpretations of situations or events.
As the source, this means that the initial message of increasing farm income was for you to embrace a non-
chemical farming or sustainable agriculture method. As the receiver, you can interpret it as increasing the
amount of pesticides and fertilizers applied to your crop in order to boost productivity and hence make more
money. To avoid communication breakdowns, we must explore the deeper meaning of the message, such that
the "non-chemical technique of sustainable farming" is not misinterpreted as "intensifying chemical and
fertilizer applications on crops."
#2: Listening
• Not only should we be able to listen with our ears, but we should be able to listen with
our emotions as well. This is also what active listening entails; it immerses us in the
sender's world and feelings. Much of the miscommunication we experience stems from
our inability to listen more attentively and actively. As a result, we should concentrate on
what is said or done. We need to be on the lookout for "undertones." These are the "other
messages," as you term them. “I have a relative who just came out of prison,” for
example, says the sender. S/he may be threatening you, saying that if you do not pay your
debt, you should be on your guard because s/he has a relative who would take care of the
matter.
#2: Listening
• In some circumstances, the sender will use "euphemisms." This necessitates the use of
less direct and gentler language. Instead of telling your friend that you avoid visiting her
house because you are uncomfortable in the presence of her strict husband, you tell her
that you are simply too preoccupied with household tasks.
• The ability to "read" nonverbal messages is another key aspect of listening. If the person
you're speaking with isn't looking you in the eyes, it could suggest he's lying or terrified.
Or maybe he just wants to get the topic over with as soon as possible. We must also
check to determine if the sender's actions correspond to his or her words. However, the
most effective method is to simply stop talking. This could explain why we only have
one mouth and two ears.
#3: Observing
Observe the behaviors, body language, and tone of voice, among other things.
Based on the other person's body language, what does he or she say? Is the person
irritated, exhausted, or bored? Is the other person willing to listen to us right now?
Being able to read outward signs would help us evaluate the situation more
correctly and determine whether or not the communication is positive.
#4: Telling
The communication process is influenced by the manner we speak or how we
speak. Do we communicate clearly when we speak? Do we use the correct
terminology? Are we verbally generous? Do we speak openly and honestly? Do
we exhibit interest in the person who is listening to us while we are speaking?
 Other Methods of
Resolving Conflicts
Dialogue
• Meriam Dictionary defines dialogue as a
conversation between two or more persons, where
exchange of ideas on a certain political or religious
issue, for example, with a goal of amicably settling
conflict.
• McMillan dictionary as well as Nordquist (2020)
offers a similar meaning of dialogue- a discussion
or a form of verbal exchange between two
individuals or groups purposely to solve a problem.
Dialogue
• In any form of interrelationships, may it be coexistence, competition or even cooperation,
conversation and exchange of opinion in a dialogic manner are crucial processes to
sustain relationships. More so is the need for dialogue when misunderstanding arises.
Dialogue, which carries with it qualities such as respect characterized by acceptance of
each other’s differences; esteem which goes beyond recognition of differences but seeing
these as a source of one’s self-enrichment; and love for each other, which altogether
shape a beautiful process-package of “reaching out,” in a constructive conversation
thereby arriving at a peaceful settlement of conflict. (Panagtagbo sa Kalinaw, 2011)
 Main Qualities of a
Dialogue as a Process
 In a conversation, the best way to listen is to keep quiet. When one is quiet, his ability to hear what the
SILENCE other person is saying is maximized. It is in keeping quiet that we have the opportunity to think
deeply, instead of only listening to oneself.

It suggests that in a dialogue, an individual needs to have grounding and enough knowledge to
represent his convictions. For example, if we are a Christian, without enough knowledge about what
POSITION Christianity is, we would have a difficulty engaging into a dialogue with a Muslim. In the same
manner, with limited knowledge about Islam, neither can we, as a Muslim for example, effectively
present Islam in a dialogic conversation.

In the process of doing a dialogue, individuals are allowed to go through a period of “tension” not for
TENSION the purpose of fighting, but as part of the process of seeking the truth for each party to understand each
other.

Dialogue is a process, and therefore, it cannot swiftly happen.At the outset, we need to take time and
PATIENCE patiently prepare ourselves to engage in the dialogic conversation for maximum results.
Negotiation
Negotiating peace between warring parties has long been a standard
method in how our world resolves disputes and conflicts. These
parties work to restore peace by utilizing a variety of ways to
mediate disagreements and reduce tensions between individuals,
communities, and organizations, which to Sticher (2021) comes by
looking for mutually acceptable agreement described as a delicate
balancing act between parties because they need to credibly commit
to implementing a peace agreement. Thus, the effectiveness of peace
operations is dependent on the interested parties' willingness to
compromise and lessen conflict in order to aid the peace process
(Norwich University, 2020).
Stages of Peace
Negotiation
 #1: Preparation
Before any discussions can begin, a decision must be taken as to when and where a
meeting to discuss the issue will take place, as well as who will attend. Setting a time
limit may also help to prevent the disagreement from escalating. Preparing to negotiate
entails allocating the appropriate resources at the appropriate time to optimize the
ensuing discussion and bargaining process.
 #2: Discussion
During this stage, individuals or members from either side present their
case as they perceive it based on their understanding of the circumstance.
During this stage, critical abilities include inquiring, listening, and
clarifying. Similarly, it is critical to take notes, document all points and
listen.
 #3: Clarifying Goals
During this stage, the goals, interest and viewpoint of both
sides of the disagreement are clarified. Negotiators list down
factors in order of priority.
 #4: Negotiate Towards Win-
Win Outcome
Both parties believe they have acquired something beneficial and that their points of
view have been considered. Alternative strategies and compromises are being considered
in order to maximize the benefits to all parties involved.
 #5: Agreement
Both sides' perspectives and interests have been considered.
 #6: Implementing a Course of
Action
To carry out the decision, a plan of action based on the agreement must be
implemented.
Mediation
The National Center for Complementary and Alternative
Medicines (2012) as cited by Singh et al. (2014) describe
meditation as an intervention that utilizes a number of
techniques aimed to improve the mind's potential to
change bodily functions and symptoms. Most of the time,
mediation is the best way to resolve conflict, especially
when it first begins, because the longer a dispute
continues, the more likely it is that people's relationships
will break down or they will file official grievances.
Mediation
The study of Goldberg and Shaw (2007) revealed that
mediation obtained trust and confidence of the disputing
parties by being friendly, empathic, demonstrates high
integrity, well prepared and or knowledgeable in the
relevant laws and contract and showing genuine concern
through demonstration and interactive exercises. Peter
Lovenheim and Lisa Guerin (2004) describes the step-by-
step procedure of the mediation process that accounts for
high rate success.
 The mediator meets with each participant individually to outline what they may
Step 1. Mediator’s opening anticipate from him/her and the procedure. It is critical at this stage that both parties be
statement willing to cooperate and agree on basic ground rules. Building trust enables them to
communicate openly and honestly with the mediator and with one another.

Meet with each party separately to allow them to express their side of the story freely
Step 2. Disputant’s opening and honestly. In addition, each side is encouraged to describe the issue and its potential
statement financial and other consequences. To demonstrate understanding, the mediator
actively listens, reflects, and paraphrases what they are saying.

Arrange a joint meeting once both parties have had time to deliberate. It is preferable to
Step 3. Explore the issues begin the session on a positive note by thanking the people involved, reminding them
together of the ground rules, summarizing the problem, and outlining the key points of
agreement and disagreement. Give them equal time to speak and express themselves
without interruption.
 The mediator directs both parties' attention to the issues highlighted throughout the
Step 4. Negotiate and discussions and areas where they agree. The difficulties were resolved as a quick
compromise win to generate good momentum and give both sides confidence in building
workable solutions.

It is best to take notes of all the meetings and once the participants have reached a
Step 5. Create a written solution, write that up as a formal agreement that is understandable to both parties.
agreement To add weight and finality to the outcome allow each person to sign the agreement.

Finally, give both parties a copy of the agreed-upon statement and carefully explain
Step 6. Get some closure what is expected of them once they return to work. Summarize the procedures and
express gratitude to both parties for their assistance and cooperation.
Arbitration
Arbitration, according to David (1985), is a device in
which the resolution of a question of mutual interest is
entrusted to one or more other persons – the arbitrator or
arbitrators – who derive their powers from a private
agreement, not from the authorities of a State, and who are
to proceed and decide the case on the basis of that
agreement. It is also one of the oldest method of conflict
resolution and most intrusive form of third-party
participation (United Nations Institute for Training and
Research, 2001).
Arbitration
Jacobson (2014) describes this method of disputes
settlement where parties choose the people or individuals
who ultimately resolved the issues at hand by following
the process agreed by the parties. Under this procedure,
the arbitrator rarely attempts to assist the parties in
reachingan agreement, preferring instead to resolve the
issue once and for all. He also describes this methodas
aggressive, although it is less costly and speedier.
 As the parties meet with their separate attorneys, there will be a flurry of
Phase 1. activity at first. During this phase, the parties assess the evidence and prepare
First Pleadings their own statements of Claims and Answers.

in which the parties agree on up to four nominated arbitrators who will sit on
Phase 2. the panel and rank the remaining arbitrators in order of preference. The
Panel Selection chosen arbitrator is appointed by an arbitral institution or a court.

This is also known as a discovery stage. During this stage, the parties work hard to
Phase 3. First Pre-hearing discover and find all necessary papers, information, and witnesses that will be needed
Meeting to present their claims and defenses at the final hearing. This step is considered critical
in the arbitration process since it requires little participation from the parties. If the
parties cannot agree on a specific discovery issue, they will draft, respond to, and
defend discovery motions that are filed.
 A trial preparation will be held one month before the final hearing to prepare
Phase 4. for and remove any potential surprises at the final hearing. Arbitrators are also
Trial Preparation preparing their expert reports at this time.

Finally, the final hearing, which might run anywhere from a halfday to a
week or more, will be the final stage of the arbitration process. Respondents
were permitted to present their arguments, as well as witnesses and evidence.
Phase 5. When the parties have finished presenting their final arguments, the panel
Final Hearing will deliberate and issue an Award that containsthe conclusions and costs. If
there is noncompliance, an action for enforcement, challenge, oraward may
be taken.
Some Benefits of Arbitration
(1) both parties are encouraged to participate and ask for
resolutions that avoid hostility towards one another;
(2) it is quicker and less complicated than court
proceedings;
(3) it is faster than litigation;
(4) it is flexible in that hearings can be scheduled around
the availability of those involved;
(5) it has simplified rules of evidence and procedures;
and
(6) it is held in private
Traditional Conflict
Resolution Practices
Maguindanaon
• In Magindanaon communities, Pigkaulan (2005) mentioned that the Datu plays a critical
role in conflict resolution.
• Residents frequently turn to the Datu because he or she has the legal authority to oversee
the resolution of problems and disputes.
• The Datu's role continues to represent the sultanate's and institutions' ideas of unitary law,
a unitary religion (agama), and a distinct lifestyle and set of customs (adat).
• In Maguindanao, the Council of Elders (Walay na Kukuman) is in charge of overseeing
traditional conflict resolution. This council acts as a legal authority that resolves disputes
in accordance with ancient laws and in accordance with the Holy Qur'an and Hadith
(Prophet's Tradition).
Maguindanaon
• Conflict resolution techniques among Magindanaon Datus extend back to the arrival
of Shariff Kabunsuan, when kambitialay (mediation) and kagkukum (arbitration)
procedures were governed by customary (adat) regulations.
• They said that due of their repute and trustworthiness as prominent authority, a
sultan or a specific individual Datus would be called upon to mediate or arbitrate on
several occasions. They successfully resolved a feud between two feuding families,
who thereafter provided them with security and aid in times of need (Pigkaulan,
2005).
• In the actual process of conflict management, the Maguindanaons usually adopt three
fundamental tactics or approaches. These tactics or approaches are kambitialay (mediation),
kagkukum (arbitration), or a mix of the two. Furthermore, the respondents stated that when the
council acts as a kambitialay (mediation) panel, it persuades both parties to compromise in
order to reach an atulan (agreement), relying on agama (religious) and adat (traditional) values
to encourage the parties to compromise and allow for the restoration of justice and harmony in
the community.
• The council makes its judgement in the kagkukum (arbitration) panel, which is based on
traditional and religious norms and beliefs. The wazir (vizier) recite passages from the Quran
that reinforce the concepts of kabantang (justice), kapagayun (harmony), and katidtu na
palangay (integrity). The principles and norms recognized by the parties engaged are further
invoked by the members of the Council of Elders who sit during the process. They instill these
ideals throughout the dispute resolution process (Pigkaulan, 2005).
Meranao
• Traditional tribal authorities such as a Sultan, Datu, or council of elders (as part of the
barangay administration) are in charge of resolving issues in their territory.
• The Meranao kinship system of kokoman-a-kambetabata'a1 is used to settle disputes among
the Meranaos (kinship system of social justice). In comparison to the aspect of kinship or
blood links, this way of conflict resolution is noted to be more efficient, more economical, and
a faster form of dispute resolution.
• To avoid their blood links being damaged, the contending parties to the issue tend to be readily
resolved. The sanctions or damages to be imposed are limited due to familial considerations.
• For minor conflicts, an informally established traditional court or committee in the community
where the conflict began may act to bring the dispute under control for the benefit of
communal peace and order (Sumaguina, 2000).
T’boli
• To resolve disputes and conflicts, the T'boli political system applies rigorous jurisdiction laws. The
datu is in charge of the conflict and uses several trials for various types of criminal charges.
• For adultery cases, he performs the s'bot meso/halay (rice submersion). The tribal council fills a bowl
with water and drops eight different varieties of rice grains into it. The accused individual is not
guilty if the rice grains float; if they sink, he is guilty of the crime. After then, the individual must pay
the penalty fee and return the bride price. The t'mogo hekodok nga onuk b'notu (cooking or boiling of
an egg) is the trial for stealing, while the s'beles (revenge) is the trial formurder. The s'beles is the
most severe punishment for the accused; he must be killed because theT'boli believe that if a
murderer is not avenged, he will not be allowed to enter the afterlife.
• Such harsh punishments explain why the T'boli tribes are so quiet; people are afraid of being found
guilty and punished if they commit such crimes (Talavera, 2013).
Blaan
• The Blaan community recognizes the authority of the tribal leaders in solving
misunderstandings (San Jose, 2021).
• The Blaans settle their conflict through the “Kasfala.” Thisis a Blaan term which
connotes deliberation of the conflict among the Blaan. It is used for settlement of conflict
and has led to the establishment of Kasfala Halls in various places in Mindanao.
• Nowadays, the Kasfala is not only used for conflict resolution but also for public
consultation and social organization and mobilization.
T’duray
• The life of the T’duray is governed by their adat (standard of conduct or customary law) (Schlegel
1970:299). It is a norm that dictates what “they ought to do and how they ought to do it” and is referred to
as their ‘creed’, or ‘Tegudon’. (Schlegel 1970:299). Like many other Indigenous peoples, the Tégudon is
passed down orally from generation to generation.
• Generally, the T’duray try to avoid committing acts with the potential to give rise to ill feelings in the
community. When this rule is transgressed, the Tégudon offers guidance on how to restore harmony
amongst victims, families and members of the community, and is the basis for justice and development in
the community.
• The Kefeduwans lead the council of elders and are spokesmen for the village. They are considered the
official authority or mo ral leaders of the T’duray. They participate actively during discussions at a
Tiyawan, are familiar with the smallest details of T’duray custom and can reason rationally and
convincingly on matters with appropriate interpersonal skills. The Kefeduan are mostly male, 35 years old
who are literate. There are women Kefeduans who preside in the Tiyawan when necessary (Uka-Lingga,
2005).
• In terms of how conflict is resolved, first, the Félolok (filing of the Case) is performed by reporting the
incident to the Kéféduan, who will then suggest possible resolutions for the case to both parties.
• The Kéféduan involved in the case will coordinate ways to liaise with both parties and deliberate on the
action to be taken. At this point, the offender and victim are informed of when the proceedings will
occur, to provide time for preparation.
• Lastly, the Tiyawan (proceedings) take place. Statements made during the hearing can be translated into
a variety of languages depending on the linguistic requirements of participants. The Adang is the initial
stage of the Tiyawan process where both parties exchange greetings in order to create a sense of
familiarity and reduce tension between the offender and victim. If all parties involved are present, the
Kéféduan in charge will then recount the material brought forth regarding the case (Uka-Lingga, 2005).
In addition, Uka-Lingga (2005) shared that the rights (Séfétukol) of both parties are clearly stated.
Anything that cannot be resolved during the session can be reassessed at a later date by the Kéféduan.
The Timfad, one of the Kefeduan, will then make the final decision after consulting all who are present.
Férédaan is known as a unanimous decision.
Mansaka
• A matikadong intervention in conflicts was vital for the Mansaka community
to avoid the occurrence of a tribal war. A unique joyful celebration with food
was typically planned during an assembly for resolving issues. Following
that, the case was investigated, leaders were consulted, and punishments were
imposed (Ragandang, 2018).
 Mindanao State University-General Santos City

Thank you
very much!
Presented by Prof. Jinky D. Bibat