If you are applying for or interviewing a job that requires conflict resolution skills, prepare examples of how you have handled conflicts in the past. Be sure to include these examples in your VITAE CURRICULUM in your skill or work experience steps. Practice discussing conflict resolution aloud so that you are ready to answer interview questions about it. If, after the Cold War, the world is qualitatively different from what happened before, the result is that what practitioners know about conflict resolution is no longer reliable? An interim response emerges from the results of a previous survey by a committee of the National Research Council, which examined the state of knowledge relevant to the prevention of major international conflicts, including nuclear war. Between 1985 and 1987, this group commissioned 14 comprehensive review articles covering important areas of knowledge on international conflicts (National Research Council, 1989, 1991, 1993). When the reviews were published, the Cold War was over, and it seemed appropriate to verify the reviewers` conclusions on the basis of the very surprising international events of the period around 1989. Stern and Druckman (1995) identified 104 sentences that critics found supported by the evidence available at the time. Each sentence was encoded as it was opposed to a list of five political surprises of that time.6 People may find themselves under many unknown stress groups that have led to conflict. Factors such as delays, fatigue, family, health, hunger, burnout and others can lead to an increase in emotions that cause conflict. In such a situation, you may be tempted to do the same thing: “If you don`t change your mind, I won`t do it either!” But you will fail if you insist on maintaining your position. Instead, treat your opponent`s position as a real possibility. Ask a lot of questions.
Listen to their logic. Understand what their interests are and what they really want. Find out what your criticism of your idea is. The more you know where they come from, the better a resolution can be created. Mr. Zartman discussed various proposals on the “maturing” of conflicts in order to achieve negotiations as a technique for conflict resolution. He stresses that if maturity is present, practitioners need all their abilities to transform them into a fruitful peace process. Maturity, when created, offers only the opportunity to bring into play relevant knowledge and negotiation techniques.
Differences of opinion between suppliers and their customers or customers can often arise due to ambiguous communication or expectation. Many of the in-depth studies in Chapters 3 to 14 address the challenges identified in Chapter 2 and make new contributions to knowledge by clarifying concepts; Defining the types of interventions explicit assumptions about causes, effects and causal mechanisms; Defining performance indicators And so on.