🌿 1.

Peace, Culture of Peace, and Peace Education  Relationships – Misunderstandings, negative

emotions, or poor communication.
 Structure – Unequal access to resources or power;
Definition of Peace organizational imbalances.

 Peace is difficult to define — often associated with 🔹 Other Causes of Conflict

calmness, harmony, order, and love.  Stereotype – Overgeneralized, negative opinion
 According to Galtung (1996): about a group (Blum, 2004).
 Negative Peace – absence of direct physical  Prejudice – Unfounded negative attitude or feeling
violence or war. (Allport, 1958).
 Positive Peace – absence of structural
violence (presence of justice, equality, and 🔹 Types of Prejudice
human rights).  Racism – Belief in racial superiority.
 True peace = freedom from oppression,  Sexism – Discrimination based on sex or gender.
poverty, discrimination, and injustice —  Heterosexism – Bias against LGBTQ+ individuals.
includes personal and social well-being.  Classism – Discrimination based on social class
(Lott, 1995).
 Linguicism – Bias against speakers of minority
🎓 Peace Education languages.
 Ageism – Negative views toward young or elderly
people.
 A process of acquiring values, attitudes, and
 Lookism – Discrimination based on appearance or
behaviors to live in harmony with self, others, and
beauty standards.
nature.
 Religious Intolerance – Prejudice against people of
 Teaches consequences of violence and promotes
different faiths.
peaceful conflict resolution.
 Rooted in the 1987 Philippine Constitution —
🔹 Discrimination
promotes a just, humane, and unified society.
 Action based on prejudice.
 Negative treatment toward someone from a specific
🌍 Culture of Peace social group.
 May manifest in avoidance, aversion, or violence
(Franzoi, 1986).
 Collective effort from individual to societal level.
 Requires justice, fairness, cooperation, and non- Oppression
violence in addressing conflicts.  Exercise of tyranny or domination by a ruling
 Promotes tolerance, dialogue, and respect for group.
diversity.  Occurs when people are:
 Aims for life lived with dignity and solidarity.  Deprived of opportunities (education, growth).
 Denied language or basic human rights.
🧭 REVIEWER: CONFLICT AND VIOLENCE  Restricted by unfair societal rules or
policies.

🔹 Meaning of Conflict 🔹 I. LEVELS OF CONFLICT

Conflict refers to a situation in which two or more parties
perceive incompatible goals, values, or interests. It can
 From the Latin “conflictus” = clash or collision. occur at different levels — from within a single person to
 Conflict is a natural and unavoidable part of human
across entire organizations.
existence.
 It arises from differences in experiences, values, and 1. Intrapersonal Conflict (Conflict within an individual)
institutions. - Occurs within a person; involves internal
 Neutral in nature — not inherently good or bad; its struggle about values, roles, or goals.
outcome depends on how it’s managed.
 Defined as incompatibility or opposition of values, Types:
needs, priorities, or perceptions.  Inter-role conflict: Conflict between different roles a
person holds (e.g., being a parent vs. employee).
🔹 Meaning of Violence  Intra-role conflict: Conflict within the expectations
 An extreme response to conflict. of a single role.
 Aims to diminish, dominate, or destroy.  Person-role conflict: When personal values clash
 Takes many forms: physical, mental, emotional, with role expectations.
verbal, institutional. Key Idea: The “role sender” is the person or group setting
 Seen as a shortcut to deal with conflict instead of expectations.
resolution.
 Often stems from hatred caused by being 2. Interpersonal Conflict (Between individuals)
unacknowledged, discriminated against, or deprived. -Conflict between two or more people due to
differing perceptions, values, or attitudes.
🔹 Principles of Conflict Causes: Miscommunication, personality differences, or
 Natural – Inevitable part of human existence. incompatible goals.
 Ongoing Process – Reveals underlying issues. Impact: Can lead to strained relationships but also
 Dynamic – Can manifest in many ways; can improved understanding if resolved constructively.
improve situations.
 Positive – Catalyst for change and self-reflection. 3. Intragroup Conflict (Within a group)
 Embedded in Relationships – Exists in -Conflict among members of the same group.
relationships with self, others, and institutions. Types:
 Task conflict: Disagreement on goals or ideas.
🔹 Sources of Conflict (Vilender, 2021)  Relationship conflict: Tension from personality
 Information – Lack or disagreement over relevant clashes.
facts.  Process conflict: Disagreement on how work
 Values – Incompatible beliefs or moral principles. should be done.
 Interests – Competition over limited resources or  Potential Benefit: Can stimulate creativity if
benefits. managed properly.
 ☠️4. Violent Extremism
4. Intergroup Conflict (Between groups)
- Conflict between two or more groups, teams,
or departments. - Radical ideas expressed through violence.

Effects: Root causes: injustice, poor governance, discrimination,

Positive: In-group cohesion and loyalty increase. and lack of self-determination.
Negative: Out-groups may face hostility, leading to
obstruction and competition.
Key Tip: Focus on common values and goals to reduce ⚙️Factors Influencing Violent Extremism
hostility.
Mnemonic: “Us vs. Them” mentality.
Level Factor Explanation
5. Intraorganizational Conflict (Within an organization) Joining extremist groups for
Individual Relationships
-Conflicts occurring within the overall belongingness
organization, often across departments or hierarchies. Personal dissatisfaction leads to
Individual Frustration
Types: radicalization
Vertical Conflict: Between hierarchical levels (e.g., Values & Adopting extremist beliefs to explain
managers vs. staff). Individual
Convictions problems
Horizontal Conflict: Between individuals or departments Influence from social media or
at the same level. Individual Manipulation
propaganda
Violent family environments
Description Type of Conflict Community Family
encourage aggression
Conflict within a person Intrapersonal Misuse of religious teachings to justify
Conflict between two individuals Interpersonal Community Religion
violence
Conflict within a team Intragroup Community Schools Radical ideologies taught or spread
Conflict between teams Intergroup Discrimination and colonization roots
Community History
Conflict across levels or departments Intraorganizational (e.g., Mindanao)
Poverty and exclusion push
🔹 II. STAGES OF CONFLICT (Louis Pondy’s Model) Community Socio-Economic
individuals to extremism
According to Louis Pondy, conflicts progress through five Corruption and unresponsive
[Link] the stage helps predict outcomes and Community Politics
governance fuel unrest
manage conflicts effectively.

1. Latent Conflict
- The potential for conflict exists, but parties are unaware. 5. Approaches to Conflict Resolution (Thomas &
Causes: Scarce resources, incompatible goals, poor Kilmann, 1970)
communication.
Example: Two departments have overlapping
responsibilities but haven’t realized it yet. Assertivenes Cooperatio
Approach Description
s n
2. Perceived Conflict Ignores conflict;
- Individuals become aware of the conflict situation. Avoiding Low Low postpones or denies
Example: Employees realize there’s tension or issues.
disagreement but haven’t reacted emotionally yet. Focuses on winning;
Focus: Cognitive awareness — not yet emotional. Competing High Low uses authority or
power.
3. Felt Conflict Yields to others to
- Emotional involvement begins — stress, tension, and Accommodating Low High
maintain harmony.
anxiety appear. Seeks win-win;
Example: Frustration and resentment toward another Collaborating High High promotes open
coworker. communication.
Impact: May affect performance and behavior if
Both sides give up
unmanaged.
Compromising Medium Medium something to reach
middle ground.
4. Manifest Conflict
-The conflict becomes visible and expressed through
actions or words. 👉 No single method is always correct; it depends on
Example: Open arguments, sabotage, withdrawal, or context.
formal complaints.
Tip: Managers must intervene at this stage to prevent
escalation.

5. Conflict Aftermath
- The outcome or consequences of the conflict resolution
(or lack of it).
Positive Aftermath: Conflict is resolved, leading to
stronger relationships.
Negative Aftermath: Unresolved issues may lead to
recurring or more serious conflicts.
Description Stage of Conflict
Parties are unaware of conflict Latent
Awareness of conflict arises Perceived
Emotional tension is felt Felt
Conflict becomes visible Manifest
Outcomes and lessons appear Aftermath