Mindanao State University-General Santos

City

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

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Explain the experiences conflict-sensitive
different on how and peace
approaches effective promoting
and methods communicatio approaches in
of resolving n can lead to resolving
conflict conflict community-
resolution based 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
Accommodatio
n
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.
Accommodatio
n
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
1 value, others) 3 the messages) 5

Source or the Channel or medium Feedback. Feedback

sender (of the 2 of communication 4 facilitates the
messages) (e.g. face-to-face, process of knowing
through mails, how a message
broadcast, radio or affects a person and
television, other how it is perceived
means) 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,
SILENCE his ability to hear what the 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
POSITION Christian, without enough knowledge about what 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

TENSION period of “tension” not for 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,

PATIENCE we need to take time and 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
Step 1. Mediator’s what they may anticipate from him/her and the procedure. It is
opening statement critical at this stage that both parties be 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

Step 2. Disputant’s side of the story freely and honestly. In addition, each side is
opening statement encouraged to describe the issue and its potential 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

Step 3. Explore the deliberate. It is preferable to begin the session on a positive note
issues together by thanking the people involved, reminding them 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
Step 4. Negotiate highlighted throughout the discussions and areas where they
and compromise agree. The difficulties were resolved as a quick 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

Step 5. Create a participants have reached a solution, write that up as a formal
written agreement agreement that is understandable to both parties. 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

Step 6. Get some and carefully explain what is expected of them once they return
closure 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
Phase 1. will be a flurry of activity at first. During this phase, the
First Pleadings parties assess the evidence and prepare their own
statements of Claims and Answers.

in which the parties agree on up to four nominated

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

This is also known as a discovery stage. During this stage, the

Phase 3. First Pre- parties work hard to discover and find all necessary papers,
hearing Meeting information, and witnesses that will be needed 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
Phase 4. hearing to prepare for and remove any potential surprises
Trial Preparation at the final hearing. Arbitrators are also 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
Phase 5. present their arguments, as well as witnesses and
Final Hearing evidence. When the parties have finished presenting their
final arguments, the panel 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
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
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,
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
• 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