Conflict

Conflict refers to a situation in which two or more parties perceive that their goals, interests, or values are incompatible and pursue objectives they cannot both achieve. It can occur within individuals (intrapersonal), between individuals (interpersonal), within groups or organizations, or between communities, states, or nations. Not all conflict is violent; disagreements, competition, and negotiation can occur in nonviolent forms such as debate, diplomacy, or legal proceedings.

Causes of conflict include scarce resources, perceived injustice, power imbalances, differences in identity or beliefs, poor communication, and historical grievances. Conflicts can be sparked by triggering events, cultural or organizational change, or external pressures, and they often contain perceptions, interests, and relationship dimensions.

Conflict dynamics involve stages from latent tensions to explicit confrontation and, in some cases, escalation or violence. Power asymmetries, emotion, and information gaps influence how conflicts unfold. Third parties, such as mediators, arbitrators, courts, or international organizations, can affect outcomes through facilitation, enforcement, or coercion.

Resolution and management aim to reduce harmful effects or transform the conflict. Approaches include negotiation, mediation, arbitration, and legal settlement, as well as peacekeeping, sanctions, or force as last resorts. Conflict transformation seeks changes in relationships, structures, or cultures to prevent recurrence.

Consequences of conflict vary widely. When managed effectively, conflicts can lead to improved understanding, policy change, or institutional reform. Unresolved or poorly handled conflicts can cause injury, displacement, economic disruption, and eroded trust.