Group conflict is disagreement between groups of people (inter-group or intra-group) expressed with emotion, either overtly or covertly.
When conducting interpersonal conflict resolution we are working with two persons with their distinct personalities. When conducting group conflict resolution we are working with two groups of people with their distinct group cultures.
As with interpersonal conflict resolution, mediation between two groups of people can be broken down into six process phases.
Phase 1: Entry into the Conflict, when preliminary meetings are held separately with each group (or selected persons from each group) in dispute to discover the issues driving this conflict. Issues are matters of concern over which there exists emotionally charged disagreement.
Phase 2: Conflict Analysis includes separation of positions from interests, the single most fundamental distinction in mediation. A position is framed as a solution to a problem. Positional bargaining is only one way of representing interests, and often not the most accurate way. Positions are rights-based—one group is right, the other group is wrong; one group wins, the other group loses. Positional bargaining commonly results in resolutions that are built upon limiting and avoidable compromises.
An interest concerns an underlying need, fear, or want that motivates groups of people to take their position. Interests are the desired resources that a group’s stated position is expected to satisfy. Once respective interests are identified, opportunity emerges for creative solutions that promote mutual gain—win/win solutions. Mediation is concerned with a congruent reconciliation of interests.
Phase 3: Mediation Meeting Planning
Phase 4: Conducting the Mediation Meeting
Phase 5: Securing Agreements. The final agreement is:
• Balanced: Both groups benefit, and any burdens or compromises are shared equally.
• Behaviorally Detailed as to concrete, observable, and verifiable conditions.
• Written: Each group receives a copy of the agreement (most commonly a Memorandum of Agreement/Memorandum of Understanding) stating the terms and conditions of each group’s promises regarding future behavior.
In an optimum agreement each group’s interests are contingent upon each group contributing to the interests of the other group.
Phase 6: Following Up
Richard E. Mettler (402) 420-1139 remettler@aol.com ************************************************************************************************************************************** •This is the last of the 3-part series. If you have questions or would like more detail, contact the author: Richard E. Mettler, Communicate Services (402) 420-1139 remettler@aol.com www.fieldsinc.com/PrefProvider.html#Prvdr_Mettler **************************************************************************************************************************************
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