Conflict seems to be residue of unmet expectations. In the lower level degrees of conflict, we feel the effects of feeling unloved, uninformed, and financially dependent because conflicting expectations and goals were in contempt with each other. Rhetoric was used as an alternative to unlawful resolutions imposed by antiquitous courts, etc. The power of the verbal word is invaluable when presented with consideration for its audience.
But conflict today exists in multiple arenas for which oral communication can not suffice as a pacifier. Managing conflict today exists on so many levels as we live multiple lives within one day and we deal with different groups of people that have varying levels of conscious awareness (like those who work in Alzheimer’s care or other special needs arenas). We are professionals, mothers, daughters, partners, patrons, registrants, believers, etc. and each institution (both formal and informal) expects something vital from us.
They want to take a part of us in order to collectively define the sum of its parts and insodoing they indirectly invite us to artfully imagine our take on the reality of living as said characters. It’s an interesting invite and if taken serious, could really contribute to a constructive self-evaluation. Task-related conflict is embedded in the operations of a group or organization. The dynamic that exists is contained within a need for productivity, a shared mission, interdependence, and the parts of a whole carrying their own weight. Tasks are assigned and assumed in order to carry out a mission or goal that benefits the whole.
When disagreements ensue, conflict abounds and interferes with streamlining as well as processing. When this happens, work is stalled and emotive issues arise (pride, embarrassment, selfishness, insecurity, unreasonable rationalizing and patronizing, etc.) Suddenly, the task-related conflict is embedded in more than the operations and individuals find it more difficult to do their jobs and successfully resolve the initial conflict.