Interpersonal Conflict: Causes, Outcomes, and Resolutions

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Interactions between people are followed by various situations, both negative and positive. Unfortunately, besides more optimistic ones, individuals are confronted by the issue of interpersonal conflicts. It is faced by various groups, such as families, friends, and colleagues at work. Understandably, depending on the nature of interpersonal conflict, a specific approach is required. The following text will review the idea of conflicts and depict a possible solution that can be used.

Interpersonal conflict is a rather common case in social interactions. It usually occurs when more than one individual is featured in the case. This situation is defined either by a negative or a controversial interaction between two or more people (Choosing Therapy, 2022). The unpredictable nature of the possible outcomes is what makes some people fear conflicts in interactions. Unfortunately, this fear motivates individuals to react irrationally to certain unpleasant or questionable moments in conversations and situations.

As mentioned earlier, the possible outcome of conflicts is extremely unpredictable, which causes anxiety in some people. In a positive case, it can help two or more individuals resolve a certain problem and improve the relationship. In a neutral case, they will peacefully abrupt the tension, allowing each other to accept their flaws. Meanwhile, in a negative case, conflicts may trigger extra stress and make the relationship unhealthy, thus leading to the latter being quite unhealthy and damaging for both sides.

Conflicts are caused by various reasons and can differ on the basis of severity, the groups affected and the event that triggered it. For example, this occurrence may happen due to differences in views and opinions between friends. A persons moral stance on the issue may be a serious contributor as well, as said difference may either encourage them to find a compromise or end the relationship altogether.

There are some strategies that can help with conflict resolution. One of them is withdrawing from a dispute, which is both questionable and reasonable, depending on the situation. It is done by ignoring the other side, aborting the discussion of the problem or invalidating it completely (Raypole, 2020). Although it may sometimes deteriorate the issue at hand, it can be useful in cases, such as minor conflicts and severe ones. In case of the former, it is done when the relationship matters more than the dispute. In severe conflicts, withdrawal can be used to calm down and rationalize the situation. Thus, further escalation and the possible deterioration of the issue may be avoided.

Some of the negative aspects of conflicts involve counterblaming and cross-complaining. The former happens when one side places the blame for the problem on the other side. This may lead to further escalations and self-defense instead of proper resolutions. The latter is defined by expressing irrelevant problems one person has with the other one. Not only does this not improve the situation, it deteriorates the argument at hand, making the other side feel too outraged to find a suitable resolution.

It is crucial to mention that ones character may be a factor in interpersonal conflicts as well. Ego conflicts are a valid example of that, as in those cases, one or both sides either see the situation as an insult to their rationality or use negative comments as arguments. This kind of problem may be seen as an escalation of a prior dispute, which may have not involved other peoples qualities in the matter.

In conclusion, conflicts are rather flexible in nature and may either strengthen a relationship or destroy it. The latter is what usually makes some people avoid disputes. However, sometimes, conflict withdrawal can prevent further deterioration of severe or minor disagreements. During such problems, people can either use counterblaming and cross-complaining, which does not resolve anything. Interpersonal differences are a large contributor as well, as they may trigger ego conflicts stemming from prior ones that were irrelevant to ones character. Thus, conflict resolution generally requires rationality and a flexible mind.