Managing Conflicts and Peace Building.

8/6/2019 Managing Conflicts and Peace Building.

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CONFLICT RESOLUTIONCONFLICT RESOLUTION

AND PEACE BUILDING AND PEACE BUILDINGBY PETER WAWERU KIMEIBY PETER WAWERU KIMEI

Provincial Peace ForumProvincial Peace Forum

[email protected]@yahoo.com



UNDERSTANDING CONFLICTUNDERSTANDING CONFLICT

CAUSES; (PERCEPTIONS)CAUSES; (PERCEPTIONS)

� Conflict is neither good nor bad.

� Individual or group perception on conflictsand the manner in which conflict is

managed determines whether a conflict

will yield a positive or negatives effects on

the parties involved



MERITS OF CONFLICTSMERITS OF CONFLICTS

� Unearths deep seated problems

� Enhances understanding among parties

� Challenges leaders to explore solutions

� Challenges the communities¶ status quo

� Helps people to change unhelpful behaviors (

habits and other social evils)

� Avails opportunities for people to be moreinnovative and creative

� Promotes group solidarity and cohesiveness



Demerits of conflictsDemerits of conflicts

� Destruction of property, physical

infrastructure, loss of lives, displacement

of families abuse of women and children

� Erosion of social support system

� Loss of knowledge and experiences ( as

the old die without passing on the wisdom)



Cont¶Cont¶

� Missed opportunities for socio-economicdevelopment

� Exploitation by external parties

� Stigmatization and trauma

� Environmental destruction



Underlying causes of conflict (Underlying causes of conflict (

general)general)

o Resources and interests( for example conflictsover land rights , oil reserves, borders etc)

o Governance (for example conflicts over politicallegitimacy, poor leadership/management, votingrights

o Ideology and religion( conflicts betweenChristians and Muslims, capitalism andcommunism)

o Identity ( for example conflicts between ethnic,cultural and socio-economic groups)



Structural/SystemiStructural/Systemicc

These are underlying factors that have been builtinto the policies, structures and fabric of asociety and may create pre-conditions for violent conflict. These include;

� Unequal distribution of resources andopportunities

� Corruption

� Authoritarian/totalitarian governance

� Colonial legacy and or neo-colonialism� Religious and ethnic discrimination

� Endemic poverty



Proximate CausesProximate Causes

These are factors contributing to a climate

conducive to violent conflict or its further

escalation, sometimes symptomatic of a

deeper problem.

� Proliferation of small arms

� Institutional failure- Electoral commission

resulting to rigging , law courts-denial f

ustice



Factors leading to prolongedFactors leading to prolonged

conflictsconflicts

� Marginalization of the Conflict (Conflict is in the

peripheral)

� Commercialization of the Conflict/conflict or war

economy

� Politicization of the conflict (political Capital)

� Cycles of Revenge (Violence begets Violence)

� Radicalism� External Interests and Support



Conflict Indicators ( macroConflict Indicators ( macro-- level)level)

Social Indicators

� Mounting demographic pressures

� Massive movement of refugees or internally displaced persons creating

complex humanitarian emergencies.

� Legacy of vengeance ± seeking groupgrievance

� Chronic and sustained human flight



Cont¶Cont¶

Economic Indicators

� Uneven economic development along

group lines� Sharp and/or even severe economic

decline



Cont¶Cont¶

Political/Military Indicators

� Criminalization and or de-legitimization of thestate

� Progressive deterioration of public services� Suspension or arbitrary application of the rule of law and wide spread violation of human rights.

� Security apparatus operates as a µstate within astate¶

� Rise of factionalized elites

� Intervention of other states or external politicalactors.



Conflict indicatorsConflict indicators ± ± micro level,micro level,

(community/ individual levels)(community/ individual levels)

� Low interaction and sudden withdrawals amongindividuals or communities. It may involveavoiding others.

� Low morale coupled with unusually poor performance.

� Perpetual absenteeism.

� Poor inter-personal relationships (quarrels,backbiting, moody outbursts without reasonable

cause)� Expulsion of group members.

� µSmoothing things over¶.



Conflict Analysis : MappingConflict Analysis : Mapping

Conflict mapping is a visual technique

showing relationships between parties in

conflict and also locating areas of

conflict

What to map?

� Mapping of areas and parties

involved.

� Mapping of issues



Cont¶Cont¶

� Mapping of allies and powers

How?

� Ask each party to sketch what theyperceive to be their area /community

space

� Ask them to locate areas of conflict



Mapping analysisMapping analysis

For each of the mapped areas of the conflict let

each party identify;

� Issue or issues for the conflict ( their

perception)

� Causes for the conflict

� Parties in conflict

� Parties to the conflict� Effects of the conflict

� Possible solutions to the conflict



Conflict Analysis matrixConflict Analysis matrix

Conflict

issue

Causes Parties in

conflict

Parties to

the

conflict

Effects Possible

solutions



ABC TRIANGLE: (Attitudes,ABC TRIANGLE: (Attitudes,

Behaviour Behaviour and Context)and Context)

� The ABC Triangle is based on an

assumption that conflict has 3 major

components: the context, Behaviour

and Attitudes of those involved in

conflict

� It involves analysis of factors related to

Attitudes, Behaviour and Context for eachof the major conflict parties.



Cont¶Cont¶

� The tool helps to understand the position

from which each actor is approachingconflict

� The context within which conflict is

taking place.

� Helps to identify the key needs of each

actor.



How to use the ABC triangleHow to use the ABC triangle

� Draw up a separate ABC triangle for each of the major parties in conflict.

� Put Attitude, Behaviour and Context inthe corners of the triangle

� On each triangle, list the key issues on Attitude, Behaviour and Context from theview point of that party.



Cont¶Cont¶

� Indicate the most important needs and/or

fears for each party in the middle of the

triangle; remember that this choice is

your own perception

� Compare the different triangles for the

different parties, noting the similarities

and differences in perceptions



An example An example

A-Attitudes B- Behaviors C- Context

Arrogance Abduction Poverty

Willingness to

change

Killing Land scarcity

Hopeless ness Quarrelling Discrimination

Injustice



METHODS OF CONFLICTMETHODS OF CONFLICT

RESOLUTION AND PEACERESOLUTION AND PEACE

BUILDINGBUILDINGMethods are;

� Tools to use to bring about desired

change.� Process used to accomplish a task

� The way any conflict is resolved will

determine whether the parties involved willlearn and draw lessons from it or remain

long-standing enemies



Cont¶Cont¶

� In any conflict situation, conflict may be

managed or resolved in a manner that

results to any of the three levels ;

� a. Lose-lose. Both parties lose. e.g

Compromising/taking middle ground,Pay off

one party e.g. bribes or resorting to

bureaucratic rules /regulations.



Cont¶Cont¶

� b. Win-lose. One party marshals its forces towin and the other party to lose. Energies arefocused on defeating the other party but not

solving the problem. E.g. in Law courts,Employer Employee conflicts, Bloodcompensation, mediations etc

� c.W

in ±W

in. Energies and creativity is gearedtowards solving the problem ( but not either of the parties)



WinWin--Win situationWin situation

� Call the conflicting parties together and

ask them what happened not who did it?.

� Involve as many stakeholders aspossible.

� Listen carefully to each of the parties

perceptions and interests.

� Facilitate the parties to discuss issues

raised by each of the parties



Cont¶Cont¶

� Help them identify the problem/name the

problem.

� Facilitate them to generate solutions and

suggestions to solve the problem.

� Make them choose the best option/

suggestion to solve the problem.



Traditional MethodTraditional Method

� These are methods that particular communitieshave used over time and are embedded in thecommunity value systems, attitudes and culture.

� The traditional process is cheaper in terms of time and relatively well understood by mostpeople as compared to the conventional legal

system which is too much time consuming andcomplex

� Traditional methods differ from one community

to the other



Cont¶Cont¶

Traditional methods should not be taken as blue

print but should be analyzed to answer the

following:

� What are the implications of using traditionalmethods of conflict resolution?

� Who is involved?

� What are the long-term effects?� What do communities think of these methods?

� And what are these methods perpetuating?



The Religious Basis of PeaceThe Religious Basis of Peace

BuildingBuilding

� The spiritual factor emanates from

religious beliefs, convictions and teachings

� Religion is therefore very vital in peacebuilding as it indeed is in people¶s lives

� Religion and its institutions play an

important role in peace building because:

� It teaches the message of peace which

resonates with people;



Promotion of DemocracyPromotion of Democracy

� Democracy provides a framework for justice,

fairness and equality.

� Generally, democracy means a way of

governing based on people¶s consent.

� It stands for the welfare of all and for the

common good.

� Democracy is an important element of peacebuilding because it recognizes that power

belongs to the people. Both pursue;



Cont¶Cont¶

Democracy will promote ;

� Greater freedom for people

� A just society

� Equality before the law and� Equal opportunities for all.



Active NonActive Non--ViolenceViolence

� Active Non-Violence is a lifestyle. Active

Non-Violence is about pro-actively

engaging with an often-violent world

without resorting to violence oneself .

� It is about not just being the change you

wish to see in the world but also going out

to create that change in others



Cont¶Cont¶

� ANV demands that the means we use

must be as pure as the ends we seek.

� It is wrong to use immoral means toattain moral ends and vice versa.



Problem solving workshopProblem solving workshop

� Once the parties in / to the conflict havebeen identified, a problem solvingworkshop may be used to build consensus

� This is an informal way of negotiationaimed at consensus building.

� Parties are treated as equal partners in theconflict



Cont¶Cont¶

The aims are:

� Creating a trusting environment

� Information sharing (facts and figures)

� Building and restoring relationships

� Collective critical analyses (root causes) of theconflict



Oth th d f fli tOth th d f fli t



Other methods of conflictOther methods of conflict

management;management; SettlementSettlement

� Parties involved are forced to reach an

understanding acceptable to both

� Settlement does not deal with who is right or

wrong or the issue, but merely seeks to regulate

harm or damage to parties concerned.

� seeks to prevent or reduce negative results of

the existing conflict



Cont¶Cont¶

� It does not seek to permanently end the

conflict because it does not address its

root causes

� It intervenes to prevent the escalation and

reduce the cost of that conflict.



ArbitrationArbitration

� Most common in legal settlement of conflicts

� Judgment is reached according to onesability to argue the case out ± rather thanaddress the problem.

� It is not so much what the problem is butwhat one wants or how much can one get.



Cont¶Cont¶

� The arbitrator therefore addresses what the

parties are interested in getting, rather the

source of the conflict.

� The arbitrator sees the problem as a dispute

over spoils rather than a conflict over needs.

� The two parties choose the arbitrator.

� The parties agree on the rules.



Cont¶Cont¶

� The decision of the arbitrator is biding to

all the parties.

� Often, the outcome is a win-loose one.

� The problem with arbitration is thegrievances, like in a court situation, remain

long after the decision has been made.



MediationMediation

� Use of third party or mediator is a as go-

between.

� A mediator facilitate negotiations between the

parties, - get the parties to sit together and talkabout the conflict.

�

� The mediator helps parties arrive at the bestpossible solution to their current problem, (may

not be the best outcome for the parties).



Cont¶Cont¶

� Outcomes are achieved through

compromise.

� Compromise leads to lose-lose outcomes.



Cont¶Cont¶

� The method involves an effort to get the parties

to agree and forgive each other

� May appoint subcommittees from different

parties to dialogue on nature and causes of conflict and come up with recommendations

� A third party may talk to the two partiesseparately-gathering information and areas of

compromise



Cont¶Cont¶

� What do you request of the other party

to achieve an amicable solution to theproblem?

� What compromises are you willing to

make to have a lasting peace to the

conflict ?



Role and Qualities 0f PeaceRole and Qualities 0f Peace

Builders /Builders /

� A visionary

� Respected

� Restore relationships.

� Knowledgeable in peace issues

� Committed to change self and society

� Restores people¶s hopes and aspirations

� Self ± manager

� Empower the vulnerable and marginalized.



RolesRoles

� Starter Roles

� Provokes community to action (social

analyst)

� Awareness raising.

� Transformational facilitators, process

helper, challenges and helps

communities to change.

� Role±model.



Cont¶Cont¶

� Links community with others like ± minded

individuals and institutions (stakeholders)

� Facilitate formation of horizontal and

vertical linkages.

� Resources persons (Trainer, information

sharing)

� Co-ordinates peace building initiatives.



Cont¶Cont¶

� Accomplisher roles

� Analyst, facilitate community to review andevaluate their peace building activities.

� Planners, facilitates participatory planning of activities.

� Manager provides visionary leadership.

� Formation of task force to coordinate peace

building activities.� Documents / reports peace activities and

lessons learnt

Managing Conflicts and Peace Building.

Documents

Transcript of Managing Conflicts and Peace Building.