The Circle of Conflict

The Circle of Conflict Model, adapted by Gary Furlong in The Conflict Resolution Toolbox, provides a means for diagnosing and addressing conflict through examining the five primary causes of conflict: Data, Values, Relationships, Externals/Moods, and Structure. Furlong’s model also includes a placeholder for Interests, which are the key to resolving conflict [1].

The model can be used as a tool for diagnosing the components of the conflict and as a process-directing tool for facilitating resolution of the dispute.

It is important to fully analyze the conflict using all five conflict components and interests. However, when facilitating resolution, it is important to focus on the conflict’s Data, Structure, and Interests, opposed to Values, Relationship, and External/Moods, which are more difficult to resolve. This approach is recommended because there is a greater chance of reaching resolution through reconciling the parties’ less intractable Data, Structure, and Interests. It is common for conflicts that involve all five components to be resolved when the Data, Structure, and Interest needs are satisfied.

Below is a visual representation of the model.

The Values section of the Circle of Conflict model “includes all the values and beliefs held by the parties that are contributing to the conflict.” The values can be what Furlong calls “terminal or life defining values” or “day-to-day values.” Terminal values include religious beliefs, morals, ethical views, and beliefs arising from cultural norms. Day-to-day values include basic values like wearing seat belts, workplace values, politeness; etc. When values of two or more individuals or groups lead to the perception of incompatible aspirations, conflict ensues or is escalated.

The Relationship section of the model represents conflicts driven by “specific negative experiences in the past.” The parties’ negative experiences with one another can lead to “poor or failed communication” and “stereotypes.” Relationship issues can ignite or further fuel and existing conflict between parties.

The Externals/Moods section of the model “covers external factors not directly a part of the situation, but that are still contributing to the conflict.” The list of potential Externals is limitless. Any factor not directly involved in the parties’ dispute which leads to or drives the conflict is an External.

The Data section of the model identifies incorrect, incomplete, and differential information as a cause of conflict. The section also encompasses differing interpretations of shared information, too much information, and issues with efficient collection of information, as issues that can create and escalate conflicts.

The Structure section of the model represents three distinct drivers of conflict. Conflict occurring due to competition for limited resources, lack of authority to solve a problem, and divergent priorities within working groups are types of structural conflict.

Interests are party’s needs, wants, fears, and hopes in relation to the conflict. Interests are often why a party wants what they are stating as their position. Understanding each party’s interests and facilitating the development of options to solve the parties’ underlying problems are key steps to resolving conflict. Christopher Moore identified three types of interests: procedural, emotional, and substantive, which he included in his Triangle of Satisfaction model. The next post will focus on Moore’s Triangle of Satisfaction model.

 

Sources

1. Furlong, Gary. The Conflict Resolution Toolbox. Ontario: John Wiley & Sons, 2005.