Conflict in Schools: Its Causes & Management Strategies

Abstract

Conflict is an essential and unavoidable human phenomenon because where there is human interaction; there is a likelihood of personal likes and dislikes. These agreements and disagreements among individuals and groups lead them to conflicts. Conflicts are neither constructive nor disruptive but the ways these are handled make them either positive or negative. Schools, like other human organizations, are prone to one or other type of conflict. Various conflict management strategies are adopted for handling conflict; the most important among these are, mediation, negotiation, avoidance, collaborating etc. Main thrust of this paper is on the exploration of the nature of conflicts in schools, its causes and techniques adopted for its management and redressal. Introduction:

Full text

Conflict in Schools: Its Causes & Management Strategies
Abdul Ghaffar
Abstract:
Conflict is an essential and unavoidable human phenomenon
because where there is human interaction; there is a
likelihood of personal likes and dislikes. These agreements
and disagreements among individuals and groups lead them to
conflicts. Conflicts are neither constructive nor disruptive but
the ways these are handled make them either positive or
negative. Schools, like other human organizations, are prone
to one or other type of conflict. Various conflict management
strategies are adopted for handling conflict; the most
important among these are, mediation, negotiation, avoidance,
collaborating etc. Main thrust of this paper is on the
exploration of the nature of conflicts in schools, its causes and
techniques adopted for its management and redressal.
Keywords: Management, Conflict resolution, Strategic Management
Introduction:
Conflict presently continues to be a factor in academic life. Schools
frequently appear to be centers of tension; on occasion, they are perhaps
a manifestation of problems in the community1. The term conflict is
viewed in a variety of ways because of its confusion with those
conditions which lead to situations of different conflict.2Thomas (1976)
defines conflict as “the process which begins when one party perceives
that the other has frustrated, or is about to frustrate, some concern of
his”3.
Conflict involves situations in which differences are expressed
by interdependent people in the process of achieving their needs and
goals, and it arises when a difference between two or more people
Abdul Ghaffar, PhD Scholar (Education), Qurtuba University of Science and
Information Technology, Peshawar Campus, Pakistan

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Journal of Managerial Sciences Volume III, Number 1I
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necessitates change in at least one person in order for their engagement
to continue and develop.4
Because of diverse and varied definitions of conflict, attitudes
towards it and images of its role are also varied. Conflict in schools takes
different forms; for example teachers seem reluctant to obey the
principals, they do not seem to follow rules or accept extra work, they do
not easily get along with their principals. Principals too adopt an
authoritative approach, for example they pressurize teachers for an
uninterrupted working of the school activities. It, therefore, becomes
common that conflict between teachers and the school principal occur
frequently at any time in the school7. In institutions, conflict occurs
between various individuals because of their frequent interaction with
each other. Conflict is an expression of hostility, antagonism and
misunderstanding between the staff members. 8
Conflict is inevitable and often good, for example, good teams
always go through a "form, storm, norm and perform" period. Getting the
most out of diversity means often-contradictory values, perspectives and
opinions.
Conflict is often needed. It:
i). Helps to raise and address problems.
ii). Energizes work to be on the most appropriate issues.
iii). Helps people "be real", for example, it motivates them to
participate.
iv). Helps people learn how to recognize and benefit from their
differences.
Conflict in Schools- Its Causes & Management Strategies
Conflict is not the same as discomfort. The conflict isn't the problem - it
is when conflict is poorly managed that is the problem.

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Journal of Managerial Sciences Volume III, Number 1I
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Conflict is a problem when it:
(1) Hampers productivity (2) Lowers morale (3) Causes more and
continued conflicts (4) Causes inappropriate behaviors 9
Conflict Management in School
The better educators and students understand the nature of conflict, the
better able they are to manage conflicts constructively10. Moran (2001)
sees conflict management as “a philosophy and a set of skills that assist
individuals and groups in better understanding and dealing with conflict
as it arises in all aspects of their lives”11. Conflicts as a concept never
remain positive or negative but it has always been seen as a basic and
result oriented part of school life.12
Conflicts offer competitive as well as cooperative context in the
organization but it varies according to the situation. Problems exist in
managing conflicts when the context is competitive/individualistic or
when the context and the conflict resolution procedures are incongruent.
The effectiveness of a conflict resolution and peer mediation program
may be limited when the classroom and school context is competitive13.
Sources of Conflict
The possible sources of conflict are poor communication, competition for
common but scarce resources, incompatible goals and the like14. Fisher
(1997) notes, “…both individuals and groups have undeniable needs for
identity, dignity, security, equity, participation in decisions that affect
them. Frustration of these basic needs….becomes a source of social
conflict”15
According to Plunkett and Attner (1989), the sources of conflict
include; shared resources, differences in goals, difference in perceptions
and values, disagreements in the role requirements, nature of work

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Journal of Managerial Sciences Volume III, Number 1I
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activities, individual approaches, and the stage of organizational
development16. Gray and Stark (1984) suggested that there are six
sources of conflict.
These are: 1) Limited resources; 2) Interdependent work
activities; 3) Differentiation of activities; 4) Communication problems;
5) Differences in perceptions; 6) The environment of the organization.
According to these writers, conflict can also arise from a number of other
sources, such as: 1) Individual differences (some people enjoy conflict
while others don't); 2) Unclear authority structures (people don't know
how far their authority extends); 3) Differences in attitudes; 4) Task
symmetries (one group is more powerful than another and the weaker
group tries to change the situation; 5) Difference in time horizons17
(some departments have a long-run view and others have a short -run
view). Another author Deutch in camp bell et-al (1983:187) identified a
list of sources of conflict. These are; control over resources, preferences
and nuisances, values, beliefs, and the nature of relationships between
the parties18.
The classification of conflict is often made on the basis of the
antecedent conditions that lead to conflict. Conflict may originate from a
number of sources, such as tasks, values, goals, and so on. It has been
found appropriate to classify conflict on the basis of these sources for
proper understanding of its nature and implications. Following is a brief
description of this classification.
Causes/ Factors leading to conflict:
Affective Conflict
This is defined as “a condition in which group members have
interpersonal clashes characterized by anger, frustration, and other
negative feelings”19.

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Journal of Managerial Sciences Volume III, Number 1I
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Substantive Conflict
Jehn (1997b) characterized this type of conflict as “disagreements among
group members’ ideas and opinions about the task being performed, such
as disagreement regarding an organization’s current strategic position or
determining the correct data to include in a report” 20.
Conflict of Interest
This is defined as an inconsistency between two parties in their
preferences for the allocation of a scarce resource. This type of conflict
occurs “when each party, sharing the same understanding of the
situation, prefers a different and somewhat incompatible solution to a
problem involving either a distribution of scarce resources between them
or a decision to share the work of solving it”21
Conflict of Values
This occurs when two social entities differ in their values or ideologies
on certain issues22. This is also called ideological conflict.
Goal Conflict
This occurs when a preferred outcome or an end-state of two social
entities is inconsistent. In rare cases “it may involve divergent
preferences over all of the decision outcomes, constituting a zero-sum
game”23.
Realistic versus Nonrealistic Conflict
Realistic conflict is associated with “mostly rational or goal-oriented”
disagreement, nonrealistic conflict “is an end in itself having little to do
with group or organizational goals”24.
Institutionalized versus Non-institutionalized Conflict
The former is characterized by situations in which actors follow explicit
rules, and display predictable behavior, and their relationship has
continuity, as in the case of line–staff conflict or labor–management

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negotiations. Most racial conflict is non-institutionalized where these
three conditions are nonexistent.
Retributive Conflict
This conflict is characterized by a situation where the conflicting entities
or factions feel the need for a drawn-out conflict to punish the opponent.
In other words, each party determines its gains, in part, by incurring costs
to the other party25.
Misattributed Conflict
This relates to the incorrect assignment of causes (behaviors, parties, or
issues) to conflict. For example, an employee may wrongly attribute to
his or her supervisor a cut in the employee’s department budget, which
may have been done by higher-level managers over the protest of the
supervisor.26
Displaced Conflict
This type of conflict occurs when the conflicting parties either direct
their frustrations or hostilities to social entities that are not involved in
conflict or argue over secondary, not major, issues27.
Conflict Resolution Skills/ Strategies
David W. Johnson and Roger T. Johnson (1996) hold that Conflict
resolution and peer mediation programs are often promoted as a way to
reduce violence (and destructively managed conflicts) in schools28.
Management of conflict is a human relations concept long recognized in
business and industry as a necessary component of the developmental
process29. Sweeney and Caruthers (1996) define conflict resolution in a
most general and concise way, “the process used by parties in conflict to
reach a settlement”30.
Hocker and Wilmot (1985) initially discuss conflict management
styles in terms of assumptions. Their assumptions are:

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Journal of Managerial Sciences Volume III, Number 1I
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People develop patterned response to conflict.
People develop conflict styles for reasons that make sense to
them.
No one style is automatically better than another.
People's styles undergo change in order to adapt to the demands
of new situations31.
Robbins (1974) concentrates on strategies specifically labeled as
resolution techniques. He lists eight techniques as follows:
(1) Problem solving (2) Super ordinate goals (3) Avoidance (4)
Smoothing (5) Compromise (6) Authoritative command (7) Altering the
human variable (8) Altering structural variables32.
Thomas (1971) examines conflict management strategies by
focusing on general strategies used by administrators in an educational
setting. In his research he points out that there is no difference between
management and leadership; hence, manager is synonymous with leader.
Thomas eight strategies for management are:
(1) Citizens advisories (2) Confrontation sessions (3) Sensitivity training
(4) Process involvement (5) Educational pluralism (6) Volunteerism (7)
Cooperative studies (8) Failure 33.
Since conflict is seemingly unavoidable, particularly in a
scholarly setting, it is obviously necessary for administrators to be able to
recognize conflict, to view its constructive as well as destructive
potential, to learn how to manage conflict, and to apply conflict
management strategies in a practical way34.
Jhonson & Jhonson (1996) state that conflicts are resolved
constructively when they (a) result in an outcome that all disputants are
satisfied with, (b) improve the relationship between the disputants, and

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Journal of Managerial Sciences Volume III, Number 1I
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(c) improve the ability of disputants to resolve future conflicts in a
constructive manner35. Conflict Resolution Education (CRE) and Ohio
Department of Education (ODE) define conflict resolution as a
philosophy and set of skills that assist individuals and groups to better
understand and deal with conflict as it arises in all aspects of their lives.36
Bodin and Crawford (1999) maintains that since school is an
entity which composes of different people with different generational
ages and that negotiation and mediation must be identified as the best
strategies for eliminating conflicts37. Three types of situations demand
from the negotiator to face and find solution to them; these situations are
task and relationship oriented conflict, intellectual and emotion oriented
conflict and compromise and win conflict38. Conflict management is
deemed to be successful if it has achieved its goal by reaching a win-win,
or approach-approach or consensual agreement which is accepted by
both parties.
Mediation is another way of conflict management used today.
Bentley (1996) describes mediation as a form of problem solving process
where a neutral third party assists disputants to reach a mutually
acceptable agreement39. Mediation proves as an effective method
because it involves a democratic and structured process that enables
disputants to resolve their own conflict, with the assistance of trained
peers40. Deutsch (2005) argues that mediators follow these steps:
(a) They establish a working alliance with the parties, (b) they improve
the climate between the parties, (c) they address the issues, and that (d)
they apply pressure for settlement41.
Mediators should adopt the following skills in order to handle conflict,
namely;

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Journal of Managerial Sciences Volume III, Number 1I
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a. They must be able to establish a working relation with each
of the conflicting parties,
b. They must be able to establish a cooperative problem-
solving attitude among the parties,
c. They must be able to develop a creative group process and
group decision making, and
d. They must gather considerable substantive knowledge about
the problems around which the conflict centers142.
Conclusion:
Conflict management styles are essential in order to utilize them for
handling conflicts in the schools. Prominent conflict handling styles
include; competing, avoiding, collaborating, compromising and
accommodating. Competing style characterizes assertiveness and
uncooperativeness and it occurs when the parties involved work for their
respective gains at the expense of opposite party. This style is described
as power-focused style and might is right approach can best summarize
this approach. Second style is avoiding which is both unassertive and
uncooperative; in this the person involved work neither for his own
benefit nor bothers about the other party. This is sometimes considered
as best because it works on the principle of leave one alone.
Collaborating approach is opposite of avoiding and is characterized by
both assertiveness and cooperativeness. This style focuses on satisfying
the needs of both parties involved. In this both parties agree on working
together. A collaborative approach to conflict management, we argue,
may enhance levels of trust and cooperation between the president and
the board. Collaboration may be an especially useful strategy for
resolving and/or regulating conflicts and loosening the grip of dissension
where confrontation involves stakeholders with differential power and

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Journal of Managerial Sciences Volume III, Number 1I
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resource42. Compromising style is a mid way approach for conflict
management, it adopts an intermediate course between assertiveness and
cooperativeness and it is effective when both parties agree on sacrificing
some concerns for achieving a solution. Finally, accommodating style is
characterized by both unassertiveness and cooperativeness and it is the
opposite of competing style. In this style an individual gives up some of
his concerns so as to accommodate the needs of his adversary.
There is still, however, a long way to go before conflict
resolution and peer mediation training is managed constructively in
every classroom and school43. However, it may be underscored that
conflict-free atmosphere is conducive to constructive and creative work.
Sincere efforts should be made to resolve tensions & cultivate an
atmosphere of mutual acceptance and tolerance, accommodation &
understanding. Uncalled for tensions & conflicts so often lead to mental
stresses & strains that, in turn, cause psycho-somatic diseases &
deformities.

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Journal of Managerial Sciences Volume III, Number 1I
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End Notes:
1Karen L. Fleetwood, (1987), The Conflict Management Styles And Strategies
Of Educational Managers, A thesis submitted to the Faculty of the University of
Delaware in partial fulfillment of the requirements for the degree of Master of
Arts in Communication
2E. M. Beck and Michael Betz (1975), A Comparative Analysis of
Organizational Conflict in Schools Sociology of Education, Vol. 48, No. 1,
American Sociological Association, p 60.
3Thomas, K.W. (1976). Conflict and Conflict management. In M.D. Dunnette
(Ed.), Handbook of industrial and organizational psychology. Chicago: Rand
McNally, pp. 889-935.
4Denohue, W. A. and B. Kott. (1992), Managing Interpersonal Conflict.
Newbury, Park Calif.: Sage Publication.
5Gebretensay Tesfay (2002), A Study of factors that generate conflict between
government secondary school teachers and educational managers in Addis
Ababa Administrative Region, A Thesis presented to The School of Graduate
Studies Addis Ababa University, p.3
6Chandan, Jet. (1994). Organizational Behavior, New Delhi: Vikas Publishing
House pvt. Ltd. P.271
7Carter McNamara, Basics of Conflict Management, Adapted from the Field
Guide to Leadership and Supervision. Retrieved from
http://managementhelp.org/intrpsnl/basics.htm, dated: 15-3-2010
8David W. Johnson and Roger T. Johnson (1996), Review of Educational
Research, Vol. 66, No. 4, American Educational Research Association, pp. 459-
506
9Tschannen-Moran, M. (2001). The effects of a state-wide conflict
management initiative in schools. American Secondary Education, 29, p.3.
10 Kinard, J. (1988). Management, Toronto: D.C. Health and company. P. 303
11 Jhonson & Jhonson, Ibid, p.498
12 Hanson, E.M. (1991). Educational Administration and Organizational
Behavior (3rd Ed), Boston: Allynard Bacon. p.271
13 Fisher, R.J. (1997). Interactive conflict resolution. Syracuse University Press:
Syracuse, New York. P.6
14 Plunkett, W.R.and Raymond, F. Attner (1989). Introduction to Management,
Boston: PWs-Kent Publishing, p.437
15 Gray, J.L and Strake, F.A. (1984) Organizational Behavior-Concepts and
Applications (3rd ed.) Columbus Bell and Howell Company, pp.483-386
16 Campbell, R.F., Carbally, J.E., and Nustrand, R.O. (1983) Introduction to
Educational Administration (6th edition). Boston: Allyn and Bacon Inc. p.187
17 Gray,J.L and Strake,F.A. (1984). Ibid, pp.483-386
18 Campbell, R.F., Carbally, J.E., and Nustrand, R.O. (1983) Introduction to
Educational Administration (6th edition). Boston: Allyn and Bacon Inc. p.187
19 Plunkett, W.R.and Raymond, F. Attner (1989), ibid, p. 439

Conflict in Schools: It’s Causes & Management Strategies Abdul Ghaffar
Journal of Managerial Sciences Volume III, Number 1I
223
20 Jehn, K. A. (1997b). To agree or not to agree: The effects of value
congruence, individual demographic dissimilarity, and conflict of workgroup
outcomes. International Journal of Conflict Management, 8, p.288
21 Druckman, D., & Zechmeister, K. (1973). Conflict of interest and value
dissensus: Propositions in the sociology of conflict. Human Relations, 26, p. 450
22 Druckman, D., Broome, B. J., & Korper, S. H. (1988). Value differences and
conflict Resolution: Facilitation or delinking? Journal of Conflict Resolution,
32, 489
23 Cosier, R. A., & Rose, G. L. (1977). Cognitive conflict and goal conflict
effects on task performance. Organizational Behavior and Human Performance,
19, p. 378
24 Ross, R. S. & Ross, J. R. (1989), Small groups in organizational settings.
Englewood Cliffs, NJ: Prentice-Hall, p. 139
25 Saaty, T. L. (1990). The Analytic Hierarchy Process in conflict management.
International Journal of Conflict Management, 1, p. 49)
26 Deutsch, M. (1977) The resolution of conflict. New Haven: Yale University
Press.
27 Deutsch, 1977, ibid
28 David W. Johnson and Roger T. Johnson (1996), Ibid, pp. 459-506
29 Cora Elaine Harper (2004), The Conflict Management Styles, Strength of
Conflict Management Self-Efficacy, And Moral Development Levels Of School
Counselors, A dissertation submitted to the Graduate Faculty of North Carolina
State University in partial fulfillment of the requirements for the Degree of
Doctor of Philosophy, p.24
30 Sweeney, B. & Caruthers, W. L. (1996). Conflict resolution: History,
philosophy, theory and educational applications. School Counselor, 43, 327.
31 Hocker, J. L., and W. W. Wilmot (1985) Interpersonal conflict. Dubuque,
Iowa: Wm. C. Brown Publisher’s pp.37-39
32 Robbins, S. P. (1998). Organizational behaviour. New Jersey: Simon &
Schuster, pp.67-73
33 Thomas, Donald (1971), Decentralization as a management tool. Paper
presented to the American Management Association Annual Conference and
Exposition, New York City, New York, p.5
34 Karen L. Fleetwood A, (1987), ibid, p. 3
35 Jhonson & Jhonson (1996), ibid, p. 464
36 Jennifer Batton (2002), Institutionalizing Conflict Resolution Education: The
Ohio Model of conflict Resolution Education Quarterly, vol: 19, no. 4, Wiley
Periodicals, Inc. P.480
37 Bodin, R.J & Crawford, D.k (1999) Developing emotional intelligence: A
guide to behaviour management and conflict resolution in schools. North Mattis
Avenue: Research Press, p.155
38 Bodin, R.J & Crawford, D.k (1999), ibid, p.157
39 Bentley, M. (1996). Conflict Resolution in Schools: Quicker peace and
service. Cambridge, U.S.A: Cambridge University Press, p.4

Conflict in Schools: It’s Causes & Management Strategies Abdul Ghaffar
Journal of Managerial Sciences Volume III, Number 1I
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40 D’Oosterlinck, F. & Broekaert, E. (2003) Integrating school-based and
therapeutic conflict management models at schools. The journal of school
Health, 73 (6): 222
41 Deutsch, M. (2005). Cooperation and Conflict. In West, M.A, Tjosvold, D. &
Smith, K.G. The essentials of teamwork: International perspective. Maryland:
Wiley, p.15
42 Ibid, p.16

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Journal of Managerial Sciences Volume III, Number 1I
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Field Guide to Leadership and Supervision.
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15-3-2010
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School Counselors, A dissertation submitted to the Graduate Faculty of
North Carolina State University in partial fulfillment of the requirements
for the Degree of Doctor of Philosophy, (2004)
Cosier, R. A., & Rose, G. L. Cognitive conflict and goal conflict effects
on task performance. Organizational Behavior and Human Performance,
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David W. Johnson and Roger T. Johnson. Review of Educational
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Denohue, W. A. and B. Kott. Managing Interpersonal Conflict.
Newbury, Park Calif.: Sage Publication, (1992)
Deutsch, M. The resolution of conflict. New Haven: Yale University
Press, (1977)

Conflict in Schools: It’s Causes & Management Strategies Abdul Ghaffar
Journal of Managerial Sciences Volume III, Number 1I
226
Deutsch, M. Cooperation and Conflict. In West, M.A, Tjosvold, D. &
Smith, K.G. The essentials of teamwork: International perspective.
Maryland: Wiley, (2005)
Druckman, D., Broome, B. J., & Korper, S. H. Value differences and
conflict Resolution: Facilitation or delinking? Journal of Conflict
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Druckman, D., & Zechmeister, K. Conflict of interest and value
dissensus: Propositions in the sociology of conflict. Human Relations,
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D’Oosterlinck, F. & Broekaert, E. Integrating school-based and
therapeutic conflict management models at schools. The journal of
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E. M. Beck and Michael Betz. A Comparative Analysis of
Organizational Conflict in Schools Sociology of Education, Vol. 48, No.
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Gebretensay Tesfay. A Study of factors that generate conflict between
government secondary school teachers and educational managers in
Addis Ababa Administrative Region, A Thesis presented to The School
of Graduate Studies Addis Ababa University, (2002)
Gray, J.L and Strake, F.A. Organizational Behavior-Concepts and
Applications (3rd Ed.) Columbus Bell and Howell Company, (1984)
Hanson, E.M. Educational Administration and Organizational Behavior
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Wm. C. Brown Publishers, (1985)
Jehn, K. A. To agree or not to agree: The effects of value congruence,
individual demographic dissimilarity, and conflict of workgroup
outcomes. International Journal of Conflict Management, 8, (1997b)

Conflict in Schools: It’s Causes & Management Strategies Abdul Ghaffar
Journal of Managerial Sciences Volume III, Number 1I
227
Jennifer Batton. Institutionalizing Conflict Resolution Education: The
Ohio Model of conflict Resolution Education Quarterly, vol: 19, no. 4,
Wiley Periodicals, Inc, .(2002)
Karen L. Fleetwood., The Conflict Management Styles And Strategies
Of Educational Managers, A thesis submitted to the Faculty of the
University of Delaware in partial fulfillment of the requirements for the
degree of Master of Arts in Communication, (1987)
Kinard, J. Management, Toronto: D.C. Health and company, (1988).
Plunkett, W.R.and Raymond, F. Attner. Introduction to Management,
Boston: PWs-Kent Publishing, (1989).
Robbins, S. P. Organizational behaviour. New Jersey: Simon &
Schuster, (1998)
Ross, R. S. & Ross, J. R., Small groups in organizational settings.
Englewood Cliffs, NJ: Prentice-Hall, (1989)
Saaty, T. L. The Analytic Hierarchy Process in conflict management.
International Journal of Conflict Management, 1, (1990)
Sweeney, B. & Caruthers, W. L. Conflict resolution: History,
philosophy, theory and educational applications. School Counselor, 43,
(1996).
Thomas, Donald, Decentralization as a management tool. Paper
presented to the American Management Association Annual Conference
and Exposition, New York City, New York, (1971)
Thomas, K.W. Conflict and Conflict management. In M.D. Dunnette
(Ed.), Handbook of industrial and organizational psychology. Chicago:
Rand McNally, (1976).
Tschannen-Moran, M. The effects of a state-wide conflict management
initiative in schools. American Secondary Education, 29, (2001)