Understanding and Working With CoNFLict

Human rights are considered inalienable because they cannot be taken away or revoked from individuals. They are fundamental because they are essential and foundational to human existence and dignity. Additionally, human rights are universal because they apply to all individuals regardless of their nationality, race, gender, or any other characteristic. Therefore, the statement that human rights are inalienable, fundamental, and universal is true.

The statement is true because conflicts can occur at various levels. Innerpersonal conflicts refer to conflicts within an individual, while interpersonal conflicts occur between individuals. Intergroup conflicts involve conflicts between different groups, while regional conflicts occur between different regions or areas. National conflicts involve conflicts between different nations, and global conflicts occur on a global scale. Therefore, conflicts can exist at all these different levels.

Conflict is a natural part of human interactions and occurs regularly in daily life. However, it does not always escalate into violence. Conflict can arise from differences in opinions, values, or interests, and can be resolved through peaceful means such as negotiation, compromise, or dialogue. It is important to recognize that conflict does not automatically imply violence and that peaceful resolutions are possible.

The given statement is true because the UN defines Culture of Peace as a collection of values, attitudes, behaviors, and lifestyles that reject violence. This means that individuals and societies embracing the Culture of Peace promote peaceful resolutions to conflicts, respect for human rights, equality, and mutual understanding. By rejecting violence, they strive to create a harmonious and peaceful world.

When resolving a conflict with someone else, it is important to listen to their perspective. This allows for open communication and understanding of their point of view. By actively listening, you can gain insight into their thoughts and feelings, which can help in finding a resolution that satisfies both parties. It also shows respect and empathy towards the other person, creating a more positive and constructive environment for conflict resolution.

When resolving conflict, making eye contact is essential when you are listening. Eye contact shows that you are actively engaged and interested in what the other person is saying. It helps to establish a connection and build trust. By maintaining eye contact, you are showing respect and attentiveness towards the speaker, which can facilitate effective communication and understanding during conflict resolution.

Cultural violence refers to the use of cultural norms, beliefs, and practices to justify or perpetuate violence. When violence is depicted or normalized in literature, movies, music, and family roles, it contributes to the acceptance and reinforcement of violent behaviors within a society. This form of violence is not necessarily physical, but rather it influences the attitudes, values, and behaviors that support or condone violence. By labeling it as cultural violence, we recognize the role of cultural factors in promoting and sustaining violence in various forms.

The given statement expresses a positive attitude and enthusiasm towards participating in the ToT (Training of Trainers) program. The person is looking forward to having a great time, learning, contributing, and enjoying with all the participants. This suggests that they have a positive mindset and are eager to make the most out of the experience, which aligns with the statement being true.

Violence refers to a very wide range of actions that a human or a collective can exhert to others. By violence we use to think in physical aggression from one person/group of persons towards others, but there are different types of violence which doesn't include direct use of the force.

Direct Violence
Violence can take many forms. In its classic form, it involves the use of
physical force, like killing or torture, rape and sexual assault, and beatings.
Verbal violence, such as humiliation or put downs, is also becoming more
widely recognised as violence. Peace and conflict studies scholar Johan
Galtung describes direct violence as the 'avoidable impairment of
fundamental human needs or life which makes it impossible or difficult for
people to meet their needs or achieve their full potential. Threat to use force is
also recognised as violence.'
Cultural Violence
Cultural violence is the prevailing attitudes and beliefs that we have been
taught since childhood and that surround us in daily life about the power and
necessity of violence. Consider the telling of history which glorifies, records
and reports wars and military victories rather than people's nonviolent
rebellions or the triumphs of connections and collaboration. Nearly all cultures
recognise that killing a person is murder, but killing tens, hundreds or
thousands during a declared conflict is called 'war'.
Structural Violence
Structural violence exists when some groups, classes, genders, nationalities,
etc are assumed to have, and in fact do have, more access to goods,
resources, and opportunities than other groups, classes, genders,
nationalities, etc, and this unequal advantage is built into the very social,
political and economic systems that govern societies, states and the world.
These tendencies may be overt such as Aparthied or more subtle such as
traditions or tendency to award some groups privileges over another.

When cooperation and compromise are not possible -and usually in the early stages of the conflict those attitudes are more difficult to find- one of the reasonable strategies is to avoid the conflict -and the confrontation- in order to low down the tension and explore other solutions -compromise and cooperation- in the mid and long term. To compete would probably increase the tensions, and to give up would create frustration in the part that is renouncing to its needs.

As defined by UNICEF, it is the process of promoting the knowledge, skills, attitudes and values needed to bring about a change in behaviour that will enable children, youth and adults to prevent violence, both direct and structural; to transform conflicts peacefully; and to create conditions conducive to peace, from an interpersonal, inter-group, national or global level.

Option B: No, it doesn't focus on academic aspects but on attitudes and holistic understanding, trying to generate a change of attitudes towards peace among its target group(s).

Option C: Unfortunately, Peace Education is far from being included in the curricula of most of the countries, even in those with greater level of GBP.

The question "Why?" is the most useful in discovering the interests of the other person because it prompts them to explain the reasons behind their interests. By asking why someone is interested in a certain topic or activity, you can gain deeper insights into their motivations, values, and personal experiences. This question encourages open-ended responses and allows for a more meaningful and engaging conversation about their interests.

If we have time we will make some questionnaire during the ToT to find out our conflict style! :)

Congrats, all of them are definitions given by scholars! Here you have their names:

Kenneth Boulding (1963): "Conflict may be defined as a situation of competition in which the parties are aware of the incompatibility of potential future positions, and in which each party wishes to occupy a position that is incompatible with the wishes of the other"

Peter du Toit (2000): “Conflict exists in a relationship when two or more parties believe their aspirations cannot be achieved simultaneously, or perceive a divergence in their values, needs or interests and purposefully employ their power in an effort to eliminate, neutralize, or change each other to protect or further their interests in the interaction.”

Kai Frithjof Brand-Jacobsen (2001) “Conflicts exist at all levels, within and between individuals, communities, countries and cultures. Conflicts are natural. They are experienced by people of every background, culture, class, nationality, age, and gender every single day. What is important, is not whether conflicts themselves are good or bad, but how we wish to deal with them.”

Johan Galtung (1969): "Conflict is a dynamic process in which structure, attitudes and behaviours are constantly changing and influencing one another. Conflicts emerge under a great array of different circumstances."

We have different definitions of Peace, and depending to which we stick, the definitions given are all correct.

Negative Peace: which is when we define Peace as the absence of war/violence (option A and C)
Positive Peace: which refers to the idea expressed in (option B)

A latent conflict refers to a situation where the conflict may appear resolved on the surface, but the underlying issues and tensions still exist. This means that even though all parties may have agreed on a solution, there is a possibility that the conflict could reignite at any given time. The unresolved hidden agendas and power interests make the conflict remain dormant, creating the potential for it to restart in the future.

A mediator is a neutral third party in a conflict who facilitates communication and negotiation between the conflicting parties. They do not have the authority to force or impose a solution on the parties involved. Instead, their role is to encourage dialogue and help the parties reach a mutually agreeable resolution through analytical discussions rather than bargaining or coercion.

The given answer options suggest different levels of agreement or disagreement with the statement "I am tired of filling this questionnaire!!!" The options "Yes, a lot." and "Of course." indicate strong agreement with the statement, while "Well... actually is not that bad! :)" suggests that the person does not find filling the questionnaire to be as tiring or bothersome as they initially thought. Therefore, all three options can be seen as valid responses to the statement.