A Wetpaint Site | TV Fandex 100

Peacepaces.com

EasyEdit
Edit tags
(what's this?What are these tools?
People just like you can add or edit the content on this site. If you want to try editing, but aren't ready to add to this site, try our demo area.
Read more about editing pages at Wetpaint Central.
)
Report page
Share this

Conflict analysis and the fourdimensional approach to conflict transformation

As pointed out by Paffenholz and Spurk (Paffenholz, Thania/Spurk, Christoph, Civil Society, Civic Engagement and Peacebuilding, in: Social Development Papers. Conflict Prevention and Reconstruction, Paper 36, 2006 <http://siteresources.worldbank.org/INTCPR/Resources/WP36_web.pdf> (accessed 5 August 2009)) , several "schools of thought" exist in the field of peacebuilding. The authors list and describe 4: Conflict Management, Conflict Resolution, Complementary School, Conflict Transformation. The conflict analysis tool developed on the following pages emerges out of the school of Conflict Transformation. Therefore, a short introduction to the Conflict Transformation approach will precede the development of the analytical model. The model is built around the "four dimensions of change" - the personal, relational, structural and cultural dimension.

Use, change or add contents		Use, change or add activities
Conflict Transformation. This is an introduction to the concept of confict transformation and the four dimensions of change. Analysing the personal dimension. Change in the personal dimension generally occurs in two categories: First, attitudes can change. Attitudes are ways that people think about (often unconsciously) and approach a given topic, situation or relationship. They are not obvious. Secondly, behaviour – the way people actually act, respond, express themselves and interact– can change. Analysing the relational dimension. The relational dimension includes how people and groups communicate with each other, whether they cooperate for a common goal, etc. and how relationships are changed by conflict. Analysing the structural dimension. It is often highlighted that it is important to know the structural - or root - causes of conflict. This lecture introduces to a way to analyse the structural dimension of conflict and change. Analysing the cultural dimension. This introduction first asks what culture is, before it asks how conflict and culture are related. From analysis to action: Analysing change produced by conflict, acting to transform conflict. This content deals with the vital question, how you can use the findings of your analysis in order to engage in a relevant manner in conflict transformation.		Use any of these Content Processing Activties for the content "Conflict Transformation". Analysing the personal dimension. The following activities can be used to help participants explore what it means to analyse the personal dimension of conflict. How was it when you experienced conflict? Participants are asked to get together in pairs and reflect on a personal conflict experience: What was the impact on attitudes and behaviour? Not just a river on a map - the personal dimension. This activity confronts participants with a case of conflict and asks them to analyse the personal dimension. Analysing the relational dimension. The following activities can be used to help participants explore what it means to analyse the relational dimension of conflict. Mapping the relations. Participants produce a map of relationships for a conflict situation. You can chose from two alternatives. Not just a river on a map - the relational dimension. This activity confronts participants with a case of conflict and asks them to analyse the relational dimension. Role Play Creation and Play. During this activity, participants develop ideas for role plays and the best is selected and staged in a fish bowl. The remaining participants take on the role as analysts of the personal and relational dimension. Analysing the structural dimension Working into the structural dimension - discussing key terms This activity aims at contextualising the concept of the structural dimension by letting participants discuss key concepts such as structure, governance and power. Not just a river on a map - the structural dimension This activity confronts participants with a case of conflict and asks them to analyse the structural dimension. Analysing the cultural dimension Cultural conflict, conflict cultures? Discussing a complex relationship This activity provides a way to explore the relation of conflict and culture together with participants. Not just a river on a map - the cultural dimension This activity asks participants to analyse the cultural dimension of a conflict case study. Bringing the four dimensions together. You can do this activity when you have gone through the four dimensions, either for the case study "Not just a river" or for another conflict that the groups has looked at. The task is now to see the four dimensions as a whole. Moving from analysis to action.This activity is meant to draw conclusions for action from the steps of analysis - first analysing the dimensions separately and then looking at how they work together. It introduces a framework to do this that is then to be applied by participants.

Use, change or add contents

Use, change or add activities

Conflict Transformation. This is an introduction to the concept of confict transformation and the four dimensions of change.

Analysing the personal dimension. Change in the personal dimension generally occurs in two categories: First, attitudes can change. Attitudes are ways that people think about (often unconsciously) and approach a given topic, situation or relationship. They are not obvious. Secondly, behaviour – the way people actually act, respond, express themselves and interact– can change.

Analysing the relational dimension. The relational dimension includes how people and groups communicate with each other, whether they cooperate for a common goal, etc. and how relationships are changed by conflict.

Analysing the structural dimension. It is often highlighted that it is important to know the structural - or root - causes of conflict. This lecture introduces to a way to analyse the structural dimension of conflict and change.

Analysing the cultural dimension. This introduction first asks what culture is, before it asks how conflict and culture are related.

From analysis to action: Analysing change produced by conflict, acting to transform conflict. This content deals with the vital question, how you can use the findings of your analysis in order to engage in a relevant manner in conflict transformation.

Use any of these Content Processing Activties for the content "Conflict Transformation".

Analysing the personal dimension. The following activities can be used to help participants explore what it means to analyse the personal dimension of conflict.

How was it when you experienced conflict? Participants are asked to get together in pairs and reflect on a personal conflict experience: What was the impact on attitudes and behaviour?
Not just a river on a map - the personal dimension. This activity confronts participants with a case of conflict and asks them to analyse the personal dimension.

Analysing the relational dimension. The following activities can be used to help participants explore what it means to analyse the relational dimension of conflict.

Mapping the relations. Participants produce a map of relationships for a conflict situation. You can chose from two alternatives.
Not just a river on a map - the relational dimension. This activity confronts participants with a case of conflict and asks them to analyse the relational dimension.

Role Play Creation and Play. During this activity, participants develop ideas for role plays and the best is selected and staged in a fish bowl. The remaining participants take on the role as analysts of the personal and relational dimension.

Analysing the structural dimension

Working into the structural dimension - discussing key terms This activity aims at contextualising the concept of the structural dimension by letting participants discuss key concepts such as structure, governance and power.
Not just a river on a map - the structural dimension This activity confronts participants with a case of conflict and asks them to analyse the structural dimension.

Analysing the cultural dimension

Cultural conflict, conflict cultures? Discussing a complex relationship This activity provides a way to explore the relation of conflict and culture together with participants.
Not just a river on a map - the cultural dimension This activity asks participants to analyse the cultural dimension of a conflict case study.

Bringing the four dimensions together. You can do this activity when you have gone through the four dimensions, either for the case study "Not just a river" or for another conflict that the groups has looked at. The task is now to see the four dimensions as a whole.

Moving from analysis to action.This activity is meant to draw conclusions for action from the steps of analysis - first analysing the dimensions separately and then looking at how they work together. It introduces a framework to do this that is then to be applied by participants.

chachabooth	Latest page update: made by chachabooth , Aug 19 2009, 9:21 AM EDT (about this update About This Update Edited by chachabooth 38 words added 61 words deleted view changes - complete history)
	Keyword tags: None (edit keyword tags) More Info: links to this page

Threads for this page

Post a new thread

There are no threads for this page. Be the first to start a new thread.

JavaScript must be enabled in order for you to contribute to this site.
To start contributing, enable JavaScript by changing your browser options, then try again.

Home

Add a New Page

	Subject:
	Message:
	Quote:
	Tags:
	Category:	General Discussion

Peacepaces.com

Conflict analysis and the fourdimensional approach to conflict transformation

Threads for this page

Start a New Thread as Reply as Anonymous (Get credit for your thread)