managing conflicts and peace building
TRANSCRIPT
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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
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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
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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
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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)
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Cont¶Cont¶
� Missed opportunities for socio-economicdevelopment
� Exploitation by external parties
� Stigmatization and trauma
� Environmental destruction
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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)
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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
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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
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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
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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
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Cont¶Cont¶
Economic Indicators
� Uneven economic development along
group lines� Sharp and/or even severe economic
decline
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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.
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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¶.
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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
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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
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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
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Conflict Analysis matrixConflict Analysis matrix
Conflict
issue
Causes Parties in
conflict
Parties to
the
conflict
Effects Possible
solutions
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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.
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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.
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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.
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� 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
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An example An example
A-Attitudes B- Behaviors C- Context
Arrogance Abduction Poverty
Willingness to
change
Killing Land scarcity
Hopeless ness Quarrelling Discrimination
Injustice
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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
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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.
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� 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)
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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
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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.
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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
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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?
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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;
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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;
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Democracy will promote ;
� Greater freedom for people
� A just society
� Equality before the law and� Equal opportunities for all.
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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
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� 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.
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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
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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
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Oth th d f fli tOth th d f fli t
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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
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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.
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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.
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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.
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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.
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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).
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Cont¶Cont¶
� Outcomes are achieved through
compromise.
� Compromise leads to lose-lose outcomes.
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� 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
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� 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 ?
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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.
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RolesRoles
� Starter Roles
� Provokes community to action (social
analyst)
� Awareness raising.
� Transformational facilitators, process
helper, challenges and helps
communities to change.
� Role±model.
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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.
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� 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