Welcome to the assessment questionnaire
The questions to follow will be used to identify what kind of conflict you are dealing with and how far it has
progressed. This tool will identify what the problem is you are dealing with, and then we can assist with various
The Circle of Conflict was designed by Christopher. W. Moore. The model illustrates 5 origins of conflict.
Understanding these origins will assists parties in engaging in a process towards resolution. The questions to
follow will be used to identify the type or origin of conflict you are dealing with and will provide you with the
information to design a constructive resolution process.
A: RELATIONSHIP CONFLICTS
Parties with previous negative experiences with each other are most prone to relationship conflicts. Fueled
by emotion, stereotyping the opposing side, personal animosities, and poor communication contribute to these
conflicts. Relationship conflicts do not give much leeway for parties to consent; interventions are needed.
B: DATA CONFLICTS
This conflict is based on the possession of information, or lack thereof. Inaccurate information and the
different interpretations of data are grounds for conflict. Examples of data conflict are legal disputes
arising from ambiguous interpretation of the law, conflicts based on contradictory research results, or on
false information, such as hearsay. Interventions are necessary to avoid a conflict evolving into a
C: INTEREST CONFLICTS
In any negotiation, people will voice what they want; or what we call their 'position'. Interests are their
motivations, or the why. They are what drives one's position and they will often be challenged.
Perceived power inequality, competition over limited resources, and divergent interests amongst groups are
the fundamental factors that contribute to structural conflicts. External factors make one or all parties
perceive the other to be in a stronger, more privileged position. For example, meetings between an employer
and their workers union see each other as having the upper hand in negotiations when in reality, both need
each other to survive.
E: VALUES CONFLICT
Much like interest conflicts, value conflicts arise because parties have different values and principles.
Unlike interests however, values are nonnegotiable and unwavering because they are the foundation of
personal identity. Individuals, let alone parties, will swiftly defend their values when challenged. Value
conflicts do not give parties opportunity to come to an agreement making interventions, necessary.
Conflict grows in its intensity and severity over a period of time. As the levels of intensity grows, the levels of
dehumanisation increases as well as the approaches to resolution (from soft to hard) by the affected parties. By
completing this questionnaire you will receive an indication of at which level you conflict is and which
intervention options are available. The model is based on the work of Michael .N.Nagler.
- Unhappiness with issues.
- Irritation with parties.
- Unexpressed, not in public domain yet.
- Event/actions which act as a trigger.
- The conflict begins to manifest, and sides begin forming.
- Differences between the conflict parties become more central in how they relate to each other.
FULLY MANIFESTED CONFLICT
- Openly expressed hostility and communication becomes difficult.
- Increased polarization i.e. conflict parties move further away from each other.
- Other people are drawn into the conflict.
- Positions become increasingly adversarial and violence becomes a real option for retaliation.
- Perceptions of self, the other and the conflict becomes distorted.
ENTRAPMENT & CRISIS
- Destructive expressions of conflict increase.
- Conflict parties are caught in a cycle of violence.
- Crisis point is reached and for many there is no resolution in sight.
We've created a summary of your results for you to print and use as a tool to start the journey towards a
resolution for your conflict situation. RACS takes pride in helping
people and organizations move forward and to have end-results that are a win-win for all parties concerned.
Now that the origin or type of conflict, as well as the stage to which it has escalated to has been
identified, it is important to implement the best suited method for conflict resolution to not only stabilize
the conflict environment but also ensure that all parties involved are engaged with. The interventions
proposed are directly provided by RACS, therefore we advise that you contact us directly for more information
and to schedule a meeting.
RACS will guide and assist you through the journey of changing and resolving your situation. If you
require immediate assistance, please contact us:
T: 021 823 7668