| Traditional and contemporary views of conflict argue that conflict holds the potential for positive change and growth. What is not well understood is the relationship between ongoing human change processes and conflict experiences. This study assumes that change is a given constant, that development is ongoing, and that conflict occurs as part of such processes. Chaos theory, self-organizing systems theory, and constructivism form the theoretical foundation for an emergent, qualitative research design that focuses on intra- and interpersonal levels of human change processes. In-depth interviews were conducted with three participants from three different conflicts (workplace, business, and divorce) that had taken place at least 18 months prior. Holistic descriptions of participants' lives before, during, and after the conflict were obtained, as well as rich accounts of the conflicts, including cultural references, metaphors, emotions, and shifts in identity. Using these change theories as an analytic tool, it was found that the relationship between conflict and change is much more dynamic and complex than the current conflict literature suggests. Participants in a conflict may be more focused on identity and developmental processes than on 'resolving' the conflict per se. It is suggested that by using a dynamic systems lens, a broader range of options can be generated for conflict resolution by capitalizing on ongoing developmental processes. |
