CC BY
73
Section 2. Psychotechnology
Ime N. George, University of Uyo Ph. D. in Guidance and Counseling Faculty of Education E-mail: george.ime62@gmail.com
The prospects of professional guidance and counselling in conflict resolution
Abstract: In recent years, the need for peaceful coexistence has become a national emergency situation. However, conflict is far from a national issue in Nigeria. From the micro level of personal stability, through interpersonal relations, marital harmony, family stability, communal peace, to the macro level of national integration and stability, Nigeria is riddled and crippled by various shades of conflict. Historically, multifarious approaches towards resolution of the varied shades of human conflicts have been experimented with limited beneficial outcomes. Traditional litigation and the use of brute force have rather yielded persistent interpersonal acrimony, youth restiveness, insurgency, and militancy. Interestingly, with the recent paradigm shift towards alternative dispute resolution, it has been speculated in some quarters that Counsellors and Guidance Professional are in a position to utilise alternative legal practice in bringing succour to conflicting parties. This literature review examines in depth the role of counsellors and guidance professionals in conflict resolution situations.
Keywords: Guidance and counselling; conflict resolution; counselling services.
Introduction
The nature of professional guidance and counselling allows practitioners to provide specialised services to clients in pursuance of their personal, social, and psychological adjustments and total wellbeing. Be it personalised or generalised, guidance and counselling services normally aim to provide progressive assistance to individuals or groups of individuals to enable them recognise and develop their capacities for adjustment, problem solving, adaptation, and tranquillity. Hence the nature of professional guidance and counselling lends to its relevance in conflict resolution endeavours aimed at restoring harmony between conflicting parties.
Historically, conflict resolution was a duty traditionally ascribed to elders, leaders of the kindred, community heads or chiefs, and respectable members of the community. Over time, with the establishment of modern communities along with her civil structures and regulated judiciary, the trend and approaches in conflict resolution shifted to litigation. In more recent years, there has been an international paradigm shift towards peaceful
resolution of conflicts such that parties at conflict may attain win-win settlements that engender harmony and peaceful coexistence.
Looking back in time, evidences abound (in various unpublished reports, mostly among the locals) to suggest that widespread spiritism hampered the sustainability of traditional conflict resolution methods involving local chiefs. There are also scores of published evidence indicating that formal litigation significantly fails to address the need for peaceful conflict resolution as most legal battles aim solely to fault and punish one party in favour of another; without offering succour that could provide harmonious continuation of interrelations among conflicting parties. Looking also at the brief history of alternative legal practice and the focus on peaceful conflict resolution, much has been accomplished. However, alternative legal practitioners are often non-professionals who grapple with the processes of conflict resolution without a sound knowledge of the basic human need for safety, belongingness and love, esteem, and self-actualization. More so, these alternative legal practitioners
have shallow knowledge of the dynamics of interpersonal adjustment and mutual co-dependence. These factors have, to a great extent, limited the success rate of modern conflict resolution practices.
Against this backdrop, it naturally behoves the professional guidance counsellor to weigh in on modern conflict resolution, be it at the micro level of individuals and groups or at the macro level of communities and nations. The professional guidance counsellor possess, by his/her training, the needed skills set to guide and assist conflicting parties towards attaining peaceful settlements that are longer lasting and more beneficial. Before exploring how professional guidance counsellors may utilise existing guidance and counselling services to provide stability to the Nigerian nation and her populace, it would be useful at this point to examine the concept of conflict resolution and conflict management.
Methodology
This paper employs the literature review methodology. The literature review methodology allows the researcher to synthesize previous and current knowledge such that new insights emerge and is based on the basic assumption that knowledge accumulates and that we learn from and build on previous studies [1-2]. This work therefore is a synthesis of current literature on professional guidance and counselling practise, conflict management and resolution and other related subjects from various publications. Then, extensive discourses on the key concepts are presented to reveal new knowledge for counselling practice, conflict management, and peace building.
The Nature of Conflict
Due to its numerous shades, there seems not to exist a single universal definition of conflict. Existing definitions pick the fact that there are at least two independent groups, the groups perceive some incompatibility between themselves, and the groups interact with each other in some way. Two example definitions are, "process in which one party perceives that its interests are being opposed or negatively affected by another party" [3], and "the interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities" [4]. Generally however, there are several causes of conflict. Rahim [5] maintains that conflict may occur when:
• A party is required to engage in an activity that is in-congruent with his or her needs or interests.
• A party holds behavioural preferences, the satisfaction of which is incompatible with another person's implementation of his or her preferences.
• A party wants some mutually desirable resource that is in short supply, such that the wants of all parties involved may not be satisfied fully.
• A party possesses attitudes, values, skills, and goals that are salient in directing his or her behaviour but are perceived to be exclusive of the attitudes, values, skills, and goals held by the other (s).
• Two parties have partially exclusive behavioural preferences regarding their joint actions.
• Two parties are interdependent in the performance of functions or activities.
It would be noted from the foregone that conflict usually arise due to differences in goal, activity or relationship preferences.
Conflict Resolution and Conflict Management
Conflict resolution, otherwise known as reconciliation, is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution. Often, committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of the group (e. g., intentions; reasons for holding certain beliefs), and by engaging in collective negotiation [13]. Dimensions of resolution typically parallel the dimensions of conflict in the way the conflict is processed. Cognitive resolution is the way disputants understand and view the conflict, with beliefs and perspectives and understandings and attitudes. Emotional resolution is in the way disputants feel about a conflict, the emotional energy. Behavioural resolution is how one thinks the disputants act, their behaviour [14]. Ultimately, a wide range of methods and procedures for addressing conflict exist, including but not limited to negotiation, mediation, diplomacy, and creative peace building.
The term conflict resolution may also be used interchangeably with dispute resolution, where arbitration and litigation processes are critically involved. Furthermore, the concept ofconflict resolution can be thought to encompass the use ofnonviolent resistance measures by conflicted parties in an attempt to promote effective resolution [15].
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting [5]. Properly managed conflict can improve group outcomes [7, 16-19].
Conflict resolution involves the reduction, elimination, or termination of all forms and types of conflict. Five styles for conflict management are as identified by
Thomas and Kilmann are: Competing, Compromising, Collaborating, Avoiding, and Accommodating.
Businesses can benefit from appropriate types and levels ofconflict. That is the aim of conflict management, and not the aim of conflict resolution. Conflict management does not imply conflict resolution. Conflict management minimizes the negative outcomes ofconflict and promotes the positive outcomes of conflict with the goal of improving learning in an organization [5]. Organizational learning is important. Properly managed conflict increases learning by increasing the amount of questions asked and encourages people to challenge the status quo [20].
Organizational conflict at the interpersonal level includes disputes between peers as well as supervisorsubordinate conflict. Party-Directed Mediation (PDM) is a mediation approach particularly suited for disputes between co-workers, colleagues or peers, especially deep-seated interpersonal conflict, multicultural or multi-ethnic disputes. The mediator listens to each party separately in a pre-caucus or pre-mediation before ever bringing them into a joint session. Part of the pre-caucus also includes coaching and role plays. The idea is that the parties learn how to converse directly with their adversary in the joint session. Some unique challenges arise when organizational disputes involve supervisors and subordinates. The Negotiated Performance Appraisal (NPA) is a tool for improving communication between supervisors and subordinates and is particularly useful as an alternate mediation model because it preserves the hierarchical power of supervisors while encouraging dialogue and dealing with differences in opinion [13].
Professional Guidance and Counselling in Conflict Management and Resolution
The scope of professional guidance and counselling is limited to the scope ofhuman functioning. Hence, there could hardly exist an exhaustive list of professional guidance and counselling services. Shertzer and Stone cited in Denga [21] lists orientation, referral, follow-up, information, evaluation, coaching and mentoring services as part of guidance and counselling services. Nwa-chukwu [22] included consultancy services, community services, and appraisal services in the universe of professional guidance and counselling services.
Highlighting the importance of involving professional guidance counsellors in conflict management and resolution processes, Udoh and Sanni [23] maintained that professional guidance counsellors possess specialised skills in human facilitative processes. Furthermore, professional guidance counsellors acquire, from their training and job experience, increased emotional intel-
ligence. This emotional intelligence enhances the utilisation of social skills in conflict management. Lang [24] found a positive correlation between improved emotional intelligence and the likelihood to use problem-solving skills. Professional guidance counsellors possess a good set of social skills. Good listening and communication skills allow the guidance counsellor to be more efficient at handling disputes and conflicts. Serving as a facilitator of peaceful resolution of conflict, the professional guidance counsellor assists the parties to focus on the communication of their differences through talk therapy. This approach agrees with the findings of Myers and Larson [25] who suggested that instead of focusing on conflict as a behaviour issue, open honest communication of the conflict is fundamental to peaceful conflict resolution.
Emotional intelligence, listening skills, interpersonal skills, social skills, communication skills, mediation skills, facilitation skills..., these are just few of the wide array of skills the professional guidance counsellor would normally bring into the conflict management and resolution process. Moreover, beyond the professional skills of the guidance counsellor, various guidance and counselling services could effectively be utilised in bringing succour to parties at conflict.
Assessing the role of Counsellors and Guidance Professional in alternative legal practice (which is currently renown as the best approach in conflict management), Udoh and Sanni [23] provide important insights on how specific known guidance and counselling services may be employed in conflict management and resolution processes.
Professional guidance counsellors could coach their clients to avoid the trouble of delayed, expensive and vindictive litigation through the law courts and utilise alternative settlement options that would result in peaceful settlements and forestall rancour and vendetta. Often times, conflict results in close quarters, among intimate associates, business partners, friends, and family members. The counsellor would through counselling highlight the imperative of mutual and peaceful co-existence, point out the cost of throwing away once cherished, mutually beneficial ties. The professional guidance counsellor would then provide guidance to help the client accept a peaceful approach to conflict resolution. Once this is accepted i. e. resolution of such 'conflicts' through peace-making, the professional guidance counsellor may make referral to a competent and well patronised alternative dispute resolution (ADR) centre where the dispute may be resolved based on early neutral evaluation or case evaluation by the professional guidance counsellor [23].
Mentoring is another service the professional guidance counsellor may provide. Through mentoring, the professional guidance counsellor may assist the client, through counselling aimed at attitudinal reorientation, to seek to resolve the dispute amicably. The professional guidance counsellor will thus seek to direct the attitude of his/her client in the right direction, whether in maintaining a good relationship with the other party or in finding a way out of the logjam generating friction between the parties that will make for peaceful resolution of the dispute. The professional guidance counsellor would at this point use his/her skills to help the client develop self-confidence and gain the reassurance that peaceful settlement is a better path to justice.
Information services provided by professional guidance counsellors normally begin with the collection of such information and spans through it dissemination to the utilisation of the information provided. A major cause of conflict is lack of information and lack of understanding of relevant information. The professional guidance counsellor would in this case employ his information collection techniques in gathering useful and useable facts about the conflict situation. Subsequently, the professional guidance counsellor would after evaluating the collected information facilitate its dissemination and efficient utilisation in managing and resolving the conflict. This may call for series of appraisal, coaching, individualised counselling, guidance, referral, consultation, orientation, follow-up, and mentoring services.
Overall, the professional guidance counsellor leads the client into a functional dispute settlement by not just orientating the client in necessary skills needed to function well in the society but also by seeking feedback throughfollow-up services; giving information where necessary to the client; assessing the workability of the client's skills through appraisal; listening to the client and complementing this with his/her professional advice [23]. These efforts may ultimately results in peaceful resolution of the client's dispute.
At alternative dispute resolution centres, the professional guidance counsellor working with other professionals on a dispute or conflict may lead in the evaluation of cases, facilitation of resolution procedures, mediating for the conflicting parties, proving professional guidance and counselling, making referrals, providing information services, coaching the clients, and following up on case outcomes to ensure sustainability.
Conclusion and Recommendations
From the foregone discussion, it would be noted that professional guidance and counselling services are
suitable for many facets of conflict resolution. Virtually all known services within the purview of professional guidance and counselling practice can benefit modern conflict resolution and enhance stability and integration of individuals, groups, communities, and nations. Moreover, professional guidance counsellors possess, through their training, the skills set needed for conflict resolution and management. Therefore, to ensure increased participation of professional guidance counsellors in conflict resolution at the micro and macro levels, the following recommendations are advanced:
1. Counsellor education programmes should incorporate peace studies and conflict management. This will provide trained counsellors, early on in their training, foundational knowledge of conflicts and the requisite skills of conflict management. This will go a long way to prepare the professional counsellor for a career in conflict management and resolution.
2. Professional guidance counsellors should lead advocacy of peaceful conflict resolution as a vehicle for national stability and integration. Playing the leadership role in this respect will ensure that professional guidance counsellors are not left behind in the quest for peace and national stability. Moreover, positioning the professional counsellor in the front line of peace and conflict resolution campaigns will allow the professional to employ his/her skills to the fullest extent possible while also promoting the counselling profession.
3. Alternative dispute resolution centres should be mandated by legislation to employ the services of professional guidance counsellors nationwide. The federal government would normally, through responsible agencies provide such degree. However, it behoves the Counselling Association of Nigeria (CASSON) to request for such regulation; advancing appropriate reasons and convincing the legislators on the prospect of professional guidance and counselling in modern dispute management and resolution processes.
4. Professional guidance counsellors in private practice should incorporate conflict management in their services portfolio. This will serve to highlight the competence of professional guidance counsellors in conflict management to the general clientele. This would require from the professional a high sense of professional competence and a wider knowledge base in order to be effective.
5. Professional guidance counsellors should see their profession as machinery for national stability and integration. Every counsellee facing some conflict should be offered professional services that are geared towards personal or national stability and tranquillity.
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