Topics about Peace Education

1. CONCEPT THAT BREED
VIOLENCE
REPORTERS:
JENNIFER GASMIN
JENILYN C. CALUNA
JOY ARLANE C. SADSAD
BAILANI M. AWA
SHIELA B. IPAS
VICENTE B. TAVERA JR.

2. • What is the picture all about?
• In your own perspective, why there is
in need of separation power between
church and the government?
• Is there a conflict of interest/
beliefs between church and the
government?
• As a citizen of this country, how
can you resolve the problem?

3. THE MEANING OF THE CONFLICT
• CONFLICT- may be defined as perceived divergence of interest or a belief
that the contending parties' current aspirations cannot be achieved
simultaneously (Rubin, Pruitt & Kim, 1994).
• CONFLICT-is a signal that society is in need of change.
There are four reasons of conflict:
1. Perceived differences of interest.
2. Timing of the realization of different aspirations.
3. Purely out of human interactions.
4. It is not necessarily associated with violence.

4. Let us Elaborate......
First, conflict focuses on the
perceived rather than on the actual
differences of interest.
• Conflict arises out of people's
differences of opinions and ideas
about something.
• The presence of the conflict
suggests the presence of
opportunity for change.
• Conflicts invites transformation
(Galtung, 1996). This leads to
what is known as creative conflict
transformation

5. Let us Elaborate......
• Conflicts create situations whereby
better conditions may be created
given the right and appropriate use
of peaceful means of resolving
them.
• Differences in ideas and views are
healthy and are good inputs to
development planning and action.

6. Let us Elaborate......
Second, conflict also focuses
on the timing in satisfying
human aspirations.
• Aspirations arise fom human
needs and desires that put
us at odds with one another.
In the process competitions
arise and conflicts are
formed.
• There is enough for every
man's needs but not for
every man's greed.
• People's aspirations cannot
simultaneously be satisfied at
all times hence, we refrain
from being salved by our own
greed.
• Satisfaction of aspirations
equally applies to nations as it
is to humans

7. Let us Elaborate.....
Third, conflict results from
human interactions with one
another.
• Conflict is a human affair
that can be resolved by
human desire.
• In fixing conflicts determine
the outcome of the conflict
situation.
• It is stressed that peaceful
means bring about
transformed situation while
violent means bring
destructions.

8. Let us Elaborate......
Fourth, conflict is not necessarily
associated with violence, and neither
is violence inherent in conflict.
• Galtung (1996) argues that
peace is the context for conflict to
unfold non-violently.
• Peaceful means generate
peacefulresults while unfriendly
means generated antagonistic
results. Conflict is also
considered amoral, in that, it is
neithe good nor bad.
• Thus it should be taken in the light
of improving the status quo. It is
the means used in handling conlict
that determines its outcomes,
which in most cases, is a matter of
choice.

9. CONFLICT
CONFLICT
TRANSFORMATION
VIOLENT
CONFLICT
NON-VIOLENT
CONFLICT
NON-VIOLENT
MEANS
TRANSFORMATION FLOW

10. RELATIVE DEPRIVATION
• Rubin et al. (1994) consider
“relative deprivation” as the
common ground for conflict among
individual.
As such as
1. Individual aspirations is abated
by the aspiration another
2. feeling of distrust among
individuals
4. Ethnocentrism-has been identified
as one major cause of group conflict
(Brewer, 1979).
• It was revealed that conflict might
be more common in a group
relationship than in relations
between individuals who do not
see themselves as sharing a
commom group membership,
and in relations between those
who would do (Refer to page
28...)

11. RELATIVE DEPRIVATION
• According to Allen and Wilder (1975),
common group produces perceived
similarity with other members of one's
group, which leads to positive
sentiments toward these people.
• Turner (1981) postulates a somewhat
different view that social
categorization produces competition
for status between the in-group and
the out-group, motivated by the fact
that people's self-concepts are very
much wrapped in their social
identities.

12. RELATIVE DEPRIVATION
• Dahrendorf (1959) specifies three
conditions that foster development
of struggle group and thereby
encourage conflict namely:
1. Continuous communication
among the people in question.
2. Availability of leadership to help
articulate an ideology.
3. Group legitimacy in the eyes of
the broader community

13. RELATIVE DEPRIVATION
• Rubin et al. (1994) explain that one
problem with discouraging conflict
is that archaic policies that
advance few people's interest may
be preserved.
• Fry et al. (1983) also observe that
the serves nobody's interest.
• Conflict is often necessary to
achieve justice. However, every
society possesses a limitation on
conflict absorption.

14. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• Conflicts usually originated from
the culture of violence,unjust
social order and oppressive
system.
• According to Fisher and Ury
(1981) and Lederach (1992),
there are seven elements of
conflicts among Filipinos,
namely:
• 1. Understand the dynamics of
conflict
-Refers especially to the component
of issue, relationship, and power.
-To understand the issue means to
know the content of the conflict.
• Relationship-pertains to the kind
of convictions existing among
and between people and
community or organization.
• Power-refers to identifying the
origin of the conflict and the
source that supports it.

15. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 2. Achieve personal and group
clarity.
-Refers specifically to the
clarification of purposes,
motivation and abilities of
individuals within the group
-The advantages of this element
lies in the fact that the group will
be able to see the real issues and
avoid danger of projecting one's
own inadequancies on the other
party

16. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 3. Establish unity within the
group.
-Refers specifically to the need of
setting group conformity for a
united group direction and action.
-Unity achieves strength for
negotiation

17. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 4. Establish personal link with
other party
-Communication with the other
party help ease the tension.
-Relationship must be cordial and
friendly.
-There is need to avoid accusing
or shaming the members of the
other party.

18. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 5. Discuss the issue with the
other party.
-The neccessity to identify and
thresh out the main argument of
the conflict is a sine qua non.
-However, prudence is necessary
to determine party's readiness to
talk about issues of the conflict.

19. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 6. Arrive at a mutually
accepatable solution
-The discussion about the main
issue of the conflict must result in
a mutually agreed terms, one in
which both parties could gain
something out of the negotiation.
-The win-win solution is the best
intergrative process in conflict
transformation.
Are you in favor or not?
Why or why not?

20. SEVEN ELEMENTS OF CONFLICTS
AMONG FILIPINOS
• 7. Implement and monitor.
-The agreed condition of the negotiations
must be faithfully executed and observed
by both parties.
-Monitoring of party's action is essential.
-One party fail to comply with the terms
,a process of conciliation, instead of
blaming, is necessary.
Mediation usually serves the purpose of
monitoring and imposing what is agreed.

21. TWO TYPES OF CONFLICT RESOLUTION PROCESS
WIN-WIN RESOLUTION PROCESS WIN-LOSE RESOLUTION PROCESS
NORTH & SOUTH KOREA LEADERS WEST PHILIPPINE SEA DISPUTE

22. TWO TYPES OF CONFLICT RESOLUTION
PROCESS
• The outcome of any conflict situation
depends largely on the manner in
which it is resolved.
1. Win-Win Resolution Process
-both parties are placed in a situation of
compromise whereby all things
considered, they gain in the resolution of
conflict
• Compromise-is an agreement based
on consensus or matually agreed
condition among parties that lay
down the foundation of conflict
resolution
• Compromise entails volunteriness
or subordination of the parties' will
in favor of stipulated agreement.
Each party rely on the other if it is
to achieve a lasting and enduring
comprimise and peace.
• Compromise is voluntary and
entails some form of perceived
coercion
• Win-win process may be
performed using coercive mode.

23. Win-Win Resolution Process
• Non-coercive mode is
prescribed to be the best way to
achieve a “win-win” resolution
of conflict rests upon the
parties' freedom form any form
of restraint both perceived and
actual.
• Decision to agree to the
resolution rests solely on both
parties' voluntary will.

24. Win-lose Resolution Process
• Under this process, only one
party has the advantages over
the other.
• With the “win-lose” process at
work, conflict may be settled at
a certain point in time.
• Peace advocates and writers
believe that a conflict settlement
using this mode makes conflict
resolution temporary and
transformation difficult.
• Win-lose may be preceded by
either te coercive or non-
coercive mode.
• A win-lose process using
non-coercive mode is achieved
when one party accedes to other
because of some dominance-
dependency relationship that
exists between the two .
• The lesser party is made to
accept the stipulation and by
maintaining a lopsided
relationship.

25. Win-lose Resolution Process
• Win-lose process by the coercive
mode achieves conflict
settlement utilizing certain
standards as a basis for
settlement irrespectible of
whelther both parties agree with
the decision or not.
• Usuallya third party performs
the role of arbiter who imposes
the decision.

26. Dr. Durantes illustrates the types of conflict resolution
process..
PARTIES RELUCTANTLY ARRIVE
AT SOME AGREEMENT
PARTIES RELUCTANTLY ARRIVE
AT AN AGREEMENT VOLUNTARILY
USE OF POWER OF AUTHORITY
DOMINANCE-DEPENDENCY
RELATION
WIN-LOSE
WIN-WIN
COERCIVE NON-COERCIVE

27. CONFLICT STRATEGIES
• One good source of conflict of
interest
• Rubin et.al. (1994) stress that
when conflicts do arise and
when a party employs
contentious tactics, power and
destructive forces are often
unleashed.
• Specific strategies in contentious
behavior are as follows:
1. Ingratiation- is a technique
where party establishes a good
working relationship with other to
win his favor.
-Accordindg to Jones and
Wortman (1973), ingratiation is a
class of strategic behavior illicity
designed to influenced a
particular other person concern
the attractiveness of one's
personal qualities.

28. CONFLICT STRATEGIES
• According to Gerard and
Greenbaum (1962), to be
successfull, prudence must be
exercised by not agreeing with
all the Others opinions.
• Godfrey et. al (1986) described
the process of “self-
presentation” in ingratiation.The
idea is for the Party to present
his own virtues in such a way
that the Other finds them
attractive.

29. CONFLICT STRATEGIES
• 2. Guilt trips- This strategy
touches the vulnerable emotions
of the opponent by making him
the source of an unpleasant
incident.
-Izard (1977) explains that guilt
trip seems to be a powerful
concern in many cultures.
-Pratkanis and Aronson (1992)
name 3 basic ways inducing guilt
to the Other, namely:
• 1. By reminding Others of past
sins that have long been
committed.
• 2. By making the Other's small
transgression loom large
• 3. By making it appear that the
Other is responsib;e for a wrong
that it did not commit.

30. CONFLICT STRATEGIEs
• 3. Persuasive Argumentation-
This is a technique whereby the
Party induces the Other to lower its
aspirations through a series of logical
appeals.
• Persuasion of this kind touches the
cognitive level of the adversary by
making him agree to the Party's
position through the Other's own
will after the latter is convinced
about the reasonableness of the
argument
• 4. Threat-are messages of intention by the
Party to behave in ways that are detrimental
to the interest of the Others, depending on
what the latter does or does not.
• Deterrent threat- is imposed to restrict the
doing of something.
• Compellent threat- a threat that used to
make the Other perform a specific act.
• Deterrent promise-party offers reward for
the performance of Other's choice except
what Party prohibits.
• Compellent promise- Party offers a reward to
the Other for the performance of only one
choice, that the Party's desire.

31. CONFLICT STRATEGIEs
• 5. Irrevocable Commitment- is
non-contingent technique. It
passes the burden on to the
Other's shoulder.
• It does not solve the conflict
perse. It is a way or means of
arriving there.
• Parties need to have a change of
attitude when the conflict is
resolved.

32. CONFLICT MODELS
AGGRESSOR-DEFENDER
MODEL
-According to Rubin et al. (1994),
when the Party appears as the
aggressor while the Other, the
conflict model is called the
aggressor-defender model.
-Aggressor attempts to effect
change while defefender keeps
status quo.
• According to North et. al. (1964),
there is no evaluative
connotation in the roles of the
aggressor and defender, thus the
agggressor may not be
considered “wrong” or the
defender “right”.

33. CONFLICT MODELS
CONFLICT SPIRAL MODEL
• When a conflict is escalated through a
series of contentious acts coming both
Party and Other, the conflict model
termed as the conflict spiral model.
• In this model, the act of the Party
gives rise to a contentious act by the
Other in retaliation. Retalization is
common place in this model.
• Relaliatory spiral- Other perceives
the Party with anger and blame.
• Defensive spiral-Other perceives the
party with fear and threat.

34. THE SATYAGRAHA: ACTIVE NON-
VIOLENCE• Satyagraha is derived from the Sanskrit words
satya and agraha, which mean “truth” and “
great enthusiasm or interest,” respectively.
• The term satyagraha was coined and developed
by Mohandas Karamchand Gandhi also
known as Mahatma Gandhi (1869–1948). He
deployed satyagraha in the Indian independence
movement and also during his earlier struggles in
South Africa for Indian rights.
• Satyagraha theory influenced Martin Luther King
Jr.'s and James Bevel's campaigns during the
Civil Rights Movement in the United States, and
many other social justice and similar movements.
• Someone who practices satyagraha is a
satyagrahi.

35. THE SATYAGRAHA: ACTIVE NON-
VIOLENCE
• Gadhi believed that the only way
to fight way to fight oppression
is by peaceful means and his
struggle successfully defeated
the British dominion in India
that led to its independence.
• It is believed that the satyagraha
is a force that enlights the
obscured minds, which caused
the oppression and the wrong.
• All that is needed is to treat the
adversary well and lead him to
enlightenment so that he can
see the light clearly and agree
with one's struggle.

36. STRATEGIES OF SATYAGRAHA
• The satyagraha as a philosphy of
active non-violence (ANV)
resistance professes certain
strategies and essential that
made the philosophy succeed as
a model for struggle.
• The ff. are the strategies of the
satyagraha:
1. Non-cooperation
• Strikes
• Resignation
• Walk-out
• Close-shop
2. Civil disobidience
• Direct contravention of laws
• Non-payment of taxes
• Fasting and hunger strikes
3. Development project
• Constructive project for livelihood

37. essential of satyagraha
FUNDAMENTAL RULES CODE OF CONDUCT CONCRETE STEPS
1. Self-reliance
2. Initiative
3. Education
4. Suffering
5. Progressive advancement
6. Examination of weaknesses
7. Persistent search for
avenues of cooperation
8. No to surrender
9. Full Agreement
1. No anger or hatred
2. No submission in anger
3. No insults and swearing
4. Protect foes from insult
5. Do not resist arrest.
6. Refuse to surrender.
7. Be exemplary in jail if taken
prisoner.
8. Be a trustee of property and
person.
9. Obey orders of leaders.
1. Negotiation and arbitration
2. Preparation
3. Agitation
4. Issue ultimatum
5. Economic boycott
6. Non-cooperation
7. Civil disobedience
8. Usurp government functions.
9. Parallel government

38. THANK YOU FOR LISTENING!