Intergroup Conflict

Intergroup Conflict Theory

Intergroup and intragroup conflict are not the same thing!

This varies from intragroup conflict, which focuses on conflict within a group.

Intergroup conflict was mentioned for the first time in the book 'Leviathan' (1651) by Thomas Hobbes. He noted in his work how humans are bound to cause conflict with each other in order to survive.

However, this conflict can have very damaging consequences for communities. If several groups are disagreeing, then the community can stop cooperating and working efficiently. Intergroup conflict can also commonly affect group movements or patterns. When multiple groups dispute with one another, it creates a more complex situation to live in.

Often the reasons for intergroup conflict occurring can be as simple as the dynamic of the group. Some groups are more susceptible to causing conflict than others due to their nature, diversity, or values.

Intergroup Conflict Examples

Let's look at a real-life intergroup conflict example to understand this topic in more depth.

Perhaps this is a situation you can relate to or recognize as similar to one in your own life. In the workplace, intergroup conflicts are common. In these situations, too much conflict can be destructive to a group. To combat this, effective leadership needs to take place. People such as managers, government officials, or organization leaders all take part in trying to disperse intergroup conflict. The less conflict there is, often the better the group will run.

Types of Intergroup Conflict

There are several types of intergroup conflict models that have been defined by sociologists over time. The conflict-spiral model, the structural-change model, and the aggressor-defender model are all components of intergroup conflicts.

The Conflict-spiral Model

The conflict-spiral model takes the approach that conflict creates more conflict. If one group or individual starts the conflict, then the most likely reaction from another is to return that conflict. This is often through defensiveness. The consequence of this is a cycle of conflict which continues to unfold.

The conflict-spiral model demonstrates how, once trapped in the cycle of conflict, individuals or groups continue in a spiral that escalates away from the original issue. It's also important to note that when a conflict de-escalates, it does so in a spiral-like manner, often step by step.

The Structural-change Model

The structural-change model explores the behaviors between each group or individual in a case of conflict. In this model, the view is that during a conflict, there are a variety of behavioral changes. These changes often escalate or perpetuate the conflict, making it continue for longer.

The Aggressor-defender Model

The aggressor-defender model is a model that can be seen in many high-level cases of conflict. This is when one group or individual sees the other as the aggressor or perpetrator. They often view them negatively - as evil, incorrect, or wrong. Yet they see themselves acting suitably and correctly.

We can see this in political battles. Often the opponents see the other group as entirely wrong and themselves as correct, whereas the opposing group believes the same about themselves.

Sources of Intergroup Conflict

Intergroup conflict can originate from several different sources or beliefs. Let's explore them here!

Fig. 2- There are five common sources of intergroup conflict.

The Five Sources of Intergroup Conflict

The five main sources of intergroup conflict are injustice, helplessness, distrust, superiority, and vulnerability.

Injustice as a Source of Conflict

Injustice is the belief that a group or individual is treated unfairly and not given justice, and can lead to intergroup conflict. This often occurs on a group level when a group is discriminated against. For example, many create conflict to get justice for persecuted refugees.

Helplessness

Helplessness can lead to intergroup conflict when people feel powerless or are not being heard. Often, this sense of helplessness can progress to feelings of despair which can lead to more conflict as a result.

Distrust

Distrust can often lead to intergroup conflict when an individual or group is found or suspected of being untrustworthy. The distrust can mean that people create conflict to mask their true feelings. For example, one country may not trust another's actions or words, causing conflict.

Superiority

When an individual or group feels a sense of superiority over others, it can often create tensions or conflicts. These feelings of superiority can likely lead to entitlement and other groups or individuals feeling inferior. For example, the Nazis held a superiority complex over those who were not of the Aryan race, causing one of the worst conflicts in modern history.

Vulnerability

Vulnerability can lead to intergroup conflict when there's a fear that a group or individual is vulnerable or in danger from another. Conflict is used in this case to help protect the vulnerable. For example, in a war scenario, countries may fight to protect others that aren't as strong.

But how are these conflicts resolved? Let's explore this below.

Intergroup Conflict Resolution

Conflict can be difficult to resolve, and there is never one winning solution. There are, however, some common intergroup conflict resolutions. According to the Merriam-Webster dictionary, a resolution is:

But it's important to note that each case of conflict is unique and therefore, so is the resolution. Not every conflict can be resolved, and not everyone involved in a conflict wants to resolve it!

Fig. 3- Conflicts can be resolved, but some are easier to resolve than others!

Finding a resolution to a conflict can range from solving a workplace dispute to halting a war between countries. As you can imagine, these vary greatly, and one is much easier to solve than the other.

Common Intergroup Conflict Resolutions

The main intergroup conflict resolutions used are authority, bargaining, and mediation.

Authority

Asserting authority can be an effective way of halting a conflict. Introducing someone from a place of higher power can mean the groups listen to them and solve their conflict on request, either through intimidation or respect. This can be applied to many situations but can work particularly well for conflicts that started from superiority.

Bargaining

Bargaining involves finding a common compromise between the groups or individuals in the conflict. This means finding a middle ground that all involved can settle on, thereby halting the conflict. This method works well for conflicts that stem from injustice.

Mediation

Mediation is when a third party becomes involved in an attempt to provide a neutral view of the problem. Often, this can help the others involved to communicate more effectively as well as to come to a conclusion about how to proceed. This can work well in conflicts that begin from distrust.