Lewis Coser: Conflict Theory
What is conflict?
Lewis Coser (1956, p. 8), in his book “The Functions of Social Conflict,” defined Social conflict as “a struggle over values and claims to scarce status, power and resources in which the aims of the opponents are to neutralize, injure or eliminate their rivals.”
Conflict Functionalism
Conflict functionalism, also known as functional conflict theory, is a perspective on the conflict that views conflict as a normal and necessary part of social life. According to this perspective, conflict can have positive functions for society, such as promoting social change, stimulating creativity and innovation, and encouraging cooperation and solidarity between conflicting groups. Conflict functionalism thus emphasizes the functional aspects of conflict, rather than simply viewing it as a negative or destructive force. Here are some of the concepts of conflict functionalism:
The conflict was seen as inherent in the social structure:
These types of conflict, which were evaluated negatively, could be eliminated, only through structural change. Thus even a negative evaluation of certain types of conflict pointed to the need for structural reform.
The expression of hostility in conflict serves positive functions:
The maintenance of relationships under conditions of stress, thus preventing group dissolution through the withdrawal of hostile participants.
On the functional aspects of the conflict:
Social conflict is a fundamental aspect of social life and far from being viewed merely as a negative phenomenon, social conflict was seen as performing decidedly positive functions.
On the positive functions of conflict for society:
Conflict is a source of change and innovation, a way of challenging and transforming existing norms, values, and institutions. It serves as an impetus for progress and development.
On the positive functions of conflict for individuals:
Conflict can serve as a powerful source of personal growth and development. It forces individuals to think critically about their values, beliefs, and assumptions, and to re-examine their own goals and aspirations.
On the importance of managing conflict:
Conflict can lead to violence and destruction, and can tear the fabric of society apart. But it need not do so. If conflict is managed effectively, it can be a powerful force for positive change and growth.
Conflict functionalism has its roots in the work of Lewis Coser, who argued that conflict can have positive functions for society by challenging existing power structures, promoting social change, and encouraging personal growth and development. Coser also suggested that conflict can have positive functions for individuals, such as providing an outlet for negative emotions, clarifying values and beliefs, and enhancing personal growth and development. Although it recognizes the functional aspects of the conflict. Thus, conflict functionalism can provide a more nuanced and positive view of the conflict, and suggests that conflict can be used as a means of promoting positive change and growth, both for individuals and for society as a whole.
Coser’s propositions on the causes of conflict
Lewis Coser identified several causes of conflict. Here are some of the key propositions on the causes of conflict:
Competition for scarce resources:
Coser argues that competition for limited resources, such as food, water, land, and jobs, is a major cause of conflict. When resources are scarce, individuals and groups may compete with each other to obtain them, leading to tensions and conflict.
Differences in values and beliefs:
Coser suggests that conflicts may arise when there are differences in values and beliefs between individuals and groups. People may hold different views on issues such as religion, politics, or social norms, leading to disagreements and conflicts.
Power imbalances:
According to Coser, power imbalances can also lead to conflict. When one group or individual has more power than another, they may use their power to maintain their dominance or control, leading to resentment and conflict.
Cultural differences:
Coser notes that cultural differences can also lead to conflict. Different cultures may have different norms, values, and beliefs, which can create misunderstandings and tensions between groups.
Psychological factors:
Coser suggests that psychological factors such as frustration, aggression, and insecurity can also contribute to conflict. When individuals feel frustrated or insecure, they may express their emotions through aggression and conflict.
Social change:
According to Coser, social change can also lead to conflict. When social norms, values, or institutions are challenged or disrupted, this can create tension and conflict between different groups.
Incompatibility of goals:
Coser argues that conflicts can arise when individuals or groups have incompatible goals or interests. For example, if two individuals or groups are competing for the same position or resource, this can lead to conflict.
Communication breakdown:
Coser suggests that communication breakdown can also contribute to conflict. Misunderstandings, misinterpretations, or lack of communication can lead to tensions and conflict.
Historical grievances:
Coser notes that historical grievances, such as past injustices or conflicts, can also contribute to present-day conflicts. People may hold grudges or resentments over past events, which can lead to ongoing tensions and conflict.
Structural factors:
Finally, Coser suggests that structural factors, such as economic or political systems, can also contribute to conflict. For example, economic inequality or political oppression can create tensions and conflict between different groups.
Coser’s propositions on the causes of conflict suggest that conflict is a complex phenomenon that can arise from a variety of factors, including competition for resources, differences in values and beliefs, power imbalances, cultural differences, and psychological factors. Understanding these causes can help individuals and groups to address and manage conflict more effectively.
Coser’s propositions on the functions of conflict
Lewis Coser, also identified several functions of conflict. Here are some of the key propositions on the functions of conflict:
Promoting social change:
Coser argues that conflict can promote social change by challenging existing norms, values, and institutions. Conflict can lead to new ideas, values, and social practices, which can contribute to social progress.
Encouraging creativity and innovation:
Coser suggests that conflict can stimulate creativity and innovation. When individuals or groups are challenged, they may come up with new and creative solutions to problems.
Encouraging personal growth and development:
Conflict can also encourage personal growth and development by challenging individuals to think critically about their beliefs, values, and behaviours. Through conflict, individuals may develop new skills, attitudes, and perspectives.
Clarifying values and beliefs:
According to Coser, conflict can help to clarify values and beliefs. When individuals or groups are forced to defend their positions, they may become more aware of their own values and beliefs, and the values and beliefs of others.
Encouraging cooperation and solidarity:
Coser suggests that conflict can encourage cooperation and solidarity between conflicting groups. Through conflict, individuals or groups may come to understand each other better, leading to greater cooperation and solidarity.
Reducing social tension:
Coser suggests that conflict can reduce social tension by allowing individuals or groups to express their grievances or frustrations in a constructive way. Conflict can provide an outlet for negative emotions and reduce the likelihood of violent or destructive behaviour.
Challenging the status quo:
Conflict can also challenge the status quo by questioning established norms and practices. Through conflict, individuals or groups may challenge existing power structures and demand change.
Enhancing social cohesion:
Coser notes that conflict can enhance social cohesion by promoting a sense of collective identity and purpose. When individuals or groups face a common challenge or adversary, this can lead to greater solidarity and cohesion.
Providing a means of social control:
Conflict can also provide a means of social control by punishing deviant behaviour and reinforcing social norms. Through conflict, individuals or groups may be held accountable for their actions and learn to conform to social norms.
Providing a sense of meaning and purpose:
Finally, Coser suggests that conflict can provide individuals or groups with a sense of meaning and purpose. Through conflict, individuals may feel that they are making a meaningful contribution to a larger social cause or movement.
Coser’s propositions on the functions of conflict suggest that conflict can have both positive and negative functions. Conflict can reduce social tension, challenge the status quo, enhance social cohesion, provide a means of social control, and provide a sense of meaning and purpose. Understanding these functions can help individuals and groups to approach conflict in a more constructive and productive way, and to use conflict as a means of promoting positive change and growth.
Coser’s propositions concerning the intensity and impact of conflict on society
Lewis Coser, offers several propositions concerning the intensity and impact of conflict on society.
First, he argues that conflict can range in intensity from mild disagreements to violent confrontations. He notes that the intensity of conflict is often related to the extent to which the parties involved perceive their interests as being threatened. When parties feel that their vital interests are at stake, conflict is likely to be more intense.
Second, Coser argues that conflict can have varying impacts on society depending on the intensity of the conflict. Mild conflict may have little impact on society, whereas intense conflict can have far-reaching consequences. For example, intense conflict can lead to social disorganization, disruption of economic activity, and even the breakdown of social order.
Third, Coser suggests that the impact of conflict on society is also influenced by the way in which conflict is managed or resolved. He argues that when conflicts are resolved through negotiation or compromise, the impact on society is likely to be less severe than when conflicts are resolved through force or coercion.
Fourth, Coser notes that the impact of conflict can vary depending on the specific context in which it occurs. For example, conflict within a family may have a different impact on society than conflict between nations. He also notes that the impact of conflict can be influenced by the social and cultural norms of a particular society, as well as the political and economic structures that shape social relations.
Fifth, Coser notes that the impact of conflict can be both positive and negative. While intense conflict can have significant negative impacts on society, it can also serve as a catalyst for social change and progress. For example, social movements and political revolutions often arise from intense conflicts between different groups with divergent interests and values. These conflicts can be powerful drivers of social and political transformation, leading to greater equality, justice, and democracy.
Sixth, Coser suggests that the intensity of conflict is often influenced by power dynamics between the parties involved. When one group has significantly more power than the other, they may be more likely to engage in coercive or violent tactics to achieve their goals, leading to more intense and destructive conflict. Conversely, when power is more evenly distributed between the parties, conflict is more likely to be resolved through negotiation or compromise.
Seventh, Coser argues that the impact of conflict can be influenced by the broader social and cultural context in which it occurs. For example, conflicts that arise in highly individualistic societies may be resolved through legal or market-based mechanisms, while conflicts in more collectivist societies may be resolved through informal social networks or religious institutions. Understanding these cultural and social differences is important for developing effective conflict-resolution strategies that are tailored to specific contexts.
Finally, Coser suggests that the impact of conflict can be long-lasting, influencing social and political structures for years or even decades after the conflict has ended. For example, conflicts over political power or resource distribution can lead to significant changes in social and economic systems, shaping the way that society operates for years to come.
By understanding the contextual factors is critical for developing effective strategies for managing and resolving social conflict. Thus, the intensity and impact of conflict highlight the complex and multifaceted nature of social conflict and suggest that the way in which conflict is managed and resolved can have significant implications for society as a whole. By understanding the causes and functions of conflict, as well as the ways in which it can be managed and resolved, we can work towards building more peaceful and equitable societies.
Coser’s propositions on the causes of conflict
Lewis Coser proposed several propositions on the causes of conflict.
Competition:
According to Coser, competition is one of the primary causes of conflict. When individuals or groups compete for scarce resources, such as money, power, or social status, conflict can arise. This is because competition creates a zero-sum game, where one person’s gain is another person’s loss.
Value differences:
Differences in values, beliefs, and attitudes can also lead to conflict. When individuals or groups hold different beliefs about what is right or wrong, what is acceptable or unacceptable, conflict can arise. This is because people tend to be emotionally invested in their values and beliefs and may feel threatened when others challenge them.
Power struggles:
Coser believed that power struggles were another cause of conflict. When individuals or groups compete for power or control, conflict can arise. This is because power is often associated with status, resources, and influence, and those who have it are often reluctant to give it up.
Structural inequalities:
According to Coser, structural inequalities, such as those based on race, gender, or socioeconomic status, can also lead to conflict. When certain groups are systematically disadvantaged or excluded from resources or opportunities, they may feel resentful and may engage in conflict to try to change the system.
Group identification:
Coser believed that group identification was a significant cause of conflict. When people identify strongly with a particular group, whether it be based on race, ethnicity, religion, or nationality, they may feel a sense of loyalty and obligation to that group. This can create conflicts between groups, as each seeks to promote its own interests.
Misunderstandings and communication breakdowns:
Coser also suggested that misunderstandings and communication breakdowns could lead to conflict. When people have different interpretations of events or misunderstand each other’s intentions, conflict can arise. Additionally, when communication channels are disrupted or ineffective, it can exacerbate conflict.
Psychological factors:
Coser argued that psychological factors, such as personality differences, emotions, and perceptions, could also contribute to conflict. For example, people with high levels of aggression or hostility may be more likely to engage in conflict, while those with low self-esteem may be more prone to feeling threatened and responding aggressively.
Social change, which reduces the sources of frustration, may happen in two ways, first, the social system is flexible enough to adjust to conflict situations which deal with change within the system. On the other hand, the social system is not able to readjust itself and allows the accumulation of conflict, the ‘aggressive’ groups, imbued with a new system of values which threatens to split the general consensus of the society and imbued with an ideology which ‘objectifies’ their claims, may become powerful enough to overcome the resistance of vested interests and bring about the breakdown of the system and the emergence of a new distribution of social values.
Thus, Coser’s propositions highlight the complex and multifaceted nature of conflict and the many factors that can contribute to its emergence. By understanding these underlying causes, we may be better able to prevent and manage conflict, and find ways to resolve it peacefully when it does arise.
Coser’s propositions on the functions of conflict
In addition to his propositions on the causes of conflict, Lewis Coser also proposed several ideas on the functions of conflict in society. According to Coser, conflict can serve several important functions:
Clarifying values and promoting change:
Conflict can help to clarify values and beliefs by forcing people to articulate and defend their positions. In this way, conflict can promote social change by challenging established norms and values.
Stimulating creativity and innovation:
Conflict can also stimulate creativity and innovation by generating new ideas and approaches to problems. By encouraging people to think outside the box and challenge the status quo, conflict can foster innovation and progress.
Encouraging social cohesion and group solidarity:
Despite its potentially divisive nature, Coser also argued that conflict could encourage social cohesion and group solidarity. When groups face external threats or conflicts with other groups, they may band together and form stronger bonds in defense of their common interests.
Providing an outlet for frustration and aggression:
Conflict can also serve as an outlet for frustration and aggression, allowing individuals to express their emotions in a controlled and socially acceptable way. By channelling these emotions into conflict, people may avoid more destructive forms of behaviour, such as violence or vandalism.
Balancing power and promoting social change:
Coser argued that conflict could be used to balance power and promote social change. By engaging in conflict, subordinate groups can challenge and potentially overthrow dominant groups, leading to a more equitable distribution of power and resources.
Providing opportunities for learning and growth:
Conflict can provide opportunities for individuals and groups to learn from each other and grow. By exposing people to different perspectives and challenging their assumptions, conflict can broaden people’s horizons and deepen their understanding of complex issues.
Maintaining social order and stability:
While conflict is often associated with disorder and instability, Coser argued that it can also help to maintain social order and stability. By providing an outlet for dissent and grievances, conflict can prevent more extreme forms of social upheavals, such as revolution or rebellion.
Enhancing individual and group identity:
Conflict can also enhance individual and group identity by reinforcing a sense of belonging and purpose. By engaging in conflict with others who share similar values or beliefs, individuals and groups may strengthen their sense of identity and purpose.
Promoting accountability and transparency:
Finally, Coser suggested that conflict could promote accountability and transparency in society. By challenging authority and exposing corruption or wrongdoing, conflict can hold individuals and institutions accountable for their actions, promoting greater transparency and accountability in the long run.
Overall, Coser’s propositions on the functions of conflict suggest that conflict can serve a wide range of roles in society, from promoting social change and innovation to enhancing individual and group identity. While conflict can be disruptive and challenging, it can also be a powerful force for positive change when managed effectively. By understanding these functions, we may be better able to manage conflict and find ways to channel it into positive outcomes. However, it is important to note that not all conflict is productive or beneficial and that it can have negative consequences as well. As such, it is important to approach conflict management and resolution with care and sensitivity.
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