This approach to describing the struggle spectrum demonstrates how conflict can transition from calm joint decision-making to open fighting.

Stage 1: Mild Difference

Conflicts between individuals often begin as minor differences or arise from having few common interests. At this early stage, both parties typically approach the situation with a willingness to communicate openly. They may possess a degree of trust and goodwill toward one another, which allows for constructive dialogue.

For example, two colleagues might disagree on how to approach a project. Initially, they may sit down together to discuss their viewpoints, hoping to find common ground. Their shared commitment to the team’s success encourages them to engage in meaningful conversation.

However, if they are unable to reach a satisfactory resolution during these discussions, the situation can escalate. The lack of agreement may lead to increased tension, pushing the conflict to a more advanced stage. At this point, what started as a minor issue could evolve into a more significant struggle, potentially impacting their working relationship and the overall team dynamics.

Recognizing the importance of addressing conflicts early can help prevent escalation and foster a more collaborative environment.

Stage 2: Disagreement

When mild differences remain unresolved, we must decide how to address them. We might choose to set the issues aside and try to forget them, retain them for future reference, or allow them to fester until disagreement becomes inevitable. As the situation escalates, the individuals involved may start to exhibit signs of polarization: what began as minor differences becomes more pronounced, and personal positions may take precedence over the actual issue at hand.

At this stage, initial efforts can involve joint discussions and problem-solving. However, if a resolution isn’t reached, the parties typically shift to negotiation, aiming to find a compromise that satisfies both sides. Unfortunately, communication tends to become less open during this process, which can lead to a stalemate if dialogue breaks down or if a straightforward solution proves elusive.

Stage 3: Dispute

By this stage, communication is getting heated as each person sees the other side in an increasingly negative light and polarization contributes to the problem not getting resolved. Parties may find themselves shouting at one another, and accusing each other of spiteful attempts, and nasty behavior. Other issues – including past hurts – may be raised as emotions become more and more aroused.

Disputes include intense arguments and bargaining. Bargaining involves persuasion, threats, proposals, and counter proposals, all in the context of mutually exclusive goals. Each party may be willing to give up on certain points but only if the other party is prepared to give up something in return. Communication is tense and limited.

Stage 4: Campaign

When the parties fail to find resolution, they move to campaign or litigation. At this point, the combatants begin to expand the struggle by recruiting supporters to help with their cause through word of mouth and the use of media. Political struggles move quickly to this stage as candidates campaign for votes.

Persuasion becomes a critical tool during any campaign. By this time, goals are highly exclusive, and campaign positions are weakened if either party shows that they are willing to compromise or there is some development of mutual understanding. The win-lose context is the focus, and communication efforts can become frustrated as each party speaks to their own audience, rather than to each other.

Stage 5: Litigation

Litigation refers to the process of initiating legal action to resolve a dispute. There are two primary levels of litigation: arbitration and court proceedings.

Arbitration is a less formal approach, overseen by an arbitrator instead of a judge. In this setting, witnesses may present their testimonies, but the atmosphere can be contentious, often resulting in a win-lose scenario for both parties involved.

The arbitrator has the discretion to consider elements from both sides of the argument, and their decision is binding and final.

In cases of labour disputes, when tensions escalate, an arbitrator may be appointed to help resolve the issues. This intervention aims to prevent disruptions to work or potential labour strikes, facilitating a more efficient resolution.

Stage 6: Fight and/or War

This stage is marked by violence and destructive actions. Examples include declared wars, undeclared military actions, spousal homicide, and workplace violence, all of which reflect one party’s attempt to gain a strategic advantage over the other.

While communication still exists at this stage, traditional conversation is absent. Instead, physical actions—such as firing weapons, assaulting someone, or throwing objects—serve as the primary means of expression. These aggressive behaviours convey a clear message as one party seeks to overpower or completely eliminate the other.