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Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.
Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
Conflict theories are perspectives in political philosophy and sociology which argue that individuals and groups (social classes) within society interact on the basis of conflict rather than agreement, while also emphasizing social psychology, historical materialism, power dynamics, and their roles in creating power structures, social movements, and social arrangements within a society.
In 2007, the UN Secretary-General's Policy Committee defined peacebuilding as follows: "Peacebuilding involves a range of measures targeted to reduce the risk of lapsing or relapsing into conflict by strengthening national capacities at all levels for conflict management, and to lay the foundations for sustainable peace and sustainable ...
As summarized by Della Noce, Bush & Folger (2002), the transformative approach to mediation practice takes an essentially social / communicative view of human conflict. According to this model, a conflict represents first and foremost a crisis in some human interaction—an interactional crisis with a somewhat common and predictable character.
The instrument is often used by students in conflict management classes or workshops. [6] [7] It has also been used in psychological studies—for example, to compare the conflict attitudes of college athletes and non-athletes. [8]
In practice, conflict resolution is often interwoven with daily activities, as in organizations, workplaces and institutions. Staff and residents in a youth care setting, for instance, interweave everyday concerns (meals, lessons, breaks, meetings, or other mundane but concerted projects) with interpersonal disputes. [108]