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Conflict economics is a branch of economics that puts the allocation of resources by means of violent fighting, i.e. conflict, into economic models. In traditional economics, appropriation is a non-violent process that is guaranteed by perfect property rights and their costless enforcement. [ 1 ]
Task conflict encourages greater cognitive understanding of the issue being discussed. This leads to better decision making for the groups that use task conflict. [13] The second is affective acceptance of group decisions. Task conflict can lead to increased satisfaction with the group decision and a desire to stay in the group. [14]
The desire to visit a sick friend to keep a promise is an example of moral motivation. It can conflict with other forms of motivation, like the desire to go to the movies instead. [102] An influential debate in moral philosophy centers around the question of whether moral judgments can directly provide moral motivation, as internalists claim ...
The earlier term for the discipline was "political economy", but since the late 19th century, it has commonly been called "economics". [22] The term is ultimately derived from Ancient Greek οἰκονομία (oikonomia) which is a term for the "way (nomos) to run a household (oikos)", or in other words the know-how of an οἰκονομικός (oikonomikos), or "household or homestead manager".
Motivation crowding theory is the theory from psychology and microeconomics suggesting that providing extrinsic incentives for certain kinds of behavior—such as promising monetary rewards for accomplishing some task—can sometimes undermine intrinsic motivation for performing that behavior.
Peace economics is a branch of conflict economics [1] and focuses on the design of the sociosphere's political, economic, and cultural institutions and their interacting policies and actions with the goal of preventing, mitigating, or resolving violent conflict within and between societies.
The report found that state-based armed conflict was recorded as the top immediate risk for economies in 2025. Almost a quarter of respondents highlight conflict as a key issue, reflecting ...
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.