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A conflict continuum is a model or concept various social science researchers use when modeling conflict on a continuum from low to high-intensity, such as from aggression to irritation to explosiveness.
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 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.
Conflict escalation is the process by which conflicts grow in severity or scale over time. That may refer to conflicts between individuals or groups in interpersonal relationships, or it may refer to the escalation of hostilities in a political or military context. In systems theory, the process of conflict escalation is modeled by positive ...
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.
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 ...
A collaboration (cooperation) in principle allows both the achievement of the goals of both sides and a good handling. However, not every style leads to an acceptable result in every situation. For example, a collaboration does not work if the goals of the two conflict parties are immutable and mutually exclusive.
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
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