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The questionable cause—also known as causal fallacy, false cause, or non causa pro causa ("non-cause for cause" in Latin)—is a category of informal fallacies in which the cause or causes is/are incorrectly identified. In other words, it is a fallacy of reaching a conclusion that one thing caused another, simply because they are regularly ...
In many cases, upward conflict spirals are sustained by the norms of reciprocity: if one group or person criticizes the other, the criticized person or group feels justified in doing the same. In conflict situations, opponents often follow the norm of rough reciprocity, i.e. they give too much (overmatching) or too little (undermatching) in return.
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.
Social conflict is the struggle for agency or power in society. Social conflict occurs when two or more people oppose each other in social interaction, and each exerts social power with reciprocity in an effort to achieve incompatible goals but prevent the other from attaining their own.
One increasingly discussed cause of protracted social conflict is historical trauma, which is the collection of adverse responses and experiences groups have after being subjected to violence such as colonization, ethnocide, and structural inequalities. In this view, historical trauma is a very common underlying causes of protracted social ...
Mistaken identity is a defense in criminal law which claims the actual innocence of the criminal defendant, and attempts to undermine evidence of guilt by asserting that any eyewitness to the crime incorrectly thought that they saw the defendant, when in fact the person seen by the witness was someone else.
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 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.