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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 ...
Job interview candidates who describe a “Target” they set themselves instead of an externally imposed “Task” emphasize their own intrinsic motivation to perform and to develop their performance. Action: What did you do? The interviewer will be looking for information on what you did, why you did it and what the alternatives were.
Pre-existing biases can lead to listening to someone else's argument for its weaknesses, ignoring its strengths. This can lead to a competitive advantage in a political debate, or by a journalist to provoke a strong response from an interviewee, and is known as "ambushing". Individuals in conflict often blindly contradict each other.
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.
German Federal Foreign Office: assists with conflict resolution and postconflict peacebuilding, including the establishment of stable state structures (rule of law, democracy, human rights, and security) and the creation of the potential for peace within civil society, the media, cultural affairs and education
The society holds an annual conference, attended by scholars from throughout the world, and publishes two scholarly journals: Journal of Conflict Resolution and Conflict Management and Peace Science. In 1964, the International Peace Research Association was formed at a conference organized by Quakers in Clarens, Switzerland.
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It is appropriate when preserving relationships is crucial or when the issue at hand is not significant enough to warrant a more assertive approach. Examples include yielding to others' preferences to maintain harmony or when the outcome of the conflict is less important than maintaining positive interpersonal dynamics. [11]