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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.
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.
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.
The Conflict Lens is founded on the belief that the concept of style is limited in that it does not inform a person what behaviors would be most valuable in successfully resolving conflict and that conflict resolution is based more on situational context than on dominant style (Callanan, Benzing, and Perri, 2006). [1]
Peace and conflict studies entails understanding the concept of peace which is defined as political condition that ensures justice and social stability through formal and informal institutions, practices, and norms. [4]
The concept of an integrated conflict management system was conceived and developed by Mary Rowe, in numerous articles in the 1980s and 1990s. [9] She saw the need to offer options for complainants and therefore a linked system of choices within an organizational system.
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 ...
The concept was popularized in the international community through UN Secretary-General Boutros Boutros-Ghali's 1992 report An Agenda for Peace. The report defined post-conflict peacebuilding as an "action to identify and support structures which will tend to strengthen and solidify peace in order to avoid a relapse into conflict". [16]