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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 ...
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.
The goal of conflict resolution is an effective and lasting solution to the conflict. This is achieved through the satisfaction of all parties involved, which ideally results in constructively working together on the problem (collaboration, cooperation). [ 90 ]
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.
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
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.
Methods of dispute resolution include: lawsuits (litigation) (legislative) [5]; arbitration; collaborative law; mediation; conciliation; negotiation; facilitation; avoidance; One could theoretically include violence or even war as part of this spectrum, but dispute resolution practitioners do not usually do so; violence rarely ends disputes effectively, and indeed, often only escalates them.