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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. Properly managed conflict can improve group outcomes.
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 imagined contact hypothesis was put forward by Richard J. Crisp and Rhiannon Turner (2009) [40] and proposes that simply imagining a positive encounter with a member or members of an outgroup category can promote more positive intergroup attitudes. It also proposed that imagined contact can lead to a greater desire to have social contact ...
Conflict forecasts and early warnings can be sufficiently precise to be relevant for policy and evaluation of theories. [54] Conflict escalation can be rational for one side of the conflict in some cases of asymmetric conflicts, [55] appeasement [45] or for Fait accompli, [56] causing challenges to de-escalation.
Society perceives conflict as something that one should resolve as quickly as possible. [70] Mediators see conflict as a fact of life that when properly managed can benefit the parties. [19] [70] [71] [full citation needed] The benefits of conflict include the opportunity to renew relationships and make positive changes for the future.
Conflict is usually found in an individualistic culture, where competition and individual achievement is stressed over interdependence. [6] Communication is often seen as crucial to maintaining a healthy relationship, and the way one resolves conflict is important to maintaining healthy relationships. [7]
In this sense, positive peacebuilding (aimed at positive peace) intentionally focuses on address the indirect factors driving or mitigating harmful conflict, with an emphasis on engaging institutions, policies, and political-economic conditions as they relate to exploitation and repression.
As summarized by Della Noce, Bush & Folger (2002), the transformative approach to mediation practice takes an essentially social / communicative view of human conflict. According to this model, a conflict represents first and foremost a crisis in some human interaction—an interactional crisis with a somewhat common and predictable character.