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Using this group they developed five differing styles of approaching conflict resolution often referenced as: win-win, win-lose, compromise, avoid, and comply. In 1974, Kenneth W. Thomas and Ralph H. Kilman adopted this model and created the Thomas Kilmann Conflict Mode Instrument. This is the best known of the conflict style inventories.
Peace and conflict studies is a social science field that identifies and analyzes violent and nonviolent behaviors as well as the structural mechanisms attending conflicts (including social conflicts), to understand those processes which lead to a more desirable human condition. [1]
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] At the 2005 World Summit, the United Nations began creating a peacebuilding architecture based on Kofi Annan's proposals. [17]
The available literature provides clinical descriptions of effective de-escalation based on qualitative data and professional observations. However, these thematic analyses need to be supported by more objective data; one hallmark of such objectivity would be an empirical scale or quantitative measure of de-escalation.
Five styles for conflict management, as identified by Thomas and Kilmann, are: competing, compromising, collaborating, avoiding, and accommodating. [2] Businesses can benefit from appropriate types and levels of conflict. That is the aim of conflict management, [3] and not the aim of conflict rejection.
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 ...
Rogerian argument (or Rogerian rhetoric) is a rhetorical and conflict resolution strategy based on empathizing with others, seeking common ground and mutual understanding and learning, while avoiding the negative effects of extreme attitude polarization.
Conflict avoidance is a set of behaviors aimed at preventing or minimizing disagreement with another person. These behaviors can occur before the conflict emerges (e.g., avoiding certain topics, changing the subject) or after the conflict has been expressed (e.g., withholding disagreement, withdrawing from the conversation, giving in).