Principles: Alcohol, abortion, premarital sex etc

• The process of bringing a disagreement to an end.

There are many ways of resolving a conflict. One can surrender, run away from the conflict, fight back and overpower your opponent with violence or file a lawsuit.

To successfully be able to resolve a conflict, one needs to understand the root cause.

In every language, most people use the terms dispute and conflicts interchangeably. But as conflict managers, we need to be clear about the distinction between the two. They are very different from each other.

A dispute is a disagreement about interests. Interests are things we can negotiate about.

Example: Members of a study group have different times that they are free.

Disputes are those we can even bargain about.

Conflicts on the other hand are disagreements about values. Values are things about which we cannot negotiate. At the bottom, conflicts are all about values. There are some things we value in life and which we

Many conflicts develop and become harmful because people did not notice early signals that they were developing. Serious conflicts usually start off as small negligible incidences that are very easy to ignore. Therefore people are caught unprepared. As a result, everybody suffers. Relationships in the community, and between people, become strained. People may get injured, and even lose their lives. Others may lose their property and land. And yet, all this can be avoided if we are alert to signs of a growing conflict.

Informal negotiation is only possible in the early stages of a conflict when both parties are still talking to each other. Once one party refuses to communicate with the other, negotiation is no longer possible. Negotiation requires excellent communication skills on both sides. When it works, both sides give a little and come out winners.

Not all the problems that people find themselves in are suitable for either settlement (coercive) or resolution (non-coercive) processes. As conflict managers we must always decide what the nature of the problem is. The problem can either be a dispute or a conflict. Understanding this difference helps us to respond by using the appropriate management methods.

Most of us deal with different types of conflict every day of our lives. The problem is that often, we try to manage conflicts without understanding them. When we do this, we make very little impression on the conflict. Indeed, we may do more harm than good. As managers of conflict at local and other levels, we have an obligation to manage conflicts efficiently and effectively.

> the need to have our human dignity respected

Successful mediation and arbitration leave you with a working agreement that most probably you are not happy with. Your communication skills are no better than before the conflict and you live with the knowledge that your destiny has been taken out of your hands.

However, violent conflict is only one type of conflict. It is the most visible because it usually leads to injuries, death, loss and the destruction of property. There is a different type of conflict that is not visible. It is known as structural conflict. In this type of conflict, physical violence is not present, even though it might later lead to it. But even our understanding of structural conflict is still tied to the idea of violence. Structural conflict results from structural violence. In situations of structural violence, people are not able to develop and exploit their talents.

Some topics in this essay:
CONFLICT MANAGEMENT, Mediation Definition, LEARNING CONFLICTS, CONFLICT Conflict, Negotiation Definition, Arbitration Definition, DISPUTES CONFLICTS, CONFLICT RESOLUTION, Settlement Judicial, Workshops PSW, third party, conflict resolution, harmful conflicts, type conflict, definition •, parties conflict, beneficial conflicts, methods conflict, conflict management, means parties, conflicts harmful conflicts, methods conflict resolution, harmful conflicts harmful, signs growing conflict, court proceedings >,