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Conflict management, the Glossary

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace.^[1]

28 relations: Agreeableness, Alternative dispute resolution, Appeasement, Assertiveness, Carl Rogers, Communication, Conflict (process), Conflict escalation, Conflict resolution, Cooperation, Culture of Asia, Deterrence theory, Emotional intelligence, Frustration, Gregorio Billikopf, International relations, Learning, Literature, Lump of labour fallacy, Management, Organization, Organizational conflict, Organizational learning, Outline of counseling, Party-directed mediation, Person-centered therapy, Scientific literature, Win–win game.
Ethnic conflict

Agreeableness

Agreeableness is a personality trait referring to individuals that are perceived as kind, sympathetic, cooperative, warm, honest, and considerate.

See Conflict management and Agreeableness

Alternative dispute resolution

Alternative dispute resolution (ADR), or external dispute resolution (EDR), typically denotes a wide range of dispute resolution processes and techniques that parties can use to settle disputes with the help of a third party.

See Conflict management and Alternative dispute resolution

Appeasement

Appeasement, in an international context, is a diplomatic negotiation policy of making political, material, or territorial concessions to an aggressive power with intention to avoid conflict.

See Conflict management and Appeasement

Assertiveness

Assertiveness is the quality of being self-assured and confident without being aggressive to defend a right point of view or a relevant statement.

See Conflict management and Assertiveness

Carl Rogers

Carl Ransom Rogers (January 8, 1902 – February 4, 1987) was an American psychologist who was one of the founders of humanistic psychology and was known especially for his person-centered psychotherapy.

See Conflict management and Carl Rogers

Communication

Communication is commonly defined as the transmission of information.

See Conflict management and Communication

Conflict (process)

A conflict is a situation, in which inacceptable differences in interests, expectations, values, and opinions occur in or between individuals or groups.

See Conflict management and Conflict (process)

Conflict escalation

Conflict escalation is the process by which conflicts grow in severity or scale over time. Conflict management and conflict escalation are conflict (process).

See Conflict management and Conflict escalation

Conflict resolution

Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution. Conflict management and conflict resolution are conflict (process).

See Conflict management and Conflict resolution

Cooperation

Cooperation (written as co-operation in British English and, with a varied usage along time, coöperation) takes place when a group of organisms works or acts together for a collective benefit to the group as opposed to working in competition for selfish individual benefit.

See Conflict management and Cooperation

Culture of Asia

The culture of Asia encompasses the collective and diverse customs and traditions of art, architecture, music, literature, lifestyle, philosophy, food, politics and religion that have been practiced and maintained by the numerous ethnic groups of the continent of Asia since prehistory.

See Conflict management and Culture of Asia

Deterrence theory

Deterrence theory refers to the scholarship and practice of how threats of using force by one party can convince another party to refrain from initiating some other course of action.

See Conflict management and Deterrence theory

Emotional intelligence

Emotional intelligence (EI) is defined as the ability to perceive, use, understand, manage, and handle emotions.

See Conflict management and Emotional intelligence

Frustration

In psychology, frustration is a common emotional response to opposition, related to anger, annoyance and disappointment.

See Conflict management and Frustration

Gregorio Billikopf

Gregorio Billikopf (born September 23, 1954 in Santiago, Chile and died July 5, 2023 in California) is a mediator, author, and since 1981, a farm advisor specializing in labor management for the University of California, Davis.

See Conflict management and Gregorio Billikopf

International relations

International relations (IR) are the interactions among sovereign states.

See Conflict management and International relations

Learning

Learning is the process of acquiring new understanding, knowledge, behaviors, skills, values, attitudes, and preferences.

See Conflict management and Learning

Literature

Literature is any collection of written work, but it is also used more narrowly for writings specifically considered to be an art form, especially novels, plays, and poems.

See Conflict management and Literature

Lump of labour fallacy

In economics, the lump of labour fallacy is the misconception that there is a finite amount of work—a lump of labour—to be done within an economy which can be distributed to create more or fewer jobs.

See Conflict management and Lump of labour fallacy

Management

Management (or managing) is the administration of organizations, whether they are a business, a nonprofit organization, or a government body through business administration, nonprofit management, or the political science sub-field of public administration respectively.

See Conflict management and Management

Organization

An organization or organisation (Commonwealth English; see spelling differences), is an entity—such as a company, an institution (formal organization), or an association—comprising one or more people and having a particular purpose.

See Conflict management and Organization

Organizational conflict

Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict management and Organizational conflict are conflict (process).

See Conflict management and Organizational conflict

Organizational learning

Organizational learning is the process of creating, retaining, and transferring knowledge within an organization.

See Conflict management and Organizational learning

Outline of counseling

Counseling is the professional guidance of the individual by utilizing psychological methods especially in collecting case history data, using various techniques of the personal interview, and testing interests and aptitudes.

See Conflict management and Outline of counseling

Party-directed mediation (PDM) is an approach to mediation that seeks to empower each party in a dispute, enabling each party to have more direct influence upon the resolution of a conflict, by offering both means and processes for enhancing the negotiation skills of contenders.

See Conflict management and Party-directed mediation

Person-centered therapy

Person-centered therapy, also known as person-centered psychotherapy, person-centered counseling, client-centered therapy and Rogerian psychotherapy, is a form of psychotherapy developed by psychologist Carl Rogers and colleagues beginning in the 1940s and extending into the 1980s.

See Conflict management and Person-centered therapy

Scientific literature

Scientific literature encompasses a vast body of academic papers that spans various disciplines within the natural and social sciences.

See Conflict management and Scientific literature

Win–win game

In game theory, a win–win game or win–win scenario is a situation that produces a mutually beneficial outcome for two or more parties.

See Conflict management and Win–win game

References

[1] https://en.wikipedia.org/wiki/Conflict_management