These strategies may come at the interpersonal, intergroup, or systemic levels of intervention. Thus, conflict management does not spend as much time figuring out how a specific conflict can be resolved or transformed but rather offers strategies to mitigate a conflict’s negative effects. Instead of focusing on resolving differences between people, conflict management takes a pragmatic approach to conflict by constructing agreements and practices that allow people to effectively cooperate despite their differences. Conflict ManagementĪccording to Bloomfield and Reilly, conflict management can be defined as “the positive and constructive handling of difference and divergence” (Bloomfield and Reilly, 1998). In this article, we define conflict management, conflict resolution, and conflict transformation as well as offer examples of situations in which peacebuilders can utilize each of these methods. In order for peacebuilders to be effective in handling conflicts, understanding the difference between these three concepts is key. Considering that each of these concepts holds their own identity, the question must be asked: What are the differences between these three fundamental concepts? For workplace peacebuilders, there is an even more crucial question to consider: How do we differentiate between these concepts and know when to apply each pragmatically in the workplace? Lesser known but equally important is the concept of conflict transformation, which also holds its own unique definition apart from its conflict management and conflict resolution cousins. Whether at the international or interpersonal level, terms like conflict management and conflict resolution are often used synonymously, even though both actually have different definitions.

Conflict resolution model pdf