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This article is general in scope. For information relating to conflict resolution in Wikipedia itself, please see Wikipedia:Conflict resolution

For the episode of the television series The Office, see Conflict Resolution (The Office episode)

Conflict resolution is the process of attempting to resolve a dispute or a conflict. Successful conflict resolution occurs by listening to and providing opportunities to meet each side's needs, and adequately address their interests so that they are each satisfied with the outcome. Conflict Practitioners talk about finding the win-win outcome for parties involved, vs. the win-lose dynamic found in most conflicts. While 'conflict resolution' engages conflict once it has already started , 'conflict prevention' aims to end conflicts before they start or before they lead to verbal, physical, or legal fighting or violence.

Conflict itself has both positive and negative outcomes. Practitioners in the field of Conflict Resolution aim to find ways to promote the positive outcomes and minimize the negative outcomes.

There is a debate in the field of conflict work as to whether or not all conflicts can be resolved, thus making the term conflict resolution one of contention. Other common terms include Conflict Management, Conflict Transformation and Conflict Intervention. Conflict management, can be the general process in which conflict is managed by the parties toward a conclusion, however it is also referred to as a situation where conflict is a deliberate personal, social and organizational tool, especially used by capable politicians and other social engineers.

Conflict Practitioners work on conflict in many arenas, internationally, domestically, interpersonally and intrapersonally.

Among groups

Conflict resolution processes can vary. However group conflict usually involves two or more groups with opposing views regarding specific issues, often another group or individual (mediator or facilitator) who is considered to be neutral (or suppressing biases) in their opinion on the subject. This last bit though is quite often not entirely demanded if the "outside" group is well respected by all opposing parties. Resolution methods can include conciliation, mediation, arbitration or litigation.

These methods all require third party intervention. A resolution method which is direct between the parties with opposing views is negotiation. Negotiation can be the 'traditional' model of hard bargaining where the interests of a group far outweigh the working relationships concerned. The 'principled' negotiation model is where both the interests and the working relationships concerned are viewed as important. Often, face saving and other intangible goals play a role in the success of negotiation.

It may be possible to avoid conflict without actually resolving the underlying dispute, by getting the parties to recognize that they disagree but that no further action needs to be taken at that time. In many cases such as in a democracy, a dialogue may be the prefered process in which it may even be desirable that they disagree, thus exposing the issues to others who need to consider it for themselves: in this case the parties might agree to disagree and agree to continue the dialogue on the issue.

It is also possible to manage a conflict without resolution, in forms other than avoidance. For more, see conflict management.

Among non-human primates and other animals

Conflict resolution has also been studied in non-human primates (see Frans de Waal, 2000). Aggression is more common among relatives and within a group, than between groups. Instead of creating a distance between the individuals, however, the primates were more intimate in the period after the aggressive incident. These intimacies consisted of grooming and various forms of body contact. Stress responses, like an increased heart rate, usually decrease after these reconciliatory signals. Different types of primates, as well as many other species who are living in groups, show different types of conciliatory behaviour. Resolving conflicts that threaten the interaction between individuals in a group is necessary for survival, hence has a strong evolutionary value. These findings contradicted previous existing theories about the general function of aggression, i.e. creating space between individuals (first proposed by Konrad Lorenz), which seems to be more the case in between groups conflicts.

In addition to research in primates, biologists are beginning to explore reconciliation in other animals. Up until recently, the literature dealing with reconciliation in non-primates have consisted of anecdotal observations and very little quantitative data. Although peaceful post-conflict behavior had been documented going back to the 1960s, it wasn’t until 1993 that Rowell made the first explicit mention of reconciliation in feral sheep. Reconciliation has since been documented in spotted hyenas, lions, dolphins, dwarf mongooses, and domestic goats.

Bibliography

de Waal, Frans B. M. and Angeline van Roosmalen. 1979. Reconciliation and consolation among chimpanzees. Behavioral Ecology and Sociobiology 5: 55-66.
de Waal, Frans B. M. 1989. Peacemaking Among Primates. Harvard University Press, Cambridge, MA.
Judge, Peter G. and Frans B. M. de Waal. 1993. Conflict avoidance among rhesus monkeys: coping with short-term crowding. Animal Behaviour 46: 221-232.
Veenema, Hans et al. 1994. Methodological improvements for the study of reconciliation. Behavioural Processes 31:29-38.
de Waal, Frans B. M. and Filippo Aureli. 1996. Consolation, reconciliation, and a possible cognitive difference between macaques and chimpanzees. Reaching into thought: The minds of the great apes (Eds. Anne E. Russon, Kim A. Bard, Sue Taylor Parker), Cambridge University Press, New York, NY: 80-110.
Aureli, Filippo. 1997. Post-conflict anxiety in non-human primates: the mediating role of emotion in conflict resolution. Aggressive Behavior 23: 315-328.
Castles, Duncan L. and Andrew Whiten. 1998. Post-conflict behaviour of wild olive baboons, I. Reconciliation, redirection, and consolation. Ethology 104: 126-147.
Aureli, Filippo and Frans B. M. de Waal, eds. 2000. Natural Conflict Resolution. University of California Press, Berkeley, CA.
de Waal, Frans B. M. 2000. Primates––A natural heritage of conflict resolution. Science 289: 586-590.
Silk, Joan B. 2002. The form and function of reconciliation in primates. Annual Review of Anthropology 31: 21-44.
Weaver, Ann and Frans B. M. de Waal. 2003. The mother-offspring relationship as a template in social development: reconciliation in captive brown capuchins (Cebus apella). Journal of Comparative Psychology 117: 101-110.
Palagi, Elisabetta et al. 2004. Reconciliation and consolation in captive bonobos (Pan paniscus). American Journal of Primatology 62: 15-30.
Palagi, Elisabetta et al. 2005. Aggression and reconciliation in two captive groups of Lemur catta. International Journal of Primatology 26: 279-294.
Lorenzen, Michael. 2006. Conflict Resolution and Academic Library Instruction. LOEX Quarterly 33, no. ½,: 6-9, 11.

Additional Resources

A list of resources on conflict resolution style inventories and a culturally sensitive tool for assessing personal styles of conflict management.
CUNY Dispute Resolution Consortium at John Jay College of Criminal Justice- 'The Dispute Resolution Headquarters in New York City'

The City University of New York Dispute Resolution Consortium (CUNY DRC) serves as an intellectual home to dispute-resolution faculty, staff and students at the City University of New York and to the diverse dispute-resolution community in New York City. At the United States' largest urban university system, the CUNY DRC has become a focal point for furthering academic and applied conflict resolution work in one of the world's most diverse cities. The CUNY DRC conducts research and innovative program development, has co-organized countless conferences, sponsored training programs, resolved a wide range of intractable conflicts, published research working papers and a newsletter. It also maintains an extensive database of those interested in dispute resolution in New York City, a website with resources for dispute resolvers in New York City and since 9/11, the CUNY DRC assumed a leadership role for dispute-resolvers in New York City by establishing an extensive electronic mailing list, sponsoring monthly breakfast meetings, conducting research on responses to catastrophes, and managing a public awareness initiative to further the work of dispute resolvers.

External links

US National Organizations

US State Organizations

US Academic Programs & Institutes

International Center for Cooperation and Conflict Resolution (ICCCR) - at Teachers College, Columbia University
Institute for Conflict Analysis and Resolution - at George Mason University
Party-Directed Mediation Resources for the Mediation of Deep Seated Interpersonal Conflict - Use of Pre-Caucus - University of California
City University of New York Dispute Resolution Consortium (CUNY DRC)
Heidelberg Institute for International Conflict Research (HIIK)
Preparing Teachers for Conflict Resolution in the Schools - ERIC Clearinghouse on Urban Education
Conflict Resolution Programs in Schools - ERIC Clearinghouse on Urban Education
Peninsula Conflict Resolution Center

@@ Line 84: / Line 84: @@
 *  [http://icar.gmu.edu/ Institute for Conflict Analysis and Resolution] - at George Mason University
 * [http://www.cnr.berkeley.edu/ucce50/ag-labor/7conflict/PartyDirMediation.htm Party-Directed Mediation] Resources for the Mediation of Deep Seated Interpersonal Conflict - Use of Pre-Caucus - University of California
-*  [http://johnjay.jjay.cuny.edu/dispute/ CUNY Dispute Resolution Consortium]- 'The Dispute Resolution Headquarters in New York City.
+*  [http://johnjay.jjay.cuny.edu/dispute/ City University of New York Dispute Resolution Consortium (CUNY DRC)]
 *  [http://www.HIIK.de Heidelberg Institute for International Conflict Research (HIIK)]
 * [http://www.ericdigests.org/1996-2/conflict.html Preparing Teachers for Conflict Resolution in the Schools] - ERIC Clearinghouse on Urban Education