Conflict Management and Conflict Resolution

Abstract

Purpose: Conflict management indicates in the first instance the perspective of the so called ―third party (a mediator, conflict advisor, conflict manager, or supervisor), which is called to help, or engages itself after its own incentive, in order to assists to both conflict parties (and eventually one of them). One can speak about conflict dealing also when during the conflict both parties look for a consensual solution, without asking for an external assistance. The forms of approaching and dealing with conflicts could be of very different nature. Methodology: The research was purely qualitative. Desktop literature review was conducted. Critical analysis of the literature was conducted. Findings: The study found out that most strategies incorporate a range of peaceful measures like negotiations, mediation or facilitation, as well as coercive measures as military, political or economic sanctions including the threat with them (power mediation). While latter measures usually are of short-term character, the peaceful measures are the basis for a long-term perspective of the conflict settlement. Unique Contributions to Theory, Practice and Policy: There is need for a strong commitment to democratic change as the cement upon which any peace agreement should be built, and that in turn necessitates a comprehensive conception of peace