The document discusses the nature of conflict, defining it as an issue between two or more parties with incompatible goals or perspectives. It notes conflicts can be either healthy or unhealthy, and explores why conflicts arise due to differences in interests, views, and experiences among parties. The document then outlines a process for resolving conflicts, including defining the situation, exploring alternatives and their implications, and making a decision. It emphasizes skills like observing, listening, questioning, paraphrasing and facilitating are key to resolving conflicts constructively. Finally, the document briefly defines several approaches to conflict management, prevention, regulation, resolution and transformation.

1. Khalid Saifullah
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2.  An issue between two or more parties who
have (or think they have) incompatible goals
or ideas.
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3.  Because we all have different interests, goals,
perceptions, viewpoints, values and
experiences.
 They can be either healthy (constructive) or
unhealthy (destructive). This dual nature of
conflict makes it an important concept to
study and understand.
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27. 1. Define the situation
2. Search for alternatives and their implications
3. Make a decision
Key is to have good Observing Skills, Listening
Skills, Questioning Skills, Paraphrasing Skills,
and Facilitation Skills.
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29.  To prevent a conflict from escalating violently
or to take action before a violent outbreak of
a conflict emerges
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30.  To regulate a conflict and to reduce its
negative effects
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31.  The imposition of a settlement by a third
party, for example through a judge or an
arbitrator
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32.  To address the underlying issues of a conflict
and to focus on the relationship and
communication between the parties
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33.  To overcome the root and structural causes
of conflict and to strengthen conflict solving
capacities in individuals, communities and
society
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