Conflict resolution is designed as the methods and processes involved to facilitate the peaceful cessation of conflict and retaliation. Engaged members of the group attempt to resolve group conflicts by actively passing on information about their conflicting motivations or ideologies (e.B. intentions, reasons to cling to certain beliefs) and by collectively negotiating.  The dimensions of resolution parallel to the dimensions of conflict in the way conflict is handled. Cognitive solution is how the parties to the conflict understand and view conflict, with beliefs, perspectives, understandings and attitudes. Emotional dissolution is in the way the parties to a conflict feel emotional energy. Behavioural resolution reflects the way the disputants act, their behavior.  Finally, there is a wide range of methods and procedures for conflict management, including negotiations, mediation, mediation arbitration, diplomacy and creative peace-building.   Interests play an important role in a better understanding of conflict. Groups often waste “position negotiations” time. Instead of explaining the interests of their position, they argue on their “lower line.” It is not a useful way to negotiate, because it forces groups to stick to a narrow position. Once they are rooted in a particular position, they will be embarrassed to abandon them. You can do more to “save face” than to find an appropriate solution.
It is generally more useful to explore the interests of the group and then to see which positions correspond to such interests. Dale Eilerman manages Conflict Solutions Ohio, LLC and works with individuals and organizations to improve relationships and performance. Specializing in conflict management dynamics, he provides clinical advice, coaching, advice, training, training, training and mediation conciliation. Dale is a Certified Clinical Advisor and Director of Organizational Learning for a Behavioral Health Organization in Dayton, Ohio. He is also a part-time professor at dayton University and Wright State University. Dale can be contacted at 937.219.4996 or email@example.com. After the meeting, you will have to decide what is the best solution. Check your brainstorming ideas. Star the best ideas – this is what you work during the conflict resolution process. Set a time to discuss them and determine what is the best idea. The third strategy is a normative change, defined as the development and institutionalization of formal principles and informal expectations to create a new context for conflict management.
Standards can also set responsibilities for states to prevent violent conflict. Although standards were established during the Cold War to manage interstate conflicts, a remarkable feature of the post-Cold War era is the attempt to use international standards to regulate or prevent conflict within states.