Terms in conflict management


All-partiality refers to an attitude of willingness to identify and be partial to all persons involved in a system or conflict.

NeedNeed is the state or experience of a deficiency,combined with the desire toremedyit.
OwnershipPersonalresponsibility or self-responsibility refers to the willingness and duty totake responsibility for one's own actionsand omissions. This also applies to behavior in the event of conflict and thedevelopment ofconflict solutions.
Open-endednessThe result to be achieved is not fixed from the outset.
Escalation/de-escalationIn conflict management, escalation refers to behavioral patterns thatlead to the transition of a conflict to a higher level of intensity. Mutuallyaggravating actions and reactions contribute to escalation. De-escalation means mitigating or preventing conflicts andprocesses that build up, i.e. feedback.
VoluntarinessVoluntariness refers to the subjectively perceived human ability to make a conscious decision when faced with various choices. In conflict management, voluntariness refers to the voluntary participation of the parties in measures such as mediation.
InformednessInformedness means that all conflict parties must be informed about the facts relevant to the decision and the legal situation.
InterestInterest is the cognitive involvement or attention thatapersontakes in a matter or another person. The greater this interest, the stronger the person's interest in the matter.
InterventionIntervention refers to the intervention of a previously uninvolved party in a situation. In most cases, this refers to intervention in a third-party conflict with the aim of resolving it or steering it in a certain direction.
Conflict at workConflicts in working life can occur when work-related or work-relevant interests, objectives or values of individuals, work groups or organizational units are or appear to be incompatible with each other.
Conflict CapabilityThe term conflict capability (ability to deal with conflict) describes the ability to take up a dispute, to deal with it constructively or, if possible, to avoid it in advance.
Causes of conflictThe causes behind conflicts are manifold. Often there are several that are interdependent oroverlap. Common causes of conflict in organizations include: individualdifferences in perception, limited resources, organizational structures, organizational procedures, interdependent work, role conflict, unfair treatment, violation ofterritory, change.
ConsensusConsensus means the unanimous opinion of people on a particular issue without covert or overt contradiction.
MediationMediation is a confidential and structured process in which parties, with the help ofone or more mediators, voluntarily and autonomously seek a mutually agreeable resolution of their conflict. A mediator is an independent and neutral person without decision-making authority whoguidesthepartiesthrough the mediation.
NeutralityNeutrality refers to an impartial, unbiased approach to the conflict.
IndependenceIndependence stands for the state of autonomy and self-determination as well as the ability of a person to self-determine.Individuals and organizations that act without the close ties and influence of other partiesare referred to as independent.
Duty of confidentialityThe duty of confidentiality(Schweigepflicht) is the legal obligation of certain professional groups, e.g. doctors, lawyers, not todisclosesecrets entrusted to them tothird parties without authorization. Both private individuals (professional secrecy holders) and public officials of the state itself (so-called official secrecy) can be obligated.
ConfidentialityConfidentiality is the property of a message to be intended only for a limited group of recipients. Disclosureand publication are notdesired. Confidentiality isprotected by legal norms; it can also bepromotedor enforcedbytechnical means.