**1. Introduction**

Conflicts have been, are, and will be a natural part of our lives. An individual constantly responds to stimuli from the surrounding environment. If they are in conflict with their interests, there is a tension and hence a conflict situation [1]. In accordance with this consideration, conflicts are the reality of our life but some methods of their resolution or non-resolution, such as mutual insults, rudeness and violence, are not necessities of our lives [2].

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Just as in the general view of conflict resolution in people's lives, also in the context of interpersonal conflicts, it is possible to specify their positive impact on human relationships and the social world of people as such. Rue and Byars [3] see this positive effect in a number of areas, highlighting the "dynamizing" aspect of conflict action and its resolution. Social conflicts mobilize communication, emotions, and behavior.

value diversity, anger, and so on. Both concepts of conflict occur at all levels of society—from

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In [2], authors argue with definitions of conflict that are based on awareness of the incompatibility of goals, or activities, or competitiveness. These definitions do not sufficiently take into account what is essential to human relationships, and these are the rules that define how people behave. The authors point to the fact that not all inconsistencies of goals, opinions, and interests are in conflict, especially in a situation where people have the opportunity to meet their needs differently, or if the importance of these factors is not a priority. People may have different opinions and without a significant influence on their relationships. However, these ideas do not exclude the fact that incompatibility of goals, activities, and interests may be the cause of conflicts. These conclusions are confirmed by [11], who argue that a conflict is more

Conflict resolution involves, in particular, the forms of behavior and mutual responses of individuals in a conflict situation [12]. In [13], authors emphasize a dispositional concept in conflict resolution, which is related to a certain form of solving the conflict. The conflict resolution form in terms of the dispositional concept is based on personality traits, power needs, affiliation, and so on.

It is also possible to examine conflicts and their solutions in terms of situational concepts. Rahim [14] describes a contingent approach according to which the individual conflict resolution styles are applied on the basis of an assessment of their adequacy in a particular situation in which the conflict arose. Antonioni [15] points out that not all individuals are able to always

When characterizing the basic concepts of ways of defining and resolving conflicts, it is essential to accept both points of view—disposition and situational. It is not possible to examine conflicts and ways of solving them in isolation from the situation in which the particular con-

The correctness of such consideration is also supported by a number of researches in which attention has been paid within various contexts to analyses of the relationships among situ-

In the background of these projects, a more general methodological problem is often discussed to address the question of how behavioral predictions can be made on the basis of knowledge of stable, dispositional, trans-situational characteristics that affect behavior regardless of the particular situation, or how that particular situation or a type of situations (their perception)

Authors of [22–24] define conflicts within two dimensions—interest in self and own needs, and interest in others. Each style of behavior in a conflict situation is thus a functional level of

flict arose and from the personality traits of the people who deal with these conflicts.

individuals, through small social groups, to large social groups [4].

than a mismatch of interests or a difference of opinion.

use the best style of solution within each conflicting situation.

ational characteristics, personality traits, and behavior [16, 17].

modify the given behavior [18–21].

**3. Conflict resolution**

A productive conflict helps to clarify the issues at stake and plays an important role in the development of interpersonal relationships, social groups, organizations, and communities that are likely to be stagnant if they are trying to persistently prevent these conflicts [4]. However, the correct solution of the conflict also plays an important role in developing the personality of a particular person. That is why it is more important to pay attention to how the conflict should be managed than to prevent it. A major challenge in conflict management is, according to the aforementioned authors, to prevent and avoid the escalation of the conflict, or to exploit its potential for productive discussion. Eggert and Falzon [5] also pointed out the possible positive impact of the conflict, which is linked to a constructive conflict resolution.
