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When discussing conflict in groups, the primary reason for choosing the term "management" over "resolution" is to acknowledge that not all conflicts can or need to be resolved. Let's break down the options:
1. To acknowledge that not all conflicts can or need to be resolved: This is the correct reason for choosing "management." Sometimes conflicts within a group may not have a clear-cut solution, and managing the conflict effectively without necessarily resolving it completely can still lead to positive outcomes.
2. To emphasize the need for immediate resolution of all conflicts: This option is not the primary reason for choosing "management" over "resolution" because not all conflicts require immediate resolution. In some cases, conflicts may need time and careful management rather than rushed resolutions.
3. To highlight the importance of decisive action in conflict situations: While decisive action is essential in managing conflicts, the term "management" implies a more comprehensive approach that goes beyond just quick decision-making. It involves strategies for addressing conflicts over the long term.
4. To suggest that conflict resolution is the sole responsibility of group leaders: Conflict management is a shared responsibility within a group, involving all members, not just the leaders. It's about how the group as a whole navigates and addresses conflicts, not just placing the burden on leaders.
In summary, choosing the term "management" over "resolution" in discussing conflict in groups signifies the understanding that effective conflict resolution doesn't always mean finding a solution but can also involve managing conflicts constructively to maintain harmony and productivity within the group.
