Conflict resolution is directly connected to decision-making and lies on the emergence of a solution in front of confrontation and its implementation. The concept of Alternative Dispute Resolution emphasizes another way to solve conflicts than by power struggles.
 Two Modes of Reflection to Resolve Conflict
In these following lines, conflicts of laws that designate an opposition or contradiction among laws from competing legal systems are not taken into account.
This mode of reflection develops a set of attitudes and behaviours in which reason prevails over emotion. Two main ways to approach a conflict situation can easily be identified. Because a reliable strategy of conflict resolution is developed from the manner to think, ADR is a reflection process. Two kinds of reflection on conflict resolution can be identified:
- Reflection within adversity ®
=> See the section on Reflection within adversity ®, exclusive concept of the scientific process for conflict resolution.
- Reflection within otherness ®
=> See section on Reflection within otherness ®, exclusive concept of the scientific process for conflict resolution.
 Solve a Conflict: Methods and Means
There are several ways to consider how a conflict can be resolved. Three various ways can be pointed out: the constraint, submission and escape, with all the nuances of strategic subtleties that human beings are able to deploy:
- They dispute and discuss:
- They use persuasion
- They use persuasion of a third party
- They do not discuss anymore:
- They use physical force
- They use physical force of a third party
- They give up:
- They escape
- They surrender
- They wait that it will pass
A priori, a conflict resolution eliminates a conflict. The mitigation of a conflict, which involves seeking and reaching a solution, is not the resolution. But a deliberate research aiming the relational pacification of the protagonists is not a conflict resolution concept unanimously accepted, since many people resort to aggressive acts such as revenge, death threat or death penalty, war, massacre, internment, etc... while they insist to attain conflict resolution. Conflict resolution is not necessarily peaceful or pacificatory.
A conflict can be put aside under constraints, domination / submission, escape, but a solution is not assured. The fact that a conflict has found an outcome does not mean it has really been solved. A conflict may end with the protagonist’s death or it can be passed on to the next generation. If a conflict ends in this manner, we could not say it has been resolved.
If there is crushing of one of the parties, this solution does not resolve the conflict. It just becomes latent. Conflict resolution is no more a matter of chance.
Conflict resolution implies the commitment of the parties on principles, a process and procedures. This commitment must be combined with the desire to reach a relational solution.
 Solve by Prevention
The main goal of this approach is to provide to the participants a mutual emotional culture, like during trainings on entrepreneurship in organizations, personal development, etc…
The most common approach for conflict resolution aims at providing each party self-control behaviour and understanding of others.
 Conflict Resolution and Problem Resolution
Conflict resolution is different from problems resolution by the relational aspect: in the first case it aims to eliminate a conflict between people; in the second one, it aims to eliminate an unwanted situation by a person. This definition does not exclude relational problems: a conflict is often experienced as a problem.