The best way to understand conflict is by scaling and differentiation, so that the benefits of lower levels of conflict can be established and encouraged. This means that different views about the nature of conflict--whether it is always bad or whether some form of conflict can be productive--require discussion. This discussion can then lead to identifying ways of supporting and encouraging the sorts of conflict that are healthy and productive in organizations. It can also lead to recognition of the signs and symptoms of destructive conflict. When destructive conflict does occur there are two major aspects that need to be examined if the conflict is to be dealt with effectively. The first is how to deal with conflict between your self and others, and how to survive conflict between others. And the second is dealing with conflict between other people. Managing your own conflict with other people requires a level of self-knowledge to establish your instinctive approaches to it. You need to recognize that you might need to challenge your natural response to conflict and become more assertive or more co-operative to be effective in dealing with other people. A similar self-awareness is required if you are to learn how to survive when surrounded by conflict, so as to minimize any negative affects on you. The second aspect is the effective management of conflict between other parties. The way to deal with this form of conflict is to apply one of three differing strategies. The first strategy is based upon a short-term attempt to contain or reduce the conflict, in contrast with two longer-term approaches, which are concerned with preventing or resolving the conflict.