How people behave within a conflict is a strong indicator of whether peaceful resolution is a possible outcome of conflict management ( Eunson, 2007). Conflict management is defined as the process that focuses on behavior, relationships, and the context of conflict in order to create and maintain stable communication between people in conflict (Jeong, 2010). It is argued that peaceful resolutions are reached when all parties involved in the conflict have had their individual outcomes satisfied (REF). People have the choice to position themselves with the right intention so that everyone has the opportunity to achieve their personal goals (Rognes and Schei, 2010). Individuals who approach conflicts with the willingness to see the situation from the other's point of view can effectively manage conflicts with a view to resolving them (Rognes and Schei, 2010; Tezer, 1999). If an individual is willing to use empathy to guide their approach to conflict resolution, they will begin the process of finding mutually beneficial outcomes (Rognes and Schei, 2010; Cornelius and Faire 2011). First, in order to analyze fundamental behaviors within conflicts, key approaches are identified by discussing three models of conflict behavior to better understand the nature of behavior and its influences on conflict. Second, an integrative approach to conflict is presented as a productive approach to conflict management. Third, specific behaviors that fit within the integrative model are discussed as well as unhelpful behaviors contrary to the integrative model. An affirmation of the integrative approach to the conflict management debate is undertaken by examining conflict management within traditional African Pygmy settlements. The way people... in the middle of paper... just talk.” In counseling skills. Maidenhead, UK: Open University Press. Obeidi, A. and W. Hipel, K. (2005). The role of emotions in seeing results in conflict analysis. Group Decision and Negotiation, 14, 481-500. doi:10.1007/s10726-005-9004-8Pace, W. and Faules, D. (1994). Organizational Communication (3rd edition). Boston: Allyn and Bacon. Rognes, J. and Schei, V. (2010). Understand the integrative approach to conflict management. Journal of Managerial Psychology. 25(1), 82-97.Tezer, E. (1999). The functionality of conflict behaviors and the popularity of those who engage in them. Adolescence, 34(134), 409-15. Retrieved from http://search.proquest.com.elibrary.acap.edu.au/docview/195930854Wood, J., Zeffane, R., Fromholtz & Fitzgerald, JA (2006). Organizational behavior: basic concepts and applications. Milton: John Wiley & Sons Australia.