Conflict is an inevitable aspect of human interaction arising from differences in interests, values, identities, beliefs, and access to resources. Over time, scholars and practitioners have developed different approaches to address conflicts, namely conflict management, conflict settlement, conflict transformation, and conflict resolution. Although these concepts are related and often overlap in practice, they differ significantly in their objectives, methods, and long-term outcomes. Understanding these distinctions is essential for designing appropriate strategies for achieving sustainable peace. Conflict management refers to the process of limiting, controlling, or containing conflict so that it does not escalate into violence or cause further damage. It does not necessarily aim to eliminate the underlying causes of conflict but seeks to regulate the behaviour of conflicting parties. Conflict management includes negotiation, mediation, confidence-building measures, ceasefires, and institutional mechanisms that prevent disputes from becoming destructive. Governments, international organizations, and peacekeeping forces frequently use conflict management techniques to maintain stability. This approach is particularly useful in situations where immediate violence must be prevented or where complete agreement is difficult to achieve. However, because it often leaves root causes unresolved, conflicts may re-emerge when circumstances change. Conflict settlement focuses on reaching a mutually acceptable agreement