Conflict is an inevitable part of human interaction arising from differences in interests, values, identities, resources, or goals. The way conflicts are addressed determines whether they escalate into violence or become opportunities for constructive change. Over time, scholars and practitioners have developed different approaches to dealing with conflict, namely conflict management, conflict settlement, conflict resolution, and conflict transformation. Although these concepts are related, they differ in their objectives, methods, and long-term outcomes. Conflict management refers to the process of controlling, containing, or limiting the negative consequences of conflict without necessarily eliminating its root causes. It assumes that some conflicts are permanent and cannot be fully resolved. Therefore, the emphasis is on preventing escalation, reducing violence, and maintaining social order. Methods of conflict management include negotiation, mediation, confidence-building measures, peacekeeping operations, and institutional mechanisms. This approach is particularly useful in situations where immediate stability is required, such as ethnic conflicts, workplace disputes, or international tensions. However, since underlying grievances often remain unresolved, managed conflicts may re-emerge in the future. Conflict settlement focuses on reaching an agreement that ends a specific dispute or violent confrontation. It is generally achieved through bargaining, compromise, arbitration, or legal adjudication. The primary objective is to secure a mutually acceptable political or legal arrangement that stops hostilities. Peace agreements, ceasefires, and treaties are examples of conflict settlement. While settlement can effectively end immediate violence, it may not address deeper issues such as historical injustice, social inequality, or identity-based grievances. Consequently, settlements may produce temporary peace rather than lasting reconciliation. Conflict resolution