The second approaches suppose impossibility of management a conflict and optimization of co-operation, in theory grounding development of conflict as a self-regulating mechanism. In place of «decision», «permission» and other similar terms apply a term «overcoming», implying that a conflict is not liquidated, but provides development, strengthening in organization differentiation, foremost professional, and in society — social stratification, what is underlaid social and organizational stability. He is transformed in other conflicts, less destructive, in other spheres, other social measurings. This approach does not deny possibility and even structuralness of political and administrative manipulation (not every) in the initial phases of conflict, but based foremost on providing of informative plenitude of co-operation of subjects and necessary risk, providing possibility of passing to his last phase:

A general tendency is the last years such: all more theorists and practical workers of social psychology are predisposed to the second approaches at some maintainance of orientation on manipulation, psychological softening of destructive displays of conflict. The base in this choice is become by that the first approaches are built on subject-objective intercourse, while second — on a subject-subject.

To the second approaches practicing technologists and , leanings preeminently against such in the design of going in processes and providing of future success of firm and its managers are inclined. They replace «traditional» techniques (including study of public opinion in organization) researches of personnel. Approach allows to calculate the groups of supporters and opponents, thus not real, but foremost potential (especially among not determined in the professional, quarry, preferences, organizationally nonactive), and acceptable forms of work with them.

Choice the manager of one of two approaches determines and choice by him, as a result of the first choices, forms of work and to the command, to structural subdivisions on in conflict situations.

From him must begin today management, on of long duration success and prospect.