Change invariably brings conflict, often accompanied by the notion that conflict is destructive and negative. William Pettas and Steven L. Gilliland, writing in 1992, comment on the relative lack of literature on conflict management in libraries and the need for library managers to channel conflict to achieve overall organizational objectives.1 While other more recent works have also addressed conflict in libraries, this theme is still not a common one. Library literature often concentrates on the need to eliminate and control conflict, reflected by terms such as "conflict management" and "conflict resolution." In the literature of peace and conflict studies, the term "conflict transformation," as represented in titles by John Paul Lederach,2 Bruce W. Dayton and Louis Kriesberg3 and others in the field, has become more common and represents a constructive solution to conflict situations.
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机译：变化总是带来冲突，通常伴随着冲突是破坏性和消极性的观念。威廉·佩塔斯（William Pettas）和史蒂芬·吉利兰（Steven L. Gilliland）于1992年发表评论说，相对缺乏关于图书馆冲突管理的文献，以及图书馆管理人员为实现整体组织目标而调解冲突的必要性。1图书馆，这个主题仍然不是一个常见的主题。图书馆文献通常集中于消除和控制冲突的需求，这反映在诸如“冲突管理”和“冲突解决”之类的术语上。在和平与冲突研究的文献中，以约翰·保罗·莱德拉赫[2]，布鲁斯·W·代顿（Bruce W. Dayton）和路易·克里斯贝格（Louis Kriesberg）[3]等领域的标题为代表的“冲突转变”一词已经越来越普遍，代表了一种建设性的冲突解决方案。情况。
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