The dynamics of a diverse work force characterized by organizational change, competition, and complex communication are increasing attention toward finding new ways of avoiding the costly and destructive outcomes of relationship dysfunctions. Litigation and legal negotiation are two of the most expensive ways of conflict resolution; and arbitration takes the power out of the hands of those in conflict. Conflict mediation, however, moves toward worker empowerment by involving mediators whose role is to help the parties negotiate their own resolution to a situation. Because most workplace conflicts will likely be repeated under new circumstances and in new situations, the goal of conflict management is to empower workers to resolve their own differences of opinion before those differences escalate into conflict. Because of the negative impact of conflict on worker creativity, efficiency, and productivity, many organizations are hiring conflict management specialists to train their employees in positives ways of resolving differences. Adult educators, educational administrators, health care and business professionals, and human resource managers are among those who are assuming new roles as leaders in conflict management. Among the techniques that have shown to aid acquisition of conflict management skills are the following: self-esteem training; drama and role playing; posters promoting conflict resolution; and teaming and in-team intervention. Contains an annotated bibliography of 21 print and Web-based resources. (MN)