Conflict Resolution Vocabulary Quiz
12 multiple-choice questions on conflict resolution vocabulary: mediation, arbitration, negotiation, compromise, de-escalation, consensus and grievance. B2 level.
This quiz focuses on how the target vocabulary for Conflict Resolution is actually used in context at B2 level, rather than testing bare definitions. Correct answers you will need to identify include terms such as mediator, make a binding decision, compromise, de-escalation and consensus, each embedded in a full example sentence so you have to judge meaning from context, not just recognise an isolated word.
Working through all 12 questions and checking the explanations in the FAQ below is a quick way to spot any terms you are still unsure of. Revisiting the quiz again after a day or two, rather than only once, is one of the most reliable ways to move new vocabulary from passive recognition into words you can use confidently yourself in speaking and writing.
Keep building your conflict resolution vocabulary.
Conflict Resolution Vocabulary — FAQ
What is the difference between 'mediation' and 'arbitration'?
In mediation, a neutral mediator helps parties reach their own voluntary agreement — they have no power to impose a decision. In arbitration, the arbitrator listens to both sides and then makes a binding decision, similar to a judge. Arbitration is more formal and the outcome is legally enforceable.
What does 'negotiation' mean?
Negotiation is a discussion between parties with different interests aimed at reaching a mutually acceptable agreement. Unlike mediation, no neutral third party is involved. Key skills include active listening, empathy, persuasion and finding common ground.
What does 'compromise' mean?
A compromise is an agreement where both parties accept less than their original position to settle a dispute. Each side gives something up so a mutually acceptable solution can be found. It contrasts with integrative bargaining, where creative solutions let both sides gain something.
What is 'de-escalation'?
De-escalation refers to reducing the intensity of a conflict or tense situation. Techniques include staying calm, speaking in a non-threatening voice, acknowledging feelings and avoiding aggressive body language. It is used in workplace disputes, community mediation and hostage negotiation.
What does 'consensus' mean?
Consensus refers to a general agreement among all members of a group, reached through discussion rather than majority vote. A consensus decision is one that everyone can accept, even if it is not every person's first choice. It aims to include all voices and produce outcomes the whole group supports.
What is a 'grievance'?
A grievance is a formal complaint raised by an employee about something they feel is unfair or contrary to their contract. Common grievances relate to pay, conditions, discrimination or bullying. Most organisations have a formal grievance procedure to ensure complaints are handled fairly.
What does 'facilitation' mean?
Facilitation is guiding a group through a discussion or decision-making process in a neutral and structured way. A facilitator ensures all voices are heard, keeps discussion on track and manages conflict. Unlike a mediator, a facilitator may be used in any group setting including workshops and team meetings.
What is 'active listening'?
Active listening is a communication technique in which the listener gives full attention to the speaker, reflects back what has been said and asks clarifying questions. In conflict resolution it helps each party feel heard, which can reduce hostility and open the way to finding solutions.
What is a 'win-win' outcome?
A win-win outcome is a resolution in which all parties feel they have gained something. It is associated with interest-based bargaining, where parties focus on underlying needs rather than stated positions and look for creative solutions that satisfy both sides. It contrasts with win-lose and zero-sum outcomes.
What does 'stalemate' mean in conflict resolution?
A stalemate (deadlock or impasse) is a situation where a dispute cannot be resolved because neither party will move from their position. Breaking a stalemate often requires bringing in a mediator, reframing the issues or exploring underlying interests rather than positions.