Organizational conflictOrganizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management.
Conflit (sciences sociales)thumb|Dessin d'un conflit interpersonnel. Un conflit, ou situation conflictuelle, est un état d'opposition entre personnes ou entités. Le conflit est chargé d'émotions telles que la colère, la frustration, la peur, la tristesse, la rancune, le dégoût. Parfois, il peut être fait d'agressivité et de violence. Le terme conflit est également utilisé pour décrire un état de contradiction (par exemple contradiction de textes juridiques ou conflit de loi) ou de contre-indications (par exemple l'usage de médicaments par des patients présentant des pathologies particulières) ou d'incompatibilité (systèmes en place mais dont la coexistence dans un même contexte ou dans une même vision n'est pas garantie).
Bethe ansatzIn physics, the Bethe ansatz is an ansatz for finding the exact wavefunctions of certain quantum many-body models, most commonly for one-dimensional lattice models. It was first used by Hans Bethe in 1931 to find the exact eigenvalues and eigenvectors of the one-dimensional antiferromagnetic isotropic (XXX) Heisenberg model. Since then the method has been extended to other spin chains and statistical lattice models. "Bethe ansatz problems" were one of the topics featuring in the "To learn" section of Richard Feynman's blackboard at the time of his death.
