To describe the conflict management training practices in 10 large American organizations, a study gathered descriptive data through interviews with organizational personnel responsible for training and development, a review of written materials where available, and observations of the delivery of conflict management training programs. The findings indicated that although varying in size, organizational functions, program design, and employee audiences, the 10 oranizations considered conflict management training to be of considerable importance for their respective employees. Professional level employees participated in diverse and complex discussions of concepts and causes of conflict and potential analytical processes with somewhat lesser attention given to management strategies and tactics. Training for supervisors, on the other hand, primarily addressed individual differences and behavior orientations, strategies, and tactics. Behavior strategies of forcing, smoothing, withdrawal, compromise, and confrontation were commonly presented as management strategies. However, much less specific were presentations of accompanying communicative tactics to enable these orientations and strategies. (The report includes five tables that group data according to participant criteria, program development and delivery, concepts and causes, analytical processes for understanding conflict, and conflict management strategies and tactics.) (HOD)