When conflict is felt, it is experienced as tension that motivates the person to take action to reduce feelings of discomfort. For conflict to be resolved, all parties should both perceive it and feel the need to do something about it. (Schermerhon 2002) The more deeply we care about something the more intense the conflict. If you deal with people on an everyday basis eventually, you will have to deal with conflict. Conflict steams from different types of beliefs and viewpoints. Depending on how the are handled, conflicts can produce can produce constructive behavior and positive outcomes, or destructive behavior and negative outcomes. (Thomas 2002) The first conflict management style is competition.
In a win-lose conflict, one party achieves its desires at the expense and to the exclusion of the other party's desires. It may result from outright competition in which one party achieves a victory through force, superior skill, or domination.
(Schernerhon 2002) It is that forcing (competition) does not build commitment and people might resent the fact the force used to make something happen. It also falls into the authoritative command that where the manager will force will force his employees to work under his rules and if you do not like it leave or get fired. On assessment 20, I scored a ten on competition. At my job at Eli Lilly, I have not seen this type of conflict within the organization. The second conflict management style is collaboration.
Collaboration management style is a win-win conflict situation. All issues are openly discussed and each employee's views are taken into consideration. Both parties approach the conflict as a mutual problem, allowing everyone to address alternatives that satisfy all concerns. It is the preferred conflict management style. If it is successful, true conflict resolution has occurred. On assessment,