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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 partys 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 employees 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 20 we scored a ten on this management style In the organization I work for they use this type of management resolution all the
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