Summary Ting-Toomey starts the article by addressing conflict.

Lencioni also states that obstacles at the outside of the circle are more difficult to resolve, largely because they involve personalities and other issues that are not easy to change. In this way, this conflict resolution model resembles Furlong’s Circle of Conflict model as they both reveal hot-button issues managers should avoid when attempting to resolve conflict. Certainly, the issues toward the outside of the circle in Lencioni’s model and those in the top half of Furlong’s model are the most challenging. Parties that are able to talk about these types of issues must trust each other because doing so involves some type of personal risk (Lencioni 127).

Causes of conflict 4.1 Personality clash 4.2 Office romance 4.3 Passive aggressive behavior 5.

“Conflict can be viewed as a difference in perspectives” (Fernandez 1). No two individuals are likely to see any one thing the same way. As a result, conflict and tension can naturally arise at times. Especially, if one individual sees the need for change and the other is content with the status quo. There are two views of conflict. One is the traditional view that conflict is bad and people should avoid it. The other is the human relationship view that believes that conflict is natural. This view maintains that embracing diversity is healthy, but only when energy and creativity remain properly harnessed. Perhaps, based on a contingency theory, both views are correct at the appropriate time. It is the unhealthy conflict that one should avoid.

Conflict in the Workplace - Term Paper

In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence.

When this type of discussion is conducted successfully, it results in far more than a simple change in how you address the situation or your use of language. Remain open and curious: you have so much to learn from each other. Conflict strategies, however, are one side of the coin; how you handle communication in relation to conflict is the corresponding side. Check out the section on interpersonal communication to get some ideas on how to communicate effectively.


As a manager, it is important to be able to identify and to understand the varying levels of conflicts and how these levels are manifested in different ways. An early sign of conflict is that "nagging feeling" or tension you feel, indicating that something is brewing under the surface. Pay attention to non-verbal behaviours such as crossed-arms, eyes lowered or someone sitting back or away from you or the group. These signs can provide you with important information about your current situation and can help you in assessing your next steps. If these signs are not dealt with in a timely manner, this sense of apprehension can shift to another level of conflict and can be manifested more directly with opposition and conviction. This aspect of conflict is addressed in more depth in the sections below.

Essay on Conflicts - Samples & Examples

Once you know more about where the conflict stems from, you will be better equipped to address it. A variety of factors influence when and how conflict will surface. To get the bigger picture, consider all the sources above before taking action. Now, we will look at the various ways in which we can respond and manage conflict.

Free Conflict Essays and Papers - 123HelpMe

Conflict is an interactive, but opposing behavior between persons, groups or organizations with goals that are not compatible. Conflicts are common in workplaces. Research studies have indicated that conflict is a doubled edged sword, since it has several benefits, yet has the potential to cause severe problems in an organization. Therefore, organizations must find a way of solving disputes. This essay will discuss some of the methods that one can use to resolve conflicts in the workplaces.

Conflict in the Workplace | Workplace Issues

There are two broad types of conflicts in the workplaces. They include functional and dysfunctional conflicts. Functional conflicts are the confrontations between people, departments, or ideas in a manner that enhances the performance of employees. On the other hand, any conflict that hinders the attainment of organizational goals from is dysfunctional. There are three major methods of handling conflict before it becomes dysfunctional.