From an unhappy customer to a dissatisfied director, business may face the challenge of conflict from any direction. The challenge of conflict is not always properly dealt with. According to a research done by the Center for Effective Dispute Resolution (CEDR), Europe’s biggest alternative dispute resolution body, the approach towards a conflict makes a difference. Most organizations strive for attaining higher sales, profits and growth, but amidst all these, they tend to lose focus on one important aspect, i.e., conflicts, which may be smoldering inside the organization and, if neglected, may become a cause for massive destruction. Effective management of conflict can lessen the amount of time and money spent in trying to solve an issue, reduce the damage it could cause to those involved, and help decision makers make smarter choices much before the damage.

The one thing we all dislike in our lives, whether at work, society or at home, is conflict, unless we develop the hobby of entering into unreasonable arguments. However, we are all a part of society in which human beings, who differ by nature, attitude and approach, constitute a substantial portion. Hence, conflicts are bound to crop up. Conflicts can be classified into professional and personal. Whatever it may be, quick resolution of conflicts is important, as no organization can attain success with conflicting opinions among its human capital. A consensus approach is required for ensuring smooth execution of plans, policies and procedures and building an organization that can last forever.

It involves implementing strategies to restrict the negative aspects and to bolster the positive aspects of conflict at a level equal to or higher than where the conflict is happening. Conflict management aims to increase learning and group outcomes (effectiveness or performance in organizational setting) (Rahim, 2002, p. 208). The striking fact is that conflict management is not concerned with removing the conflict altogether, but with taking a step towards consensus building. Table 1 gives a quick reference for styles of handling interpersonal conflict and the situations where they are appropriate or inappropriate.

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