Define conflict: Conflict is basically a very common term used within the workplace; it may be occurred due to any

reason. The workplace setting is fertile breeding ground for conflicts because of the dynamics and interdependency of the employee-to-employee, residents-to-employee, and in employee-to-manager relationships. Recognizing and addressing the factors that give rise to the potential for conflict can have a positive impact on workplace and the productivity in the workplace. Conflict happens in merely all organizations, good relationships and healthy

workplaces. In unrealistic hospital settings and toxic boardrooms, conflict is good. Conflict can be helpful in making necessary changes within the residential home. However, unresolved conflict can result in feelings of dissatisfaction, unhappiness, hopelessness, depression, and other emotions. Unless we choose to live the life of a recluse and avoid human contact, we will experience conflict. It sometimes occurred due to interaction of human being with the people working with them because of difference in their thinking. Conflict at workplace refers to incompatibility of values as well as goals between two parties when they are working with each other both are trying to control each other and have antagonistic feeling towards each other Sources of Conflict at workplace: Various sources of conflict at workplace are as follows:-

1. Economic conflict: - this type of conflict occurs when all the people working in an organization maximize his benefit only they didnt have care for any in front of his benefit. Mainly union and management conflict are the example of such conflict. 2. Value conflict: - it occurs due to differences in their values, their ideologies, preferences and their beliefs as all the individuals are different so their values, ideologies and beliefs are also different. This will give rise to conflict at workplace 3. Power conflict: - this occurs when one or both the parties use power approach in a relationship as they tried to control each other. It is not like that conflict is of pure nature t should be a mixture of following types of conflict such as conflict between union and management is of economic type but also involves power conflict as both the parties uses the power approach in this as well as it should be possible that their values, beliefs and ideologies are different from each other. The main reason behind the

conflict at workplace is miscommunication or an ineffective communication as well as perception of people working in the organization is different from each other that lead to conflict at workplace

Introduction to the topic Conflict is basically a very common term used in our personal life and life at workplace it may be occurred due to any reason. Conflict happens in happy families, good relationships and healthy workplaces as well as in wacky families, outer space, on remote islands, in unrealistic hospital settings and toxic boardrooms. Conflict is neither good nor bad, it just is. Unless we choose to live the life of a recluse and avoid human contact, we will experience conflict. It sometimes occurred due to interaction of human being with the people working with them because of difference in their thinking. It originates for a number of reasons, such as Differing values, Competition over scarce resources Miscommunication or lack of information Relationship breakdowns

At the center of all conflict are basic human needs. Conflict occurs because our needs are unmet. One of the first steps to take in helping nurses and others, manage conflict is to remind them that it is normal, and unavoidable. The next step is to help people identify that there are a number of ways that each of us responds to conflict and that we all respond in different ways at different times and with different people. Once we understand the various approaches and responses we may have to conflict, we are a long way down the road to being better able to manage it as it arises. Styles used to Manage Conflict In order to manage conflict both in personal and professional life, it is essential to learn skills required to manage conflict. There are basically five styles used for the purpose of managing conflict which are as follows: competing, avoiding, compromising, collaborative, and

accommodating and for this we used two types of scales first one is assertiveness and second is cooperation. The style of conflict management is adopted by an individual by his own wish but which style is adopted depend upon the situation prevailing. Now a brief description of the styles of conflict management is as follows:Competing First style used for the purpose of managing conflict is competing style; it is highly assertive but having low cooperation. When there is a situation of taking decision quickly in that we use competing style in order to manage conflict. In case of unpopular decision sometimes it may possible that people do not take it in a serious manner in order to manage conflict arise due to such situation in case of handling the virtual issues and protecting self interest. Avoiding As the previous style is highly assertive but having low cooperation but the avoiding mode is both assertive ad cooperation having low level for it. Sometimes it may possible that people try to avoid the conflict due to fear as they think that the conflict management skills used by the organization are not appropriate and they not confidence of their skill. Avoiding mode is suitable in a situation where a person want to avoid the situation of conflict due to less confidence in conflict management skills. Collaborative As the name suggests in this type of style the needs of all people in an organization taken in to consideration for the purpose of fulfillment, in this type of style people are highly assertive and in the organization it is considered that everyone is important. In this style suggestions of different people are taken for the purpose of finding out the best solution in order to manage conflict situation. Compromising This style is adopted in such an environment where people working in the organization try to find out the solution which partially satisfied the needs of everyone in the organization. Compromising style is used in a situation where the cost of conflict is greater than the cost of losing ground.

Accommodating This style is used in a situation where people are willing to satisfy the needs of the others but at expense of their own needs. This style is appropriate where peace is considered to be essential as compare to winning. How to deal with conflict? The ways in which we deal with conflict are based on the following The situation arises when there is a clash between differing priorities and preferred outcomes. The outcome that then results can lead to how each party feels following the interaction. Often the person does not have control over the situation or issue causing conflict, but the key area they can influence is their own behavior. By focusing on behavior, each person can affect the outcome of an interaction and the feelings which then result. Typically there are 3 broad approaches to dealing with conflict some of which were outlined by Thomas Kilman. These include:

Fight - Achieving personal goals becomes the driving force when interacting with others at work or in a particular situation. The person in this case will not concede any of their own preferred outcomes. This style can be used when the individual needs of the person are too important to compromise on. There are also people who use this style predominantly regardless of how important the issue is as they see each conflict as a threat and a potential power struggle.

Avoid This behavior can result from a fear of confrontation which the person using the style may have. They may use this approach as a way also of maintaining the relationship as they may not be confident enough to confront the cause of the conflict. This style can also be used when one person feels there is nothing to gain by dealing with the cause of the conflict and they therefore choose to avoid any confrontation. Also it can be used when emotions are running high and the timing may be better to wait before confronting the other person. (Rinehart, 2001)

Resolve In using this approach when dealing with the conflict, both parties tries to resolve the disagreement in a way that is mutually beneficial. In this instance, both sets of needs are deemed to be equally important and dealt with accordingly. Resolution can be achieved when both people involved agree to compromise as a way of moving forward. . Alternatively, it may also be

possible to reach agreement by collaborating. This approach ensures both sets of needs are met without compromise through joint problem solving.