Conflict Management: Factors, Strategies, and Organizational Impact

This essay provides a comprehensive overview of conflict management within organizations. It begins with an introduction defining conflict and conflict management, emphasizing its significance in achieving organizational goals. The main body delves into conflict management strategies, highlighting the benefits and drawbacks of managing conflict, and the crucial role of managers in resolving issues. The essay outlines the stages of conflict management, including understanding the situation, acknowledging problems, and focusing on solutions, all the way to taking decisive action. It also explores factors that contribute to conflict in organizations, such as unclear responsibilities, interpersonal relationships, and resource scarcity. The essay also discusses various types of organizational conflicts. Finally, the essay concludes by emphasizing the importance of conflict management in preventing disputes, promoting a positive work environment, and increasing productivity. It also discusses how effective conflict management reduces costs, improves workforce productivity, and minimizes risks.

Conflict Management

Table of Contents
Introduction .....................................................................................................................................3
Main body........................................................................................................................................3
Conflict management..................................................................................................................3
Factors that can results in conflicts in an organisation...............................................................6
Measures of reducing these factors of conflicts........................................................................10
Conclusion.....................................................................................................................................13
References .....................................................................................................................................15
Books and referrals ..................................................................................................................15

Introduction
Conflict occurs when people remark due to disagreement, there is a threat to their needs,
concerns and interest. In organisational life conflict is normal part and it provides several
opportunities for improving and understanding of the insight. Conflict management is the
practise of dealing any disputes in an effective way and in balanced way. It is executed with the
business environment which includes problem solving abilities, effective communication and
good negotiating skills for the achievement of organisational goals and objectives. It is said that
when more than one person comes in between then conflict arise in an organisation (Bankova,
and Pavlov, 2020). There are certain factors which create conflicts in an organisation. There are
certain causes which are to be raised in the organisation that are related with logical differences
and opposing goals to power inequities. There are various stages of management conflicts which
are accommodating, avoiding, collaborating, compromising and competing.
With the help of these strategies a person or a manger can deal with conflicts raise in
company. There are certain factors by which conflicts can be raise in an organisation. It can be
due to disagreement, whether resources are being shared equally or not, expectation insufficient
explanation, unexplained changes that can disturb routines and performance and process etc. the
two main reasons for conflict is inadequate communication and competition of resources.
Resources can be in any form staff, financial, supplies etc. so, conflict arises because of them. In
this report there is a discussion of conflict management, factors that can results in conflicts in an
organisation or firm. In further, it also consists of measures by which these factors can be reduce
and mangers can solve those conflicts accordingly. This report consists of an essay which covers
all these points related to conflict management and how they can be resolve by managers or
superiors.
Main body
Conflict management
Distinctive and handling conflicts at well-organized manner, practical and unbiased way
to implement good conveying abilities, good communication ability, problem resolving abilities
with an organisation to accomplish aims and objectives of company is known as conflict
management (Barnes, 2017). In an organisation these can be certain conflicts which can be in
between mangers and employees, they can be in between employees and peer members etc. So,

these can be solving by doing an investigation first so that it could not occur next time. T5here
are certain benefits and drawbacks of manging a conflict in an organisation. These are Time-
time is the major thing which a resolver has to consider because if they are solving any issue
related to conflict then this needs a lot of time. Conflict management is said to be very time-
consuming process (Conflict Management, 2021). Hence time so considered to be the
disadvantage of developing conflict management. Then another is productivity- productivity is
consider to be an advantage of conflict management because the time which is utilised in
developing any strategy is deducted from productivity but in the long term it adds to the
productivity of organisation which saves time and effort both. So, the resolver can focus on
another significant thing in the workplace. Another is situation- conflict can arise in any size and
shapes so there is no exact method of recognising a conflict situation. But in every different
situation, the same strategy cannot be used to resolve the issues and conflicts so for that it
becomes a drawback to company or resolver. On the other hand, developing and creating various
strategies can become an advantageous to the company. Another is creativity- in conflict
management creativity is turn to be advantageous because at every conflict solution, the manager
can bring new ideas and innovation a result in solving conflicts in effective manner. Further
these ideas and an innovation technique can be used later to solve conflicts or to manage
conflicts.
Managing conflicts is the major responsibility and role of managers of a company. To
create a dynamic, healthy and positive environment of company managers should have to solve
all conflict issue related with any of the employees or workforce. The manager should effectively
know to how to solve conflict issues and problems. This can only be done if mangers should
fully know the interest, problems, and limitation to motivate them. Strategies for manging
conflicts at organisation includes organisation practises, special roles and structure etc. conflicts
can be arising due to barriers of goal achievement, incompatibly of goals, competition for use of
limited resources, project priorities and inter personal differences etc can be the causes of
conflicts (Bax, Francesconi, and Delgado, 2019). Conflict management consist of specific
process which is useful for manging conflict effectively in an organisation. These steps do not
guarantee that they can improve likelihood that problems can be understood. This stage provides
useful strategies which can reduce the impact of stress, surprise fear and factors that involves in
dealing with conflicts. The stages are discussed as follows. Understanding situation- as first of all

mangers should have to understand overall situation which is presented at the time of conflict.
For solving issue, it is important to understand the situation first. Then another stage is
acknowledged problems- as in this acknowledging problems and frustration is the important step
which is taken while resolving conflicts. So, after understanding of the situation, the problems
are acknowledged by managers of both of the parties. Then next step is being patient and take
time- in this step, it is important to gather and evaluate all information which is related with the
conflict. Because a too quick decision can sometimes turn into harmful decision so for that all
information should be evaluated. Another step is focus on the problem- in this step, in
organisational some people are known as problematic individual, but it is important to avoid this
perception from individual (Bion, and et.al., 2018).
So, this is to focus on the problems which is raise in the organisation between the
workforce. The next step is to keep communication open- the main objective of managers should
be to resolve the issue of conflict of both the parties. So, it is important to express their words of
both parties, they should share their viewpoint and their perspective to identify problems and
solve conflicts. Then last step is to act decisively- For resolving of problem, it is important to
give time to both of parties and express their viewpoint. This review all circumstances to make
decisions and act. This is considered to be the last step of conflict management process as by this
an individual can solve conflict issues in an organisation. Conflict management consist of
various advantages and benefits of conflicts management. These are reduced costs- it increases
capacity to make healthier decisions in relation with workforce. Also, it generates new ideas and
return on investment by getting teams pulling toward one direction. In addition, it results in
reducing cost of recruitment and training cost. Then another benefit is that it increases
productivity of workforce. As it improves quality of decision-making ability and create
innovative ideas that drives organisation forward. Then another is retaining top performers. It
helps in strengthen relationship between various employees in an organisation. It engages teams
and employees towards communicating each other. Another risk management- as conflict
management helps in preventing violence, aggression, and legal risks etc (Bruno and Rose,
2020). it raises public insights of company brand and reduces using of bad arguments. In
addition, conflict management play a major role in personal lives as conflicts must be avoided
because it spreads negativity in the organisation. As in this individual should start to disrespect
others it is a result of conflicts.

Conflicts managements prevents fall out of between managers and employees and others
employees in the workforce and results in creating life passive and stress-free. Conflict
management helps in identifying alternative to any problem or any issue relating to labour force
conflicts and can be successful implementing of the ideas. Problems can be addressed at the right
time and at right place. Through conflict management managers of the company can prevent risk
and conflict both. They can explore possibilities of solving problems and issues related to the
situation which is occurred. They make sure that problems cannot be lead to big role so they
instant make solution for that problems and solves it as soon as possible (Chai and et.al., 2020).
Conflict management is very important for every organisation because it helps in preventing
fight from first place rather than facing it negative consequences. When manages are try to solve
problems and conflict then employees and workforce also feel motivated and happy. Further,
conflict management helps in stress management if an individual and also results in become a
healthy place and positive environment in an organisation. This helps company in increasing
their productivity and profitability of business and increasing their sales and employee’s
productivity.
Factors that can results in conflicts in an organisation
Organisational conflict is also known as workplace conflict, it is a state which is
described as misunderstanding or disagreement, resultant from actual or apparent opposition of
needs and beliefs, resources and relationship between member of organisation. In an
organisation, when two or more person involves in one task then there is an occurrence of
conflict. Ina simple term organisation conflict is the results of human interaction that starts from
on member and ends with values, attitudes of another member. There are certain factors which
cane influence conflicts. These are unclear responsibility- as if there is lac of responsibility and
role of who will take care of the task and activity then there is an occurrence of conflict in an
organisation. To avoid this roles and responsibilities should be clear of every person in every
department of company so that no confusion will arise. Then another factor is interpersonal
relationship- every individual is responsible for performing their tasks (Chapron and López‐Bao,
2020). They have their own different personality which helps them in resolving their issues and
conflict occurs in organisation. Conflicts in the organisation can also be because of interpersonal
issues between staff members of company. Another scarcity of resources- this is one of the major
issues which is faced by members. It is less of adequate resources like time, money and effect

which can leads to compete with each other and at last results in conflict between two parties.
Next of conflict of interest- when there is disorientation between personal and organisational
goals then conflict of interest may occur because as an individual may fight for his personals
goals which can hamper the overall success of organisation. By all these factors influence
organisational conflicts. There are certain types of organisational conflicts such aa relationship
conflict, task conflict and process conflict.
Relationship conflict is the conflict which arise out of interpersonal between employees
and workforce, it is connected with interrelationship personally not with the project of company
or task which has given to them. Then another is task conflict, as in this conflict can be regarding
nature of work performed by members in an organisation. Next is process conflicts, in this team
members clashes due to the differences in opinion and beliefs and values. They conflict on how
work should be completed. Conflicts in organisation can be personal conflict, then it can be
intragroup or intergroup conflict. Conflicts can have certain cause which says how conflict arise
in an organisation (Charkhakan and Heravi, 2019). These are Task interdependencies- the first
factor which can be found in the nature of interdependencies. If the greater the task of
interdependencies among individuals, the greater conflicts occurs. This is because
interdependencies can result in conflicts of people working in an organisation. The small
disagreements between them can results in creating a major issue or problem. Another is
managerial expectations- as every employee of company is expected to meet it target which is
given by superior or manager. So sometimes these expectations can be misunderstood and not
fulfilled then this results in conflict arises. Another factor is communication barrier- One of the
main reasons of conflict at the workshop is disturbance in the communication, i.e. if one worker
requires certain info from another, who does not reply appropriately, conflict sparks in the
association. If communication is better in the company and within an employee then there could
be positive a heathy environment at the workplace. But disturbance of communication can result
in conflicts between each other (Chukwuobasi, 2019).
Employees should have to listen carefully what another person is saying to them. Next
factors are misunderstanding- misunderstanding of information may be results in conflicts, as its
ca create dispute in the organisation. It is the sense that one person misinterprets some
information and this may lead to dispute in organisation. Another is lack of accountability – if in
ana organisation responsibilities are not clear then some conflicts occur because when problems

arise no members needs to be responsible for that task. They all shift that responsibility to one
another. And this results in increasing in conflicts occurrence. Next is dependence on common
resource pool- Whenever numerous departments must strive for rare resources, conflict is almost
unavoidable. When resources are restricted, a zero-sum game occurs in which someone wins
and, always, someone loses. Another is lack of common performance standards- when there is a
difference in performance criteria of people working in a company same task then this may result
in increasing conflicts between them. This happens because performing same function can
results at the time of rewards management. Then if one person gets rewards and another not then
another might feel insecure and this results in increasing conflicts among them (Claßen and
Schulte, 2017). For example, manufacture workers are often rewarded for their effectiveness, and
this efficiency is simplified by the long-term manufacture of a few products. Sales departments,
on the other hand, are rewarded for their short-term reply to market fluctuations—often at the
expenditure of long-term production efficiency. In such circumstances, conflict rises as each unit
efforts to meet its own performance standards.
Another is individual defences- Finally, a variation of individual alterations, such as
personal abilities, behaviours, and skills, can impact in no small way the nature of personal
relations. Individual supremacy, violence, fascism, and tolerance for haziness all seem to
influence how an individual deal with possible conflict. Truly, such characteristics may govern
whether or not conflict is created at all. Conflict can be arisen due to behaviour also. As conflicts
can be occurred through human thoughts, believes, cultural and feeling and emotions etc. these
are the basic traits of personality. Hence, some the perception nd beliefs of people can arise
conflict in the business environment. The conflict can be arisen due to differing viewpoints about
various issues. From an organisational view point, there can be c0nflict between formal
organisation growth and psychological growth of an individual. While the organisation demands
dependency and full productivity in business performance, on the other hand individuals needs
overall development of them without following anyone in the organisation. So, this may lard to
organisational conflicts. To reduce these conflicts organisations should have to fulfil the needs of
individuals working there (Cobbinah, 2017). This will help them in achieving their
organisational gaols and objectives. Then there can be another structural aspect of conflicts in an
organisation. As these conflicts can be related to structural design of organisation. Some of these
factors are size of organisation and line staff of organisation.

The larger the size of organisation, the more conflict will arise because more of the
employees working in a company who can have various issues related to their work and beliefs
etc. these, there can be greater impersonal formality, less gaols clarity and lack of responsibility.
So, for that organisation mangers should have to work on employees’ requirements and their
needs which they are demanding. This will result in increasing productivity of employees and
they work more effectively in the company. Then another factor which comes in structural aspect
of conflicts is line staff distinction, one of the core sources of conflict is distinction between line
and staff units in an organisation. Line units involves in operations and they are directly related
to the core activities of company. Then another factors which comes under structural aspect of
conflict is participation, in some the company it is notices that subordinates are not allowed to
take part in decision making process of company but then also employees involve so this raise
condition of conflicts (Csupor, and et.al., 2017). So, if subordinates are providing greater
opportunities to take part in organisational decision making then they also feel happy and build
innovative and new ideas. But if they are not given chances then this may result in conflicts
because even, they are working in a company an they are not getting chance of being involve in
decision making process. However, if employees and subordinates get opportunity to innovate
and take decision then there can also be raise in conflicts because different people, have different
ideas. Another is role ambiguity- a role is associated with certain position in an organisation. So,
if his responsibility is not defined clearly then he, may not perform his task effectively. And if
employee performs then if it is not good then must be responsible for that.
So, this can lead to raise in conflicts in organisation. This will create conflicts especially
between those people and that individuals which is responsible for performing those activities.
So, these conflicts can be raised in an organisation. This can be resolve by clarifying roles and
interdependences of people in the organisation. Next is scarcity of resources- when in an
organisation an individual share all their resources like facilities, money, capital, time and staff
assistance, then there can be high competition among employees or workforce. This will result in
becoming more competitive. This raise more competition for them and then conflict can become
quite tense (Dlugos, 2019). In addition, in most of the organisations, conflicts increase because
employees demand of increasing their rewards in an organisation. Rewards can be in any term
like acknowledgement, monetary benefits, appreciation and independence etc. also management
faces certain conflicts which can be internal or external both. External forces are government,

unions and other groups which may influence company policies and regulations. People disagree
for a number of reasons. Further, it is elaborated that manger in the organisation should have to
work effectively and should consider all these points which are to be seen by them.
Measures of reducing these factors of conflicts
Conflict can be manage by a manager of company. Conflict can be raise through many
misunderstanding and misconsulting. But these cause can be faced by manger at the time when
they lead a team of workforce. However, there are various measures which are to be used by
company and manager both to solves those issues and problems of employees or workforce.
These measures helps managers in solving various issues. It is true that in today's environment
where people can have different values and cultural can behave dramatically and they have
various different personality styles and communication styles (Haggard, and Kaufman, 2018).
Many of the organisation prevents conflicts in different manner which are discussed in this
report. These are providing conflict for resolution training- mangers could helps employees in
developing their skills and knowledge so that they could increase their standards and build some
positivity in them. These skills give more confidence in there ability and capability. This reduce
conflicts between them. This makes people more effective at addressing minor conflicts between
them instead of allowing them to become major distractions. Another measures is providing
communication skills training to employees- mangers should have to provide better
communication skills to employees or staff members. This will helps them in increasing their
communication effectively in the organisation.
Also, good communication results in behaving and speaking to someone or other person
effectively in the organization and reducing in conflicts. Then another measure is helping staff
develop positive work relationships- mangers should give employees chances of being getting to
know each other and engaging in various activities of business. This will make them feel more
comfortable with each other. This can be done by providing opportunities for social interaction
on continuous basis (Hill, Webber, and Priston, 2017). This will helps them in building positive
relationship between each other and building their productivity in effective manner. Then
another is implementing team building activities- a manager should improve team relationships
between employees and workforce. These activities provide opportunities fir team members by
getting them more comfortable with each other. It will also identify acceptable behaviours and
different modes of interaction and determining how team problems can be sorted wisely.

Conflicts management another measure is developing strong communication channels- mangers
should have to develop strong channels among employees and staff members of the company so
that they can behave effectively with each other and also with superiors. Mangers can improve
communication by strategically employing informational and in problems solving meetings by
using arrange of organisational communication tools.
Communication tools which can be used in a company should be email, texting, face to
face discussions and online meeting etc. another is creating that environment which encourages
participation of employees because this will helps employees in involving in various
programmes such as decision making tools, suggesting an ideas and innovating something in a
company, mangers should have to provide rewards system to the employees for their better work
in an organisation (Hood, Cruz, and Bachrach, 2017). This will feel them motivational and they
work with full potential. Another measures is providing conflict mediation services for leaders-
there was a time when mangers and superiors cannot mediate a conflict between employees. But
now a days, employees feel that they have experienced and third party can confidentially address
conflict situation. Managers should focus on the organisational gaols and priorities of company.
They should have to treat everyone in the organisation fairly so that employees could feel better
and it is up-to the organisational mangers to behave effective and positive with the people of
their team. Because even the appearance of discriminatory behaviour can create battle situation.
Conflict management consist of various stages which can help them in reducing conflicts in an
organisation. These strategies are accommodating, avoiding, collaborating, compromising and
competing.
Accommodating is the strategies which is made by the managers to manage the conflicts
in the organisation it also in maintaining the peace in the organisation accommodating strategies
abides the organisation by the rules and regulation which helps achieving the goals of the
organisation by creating positive environment in the business. It helps in eliminating the
negativity from the organisation so that performance of the employees can be enhanced. It helps
providing opportunities which help the organisation in dealing with various perspective of the
situation if positive environment will be provided to the employees in helps helps in the growth
and development of the organisation by providing best services to the customers (Kim, and et.al.,
2019). Avoiding strategies is also used by the managers to reduce the conflicts in the
organisation so that peace can be maintained in the organisation. Avoiding strategy helps in

maintain the healthy environment in the organisation if the managers will argue with their
employees on the certain topics then it can affect the performance of the business in the market
to avoid the conflict and maintain the performance of the business this strategy is used. If there is
a short conflicts which is created in the organisation then it can easily be eliminated by the helps
of this strategy. With the helps of avoiding strategy better responses are provided to the
individual by delaying the responses which will helps in reducing the chances of conflicts before
occurring which can provide positive impact to the organisation (Lappalainen, 2019). Avoiding
strategy also helps in focusing on the matter which are important so that goals of the organisation
can be achieved on time.
Collaborating strategy in conflict management helps in providing the best solution of the
problem so that conflict can be reduces easily with the organisation is collaborating with its
employees it will helps the business to motivate its employees towards the achievement of the
goals which will also helps in creating a positive relation between the employees and the
organisation it helps in developing the respect and trust in the organisation which will increase
the performance of the business. It helps in solving the real time problem of the employees
which will automatically eliminate the conflicts from the company. This strategy helps in
developing positive status of the representative which will help in the growth of the individual in
the business. Compromising is also very important in conflict management if the individual can
compromise in certain situation it will helps the business to achieve great height in future.
Compromising strategy is used by the managers of the organisation to maintain healthy
environment in the organisation there are situation where has to compromise to retain the
employees in the organisation without any conflicts so that performance of the business can be
improved and growth of the business can take place. It also the business in managing their
contract with other business so that profit of the business can be increased. Compromising
strategies helps in reducing the stress level in the organisation by managing the conflicts in the
organisation (.Li, and Kinzelbach, 2020).
Conflicts increases the stress level of the managers and the organisation due to which
performance of the business also gets effected. Conflicts strategies helps in providing better
resolution which help in providing competitive advantage to the organisation. Competing
strategy helps in reducing the small conflicts so that it can affect the performance of the business
in the future in this strategy one person has to loose in a situation so that conflicts cannot get

increased and can be eliminated easily. This strategy helps in the emerging solution so that it
spread and affect the growth of the organisation. Competing strategies helps in building the self
esteem of the individual so that unfriendly environment cannot get created and resolution can be
provided at the beginning of the argument which will helps in saving the time of the organisation
which will helps in increasing the profit of the business.
In addition, there are various ways by which mangers can mange conflicts in effective
ways. These are address- as by addressing situational and conflict at the same time can lead to
stop in conflicts but if tit is extended then it can become more difficult to stop it. Because
conflict can easily be solved at that situation but if it is not stopped at that time then it can
become difficult to stop it. Then another measure which is used by managers is importance- it is
suggested that mangers should analyse the importance of situation of conflicts (Ianoş, and et.al.,
2019). Conflicts can be occur at any situation or at any talk between employees and staff
members. It can be through disparity or any reason. So, for that it is advisable that before
approaching of the situation and mangers should talk to the parties effectively to reduce
conflicts. Then another measures which is used by managers could be discussion. As discussion
should be done of situation first as which topic is the conflict about. Mangers should have to
collect verdicts of both -parties before reaching to any conclusion. To reduce conflicts, the
another assure is to be analyse data and information which is the conflicts about. I is said that the
next stage of resolving any conflicts is progression. To come to any final decision, managers
should have to first analyse the situation of conflicts and if they cannot solve it then should take
help of Human resource manager of the company. Another thing which is to be considered to
solve conflicts is resolve conflicts- it is important for mangers to involve both the parties in
discussion and at the time of making any final decision (Jimenez, and et.al., 2019). Mangers
should have to put both of the decisions of both parties and then tells them about final conclusion
and its befits and concerns.
So, these are the ways by which mangers can resolve the conflicts factors which can helps them
in managing conflicts and reducing these conflicts effectively. This will results in bringing
productivity among employees and company both.
Conclusion
From the above essay it is concluded that conflict management is the process of reducing
conflicts at organisation by managers. Conflicts can be raising because of many reasons which

can affect the overall business environment of organisation. In the above report it is analysed
about various conflict factors by which conflicts can be raise in an organisation. Also, there is a
stages of conflict management process which is to be followed by mangers or problems solver to
solves whole issues and organisational conflicts. Rising in conflict can leads to decrease in
productivity, decrease in revenues, disputes among employees, disengagement of employees in
various business activities. So, for that mangers have to make certain strategies to deal with these
conflicts. Conflicts can be raised due to various reason which are discussed above. These are
communication barriers, behaviour of other person and size of the organisation, participation can
become the reason for conflicts. Due to conflicts organisation cannot work effectively and
employees also feel uncomfortable. In this report there is an also a measure which are to be made
by manger in order to reduce conflicts. These measures are handling conflict positively,
concentrate on causes, formation of official grievances procedure for all staff members and
active participation of all parties. These measures help the mangers in managing conflicts
effectively and efficiently. This will result in increasing profitability and revenues of
organisation.

References
Books and referrals
Bankova, I. and Pavlov, V., 2020. Generation Differences And Challenges In The Management
Of Organizational And Management Conflicts In Conditions Of Crisis. SUSTAINABLE
HUMAN RESOURCE MANAGEMENT IN THE CONTEMPORARY ECONOMIC
REALITY, pp.223-230.
Barnes, B., 2017. Financial conflicts of interest in continuing medical education: implications
and accountability. Jama, 317(17), pp.1741-1742.
Bax, V., Francesconi, W. and Delgado, A., 2019. Land-use conflicts between biodiversity
conservation and extractive industries in the Peruvian Andes. Journal of environmental
management, 232, pp.1028-1036.
Bion, J and et.al., 2018. White paper: statement on conflicts of interest. Intensive care
medicine, 44(10), pp.1657-1668.
Bruno, B. and Rose, S., 2020. Ethical Representation by Patient Advocacy Organizations Also
Requires Responsible Management of Potential Financial Conflicts of Interest. The
American Journal of Bioethics, 20(4), pp.59-61.
Cadoret, A., 2021. Conflicts and acceptability of visitation management measures for a marine
protected area: The case of Porquerolles, Port-Cros National Park. Ocean & Coastal
Management, 204, p.105547.
Chai, L and et.al., 2020. The interplays of coopetition, conflicts, trust, and efficiency process
innovation in vertical B2B relationships. Industrial Marketing Management, 85, pp.269-
280.
Chapron, G. and López‐Bao, J.V., 2020. The place of nature in conservation
conflicts. Conservation Biology, 34(4), pp.795-802.
Charkhakan, M.H. and Heravi, G., 2019. Evaluating the preventability of conflicts arising from
change occurrence in construction projects. Engineering, Construction and
Architectural Management.
Chukwuobasi, K.L., 2019. THE UNITED NATIONS AND THE MANAGEMENT OF DAFUR
CONFLICTS (Doctoral dissertation, Godfrey Okoye University Enugu).
Claßen, C.A.E. and Schulte, R., 2017. How do conflicts impact change in family businesses? The
family system and familiness as a catalytic converter of change. Journal of
Organizational Change Management.
Cobbinah, P.B., 2017. Managing cities and resolving conflicts: Local people’s attitudes towards
urban planning in Kumasi, Ghana. Land use policy, 68, pp.222-231.
Csupor, É and et.al., 2017. Types of conflicts and conflict management among Hungarian
healthcare workers. Orvosi hetilap, 158(16), pp.625-633.
Dlugos, G., 2019. The Relationship between Changing Value Systems, Conflicts, and Conflict-
Handling in the Enterprise Sector. In Management under differing value systems (pp.
651-676). De Gruyter.
Haggard, S. and Kaufman, R.R. eds., 2018. The politics of economic adjustment: international
constraints, distributive conflicts and the state. Princeton University Press.
Hill, C.M., Webber, A.D. and Priston, N.E. eds., 2017. Understanding conflicts about wildlife: a
biosocial approach (Vol. 9). Berghahn Books.

Hood, A.C., Cruz, K.S. and Bachrach, D.G., 2017. Conflicts with friends: A multiplex view of
friendship and conflict and its association with performance in teams. Journal of
Business and Psychology, 32(1), pp.73-86.
Ianoş, I and et.al., 2019. Inadequate risk management and excessive response to flood disaster
create unexpected land use changes and potential local conflicts. Land Use Policy, 88,
p.104081.
Jimenez, É.A and et.al., 2019. Understanding changes to fish stock abundance and associated
conflicts: Perceptions of small-scale fishers from the Amazon coast of Brazil. Ocean &
Coastal Management, 182, p.104954.
Kim, M and et.al., 2019. Relationship between preferences for advance directive treatments and
decisional conflicts among low-income, home-based cancer management recipients in
Korea. Journal of Transcultural Nursing, 30(6), pp.587-596.
Lappalainen, P.H., 2019. Conflicts as triggers of personal growth: post-traumatic growth in the
organizational setup. SciMedicine Journal, 1(3), pp.124-136.
Li, Y. and Kinzelbach, W., 2020. Resolving conflicts between irrigation agriculture and
ecohydrology using many-objective robust decision making. Journal of Water
Resources Planning and Management, 146(9), p.05020014.
Ma, W and et.al., 2020. How feasible is regional integration for reconciling land use conflicts
across the urban–rural interface? Evidence from Beijing–Tianjin–Hebei metropolitan
region in China. Land Use Policy, 92, p.104433.
Noble, M.M and et.al., 2019. Understanding the spatial diversity of social uses, dynamics, and
conflicts in marine spatial planning. Journal of environmental management, 246,
pp.929-940.
Olsson, E.G.A. and Gooch, P. eds., 2019. Natural Resource Conflicts and Sustainable
Development. Routledge.
Rao, M.S., 2017. Tools and techniques to resolve organizational conflicts amicably. Industrial
and Commercial Training.
Rossi, P. and Tuurnas, S., 2021. Conflicts fostering understanding of value co-creation and
service systems transformation in complex public service systems. Public Management
Review, 23(2), pp.254-275.
Schneider, B. and Stoellberger, C., 2020. Conflicts of interest among authors of the ESC
guidelines for the management of atrial fibrillation. European Heart
Journal, 41(Supplement_2), pp.ehaa946-3519.
Zeitoun, M., Mirumachi, N. and Warner, J., 2020. Water conflicts: Analysis for transformation.
Oxford University Press.
Zhu, F and et.al., 2019. Value conflicts between local government and private sector in stock
public-private partnership projects. Engineering, Construction and Architectural
Management.
Online
Conflict Management, 2021. [online] Available through <
https://www.totalassignmenthelp.com/conflict-management-assignment-help >