Conflict Worksheet

Conflict Worksheet
Associate Level Material
Conflicts Are Important Worksheet
In this assignment, you must write 300 to 450 words on conflict and conflict management. Record
your answers in this worksheet.
Part 1: The Five Conflict Types
Describe each of the five conflict types using paragraph form.
1. Pseudo conflicts:
Pseudo conflicts are not real conflict, only perceived as conflicts. Pseudo conflicts normally occur
due to false dilemmas and false assumptions. A pseudo conflict due to false dilemma would be you
only see two choices instead of looking at other possible options. A pseudo conflict due to false
assumptions is when someone assumes someone is doing something instead of other options.
2. Fact conflicts: ... Show more content on Helpwriting.net ...
The strengths of avoiders is it allows you more time to fully think through the issue. The weakness
is it could keep you from finding a long–term solution to the conflict.
2. Accommodators:
Accommodators allow others to determine the outcome of the conflict. Accommodation may be
appropriate when the conflict is not important to you or when it is easy to make concession for
someone. The weakness is failure to get your own needs.
3. Forcers: Forcers expect to get their needs met regardless of the costs. The strengths of being a
forcer is being able to force action quickly during a crisis. The weakness is not listening to the
opinions, needs, and feelings of others.
4. Compromises:
Compromisers think that both parties should give up something in order to resolve the conflict. The
strength of a compromiser is maneuvering, negotiating, and trading in an attempt to find a solution.
The weakness is some needs might not be met.

5. Collaborators:
Collaborators believe that both parties can and will get their needs met. The strength of a
collaborators is that they share specific information about what they need and listen to understand
what the other party needs. The weakness is the needs of both parties might not be fully understood
or clear.
Part 3: Collaborative Communication
List two methods of collaborative communication and
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Conflict In Sundiata
Conflicts are sometimes destructive, but perhaps they teach a lesson. They are a source of
quarreling, ridicule, and sometimes motivation to reflect on oneself. Conflict in one's life is also a
source of personal growth and learning. Every conflict in life, no matter how small or seemingly
insignificant, shapes a person's character. In the Mali epic Sundiata, the main character, Sundiata,
experiences many conflicts in his life. The conflicts with his family, his physical body, and himself
help to transform his character from a boy with few abilities to a capable young man. Physical
disabilities can be crippling. Some disabilities can be overcome, but no matter what effect they leave
physically, they have lasting effects on character. Sundiata ... Show more content on Helpwriting.net
...
Family relationships can have the greatest impact one's life. Family can encourage, but they can also
criticize and be judgmental. Judgments and attitudes expressed towards a person can either motivate
them or demolish their self–esteem. From the moment Sundiata was born, every step of the way at
every major developmental milestone, Naré Maghan's first wife constantly ridiculed Sundiata and
his mother for his lack of abilities, looks, and overall development. She even called him a "` lion
that crawls on the ground`" (129). This mocking continued for years. The acidulous remarks must
have made him self–conscious in some way, which might have encouraged him to walk. Not only
were the over wives derisive, but also Sundiata's own mother was cynical in her attitude towards
him. Sassouma mocked Sogolon for not having a son that could get leaves from a tree for her,
Sogolon hit him with a wooden board, fed up with his selfishness and showing no interest in
walking (132). When Sundiata offered to get her leaves or even the entire tree, then asked for the
iron bar, one can infer that a change in his character occurred either from feeling ashamed he let
down his mother or from his mother nagging him to walk. Either way, the relationships with his
family and their bullying caused him to make the decision to walk, which was a massive leap
forward in his development as a character. It meant he finally showed a desire to walk,

Intrapersonal Conflict
Intrapersonal conflict reveals itself through different individual attitudes and behaviours. Most of
these attitudes and behaviours may originate from self–induced, emotional or inner feelings which
may include frustration and emotional instability. These attitudes or behaviours may lead to
absenteeism and destructive behaviour among individuals in an organization (Hughes, 2001). Poor
attitudes and behaviours which result from intrapersonal conflict usually decrease the performance
and efficiency of an organization. On the other hand when it is managed in the right manner it helps
individuals promote capacity to adapt and attain a balance in the working relations with the
organization.
The management of intrapersonal conflicts can be achieved through the implementation of two
strategies which include cognitive strategies and behavioural strategies. Cognitive strategies, often
referred to as defence mechanisms, help an individual to falsify, distort or deny a particular conflict.
Cognitive strategies represent an attempt to control or manage negative and disturbing feelings
associated with conflict and to allow an individual to carry on with his normal activities. Cognitive
strategies include repression (an attempt to push conflict out of existence), rationalization (hiding
the truth from oneself), fantasy or even denial of reality. ... Show more content on Helpwriting.net ...
An administrator should know when he is faced with interdepartmental conflict and be informed of
the processes for coping with it or resolving it. When it comes to the management of
interdepartmental conflicts, methods such as conflict avoidance , regulating a conflict by introducing
new rules and procedures, seeking a form of "legalistic" solution, using departmental representatives
to reach a compromise agreement or seeking mediation or arbitration from an outside body are

Conflict Between Conflict And Conflict
Conflict is generally considered a typical part of human interactions and is not in itself essentially
damaging. Rather, it is how conflict is managed that determines whether or not the outcomes are
going to be constructive or damaging (Deutsch, 2006). Thus, conflict management, the method of
managing a dispute and associated conflicts, is very important in producing satisfactory or
disappointing outcomes. It is therefore vitally important to know your conflict management style,
along with its inherent strengths and weaknesses, as a leader of a healthy organization, in order to
deal with conflict in a positive manner.
What Is Conflict?
According to the Merriam–Webster Dictionary, conflict is "a struggle for power, property, a strong
disagreement between people, groups, etc. that results in often angry argument or a difference that
prevents agreement" or a "disagreement between ideas, feelings, etc." Although we normally think
of conflict as negative, it is a normal byproduct of social interaction and is not in itself damaging.
Conflict can occur very easily in an organization, both horizontally and vertically. Prause and
Majtuba (2015) identified four components which create conflict. First, there must be a difference of
opinion or position of the parties involved. A "misunderstanding or discrepancy in opinions or needs
should take place" (Daria Prause, 2015). Secondly, the parties of the conflict should be identified.
Although some parties are not aware of their

Conflict Resolution And Conflict Resolution
The ability to work well with other people within a work environment is fundamental to
productivity and effectiveness in patient care (Marquis & Huston, 2015). However, within active
environments where interactions take place among many people all the time, there is a greater
chance of conflict. Marquis and Huston (2015) mention that within a work environment there often
is a variety of different values, beliefs, backgrounds, and goals coming from each individual. This
leads to the expected outcome that there will be conflict. Within my professional practice regarding
leadership, I want to apply conflict resolution.
Conflict to me is something that I would like to avoid all together. Working at a senior living, I am
the nurse manager, meaning I am in charge of the Certified Nurse Aids (CNAs). When going to
work there are many tasks that I must complete during my shift and the last thing I want to add to it
would be a conflict between the CNAs. Unfortunately, this happens more often than not. The types
of conflicts vary including, intergroup, intrapersonal, and interpersonal conflicts. The most common
type is interpersonal conflict which is a conflict between two or more people with differing values,
goal, and beliefs (Marquis & Huston, 2015). There has been hostility and arguing on the floor, and
this cannot be tolerated or avoided. Regrettably, I have avoided a conflict and the work flow of the
night was disrupted. However, I have had a positive experience as

Hr Conflicts
Associate Level Material Conflicts Are Important Worksheet In this assignment, you must write 300
to 450 words on conflict and conflict management. Record your answers in this worksheet. Part 1:
The Five Conflict Types Describe each of the five conflict types using paragraph form. 1. Pseudo
conflicts: Psueudo conflicts, are conflicts that are not real, but they are only perceived as real
conflicts. Pseudo conflicts can result from two causes: faulty assumptions, and false dilemmas. A
faulty assumption would be asking one of your dental assistants to stay behind, after office hours to
help sterilize instruments. You notice that the dental assistant is leaving the office, and you assume
that they are leaving so that ... Show more content on Helpwriting.net ...
3. Ego conflicts: Ego conflicts occur when a dispute settles on status or power. The initial arguments
may be over some factual question that can be easily answered. However, the ego conflict results
when you argue "who has the right facts." The question of which Republican had the most votes
during the presidential election becomes who knows more about politics. 4. Value conflicts: Value
conflicts focus on personal beliefs that you hold near and dear. Value conflicts usually surface in
personal relationships. For example, my boyfriend and I have been dating for 6 months. We have
discussed marriage with children. I am Catholic and he is a non–denominational Christian. When we
discuss marriage, he constantly reminds me that he doesn't believe in Catholicism. I am a practicing
Catholic, he is not a practicing Christian. We have both decided that eventually we will come to a
compromise where both of our religious needs will be met. 5. Need conflicts: Need conflicts usually
occur when the needs of one individual are at odds with the needs of another. For example, when
you begin cooking Thanksgiving dinner for your family and friends, and you begin a brand new
recipe that requires your undivided attention so that your measurements are precise; your cellular
phone rings and your 6 month old wakes up from his nap. Need conflicts are easily resolved by
redefining or

Conflict
Conflicts do not always have to be destructive. In fact, in many instances, conflicts are incentives
that cause us to take action to accomplish a particular goal. Getting issues out in the open and on the
table allows teams to evaluate an issue with more complete information and, in the end, to make a
better decision.
Too often teams operate as if they're in an volunteer organization. You know what I'm talking about;
everyone is polite during the meeting but then after the meeting's over the cliques form to judge
what he or she said. "I can't believe what a stupid idea that was."
Now why don't we stop pretending to be polite and have the conflict face to face? Weren't you
taught to attack the process, not the person? Save time, ... Show more content on Helpwriting.net ...
Perspectives on conflict in the workplace can be broken down into three categories: the traditional
approach, the behavioral approach, and the interactionist approach. The traditional view, popular in
the early twentieth century, holds firmly to the fact that conflict is destructive and should be avoided
at all costs. By adopting this view, organizations miss out on the many benefits of conflict that can
be brought to their team members. The behavioral approach, which emerged around the 1940 's,
recognized that conflict was inevitable in the workplace. This mode of thinking accepted conflict as
natural, but modern management theory has taken this thinking one step further with the
interactionist approach.
Interactionist theories of conflict don 't just accept conflict, they embrace it and the benefits it can
bring. For a successful and developing company, this is where your thinking should lie. The first
step in effectively managing conflict with this perspective is to determine and control where the
source of conflict arises. When disagreements arise about how projects should be carried out,
objectives should be fulfilled, and long–term goals should be reached, conflict has the power to
spark creativity and enhance problem–solving.
One of the most important elements of managing conflict and reaping its benefits now becomes
clear. Conflict can

Conflict and Negotiations
I. EXECUTIVE SUMMARY
Conflict is a process that begins when one party perceives that another party has negatively affected,
or is about to be negatively affect, something that the first party cares about. It also encompasses a
wide range of conflicts that people experience in organizations.
Conflicts are usually caused by poor communication, lack of openness and failure to respond to
employee needs. Human Relations View Conflict as the belief that conflict is a natural and
inevitable outcome in any group. While Interactionist View Conflict as the belief that conflict is not
only a positive force in a group but that it is absolutely necessary for a group to perform effectively.
There are at least ... Show more content on Helpwriting.net ...
Task Conflict
– Conflicts over content and goals of the work.
2. Relationship Conflict
– Conflict based on interpersonal relationships.
3. Process Conflict
– Conflict over how work gets done.
IV. THE CONFLICT PROCESS
[pic]
Stage I: Potential Opposition or Incompatibility
– Communication
– Semantic difficulties, misunderstandings, and "noise"
– Structure

– Size and specialization of jobs
– Jurisdictional clarity/ambiguity
– Member/goal incompatibility
– Leadership styles (close or participative)
– Reward systems (win–lose)
– Dependence/interdependence of groups
– Personal Variables
– Differing individual value systems
– Personality types
Stage II: Cognition and Personalization
Perceived Conflict
– Awareness by one or more parties of the existence of conditions that create opportunities for
conflict to arise.
Felt Conflict
– Emotional involvement in a conflict creating anxiety, tenseness, frustration, or hostility.
[pic]
Stage III: Intentions
Intentions
– Decisions to act in a given way.
Cooperativeness:
– Attempting to satisfy the other party's concerns.
Assertiveness:
– Attempting to satisfy one's own concerns.

Communication and Conflict
In today 's workforce communication and conflict resolution are paramount to a successful
organization. As with any leadership trait, these skills must be developed and regularly practiced by
leaders. There are many skills involved in both the communication process as well as with conflict
resolution. According to Schermerhorn, the communication process is a simple process of sending
and receiving messages with attached meaning (2005). The process is further defined by having
three elements, those being a source, a receiver and in some instances feedback. Conflict resolution
according to the text, is a situation in which the underlying reasons for a given destructive conflict
are eliminated (Schermerhorn, et al, 2005). We will take a look ... Show more content on
Helpwriting.net ...
3. Use conflict to improve how you react to a situation." (Cox, 2005). Even though conflict is not
always negative, there should still be effective steps in place to manage and resolve the conflict.
There are many lessons that can be learned during the process of conflict resolution.
There are several types of conflict resolution available, with each style being appropriate for
different situations. The five types of conflict resolutions mentioned in

Interpersonal Conflict : Conflict And Conflict
Gaby Wentz
Conflict Paper
Interpersonal conflict is defined as a disagreement between two interdependent people who perceive
that they have incompatible goals (Verderber, 358). There are various dimensions to interpersonal
conflict, but in the grand scheme of things it focuses on the communication amidst people. When
people hear the word conflict, your first instinct is to think of it as holding a negative meaning; but
we have learned that in order for people to grow and fine–tune their problem solving skills, conflict
helps. Throughout my twenty years of existence I have encountered many interpersonal conflicts
with family, friends, bosses, co–workers, and occasionally people I don't know. In this paper I am
going to examine an interpersonal conflict that I encountered with my parents and my closest
friends. I will do this by examining what type of conflict I encountered, and if this was the same for
the other party involved. I will also examine the type of management styles used and how the
conflict could have been different. Before I get into the conflict being examined, I want to give a
little overview of how I grew up and observed my family dealing with conflict. My mom and dad
have very passive–aggressive behaviors, but my dad also deals with conflict in an aggressive
manner. When a conflict would come up, the first thing we do is try to talk about it, but within ten
minutes the house would be filled with yelling, name calling, and tears. We have come to realize

Conflict Between Conflict And Conflict
For this paper, I chose conflict because it is present in nearly every aspect of life, it is unavoidable,
and knowing how to handle it is a valuable tool which I would like to investigate. Webster defines
conflict as "A mental struggle resulting from incompatible or opposing needs, drives, wishes, or
external or internal demands", but the reality is there is no clear definition of how conflict starts, no
two conflicts are the same, and they all start for different reasons over different issues. There are
four types of conflict:
Content Conflict – Disagreement caused by differing interpretations of the meaning of a concept or
an idea.
Values Conflict – Disagreements over management practices which may be value based regarding
how employees should be handled and treated.
Negotiation of Selves Conflict – Conflicts over how one see themselves versus how they are seen by
others. Often people see themselves differently than others see them.
Institutionalized conflict – Conflicts that occur due to the structure of a business or organization.
Some businesses encourage conflict as a part of their decision making process. (Lamberton &
Minor, 2014, p.266) Conflict in the work environment is common. Issues like self–worth,
recognition, team dynamics, and compensation; all provide an incubator for conflict. The most
common causes for conflict in my opinion are: competition, personality conflicts, people who
choose

Conflict Reflection
The module two journal entry was very eye–opening and a great learning experience for me! I was
able to see the different behaviors I exhibited in the workplace strictly due to my perception. It was
also cool to see how perceptions are always changing over time as well as decisions people make
based on their experiences, views, and personal beliefs. For this weeks journal, I want to first start
off by defining conflict. "We restrict ourselves to consider conflict arising from difference, and the
Oxford English Dictionary defines this form of conflict as: '... a serious incompatibility between two
or more opinions, principles, or interests ...'" (Arvinen– Muondo & Perkins, 2013). Conflict can
occur anytime and at any level within an organization. It can occur "at five different levels: personal,
interpersonal, inter–group, inter–organizational and international" (Arvinen– Muondo et al., 2013).
The hardest part is how to handle conflict, in my opinion. As individuals, we all disagree, and even
in groups, and sometimes it can be vicious and destructive, but these differences do not always have
to end up in a conflict. In fact, having an argument is not always bad. It can be beneficial. Every
human has control over their own actions and the behaviors they exhibited, which is why it is a
struggle for managers to get people to put in their skills, effort, and knowledge willingly while they
are actually being directed in order to fulfill goals and help an organization. If workers see

Inter Team Conflicts And Interpersonal Conflicts
When a group of people is brought together to form a team it is inevitable that some type of conflict
will arise. Every member of a team has value and each one must understand that a team without
conflict is necessary to accomplish the goal at hand (Mosley, 2005). There are multiple things that
can lead to conflicts and leaders must recognize these to have an effective team. As a result of this,
the leader must take into account everyone's background and experience level as the team is formed.
This paper will discuss the inter–team conflicts, interpersonal conflicts, why policies are created and
ways a leader can prevent conflicts from happening.
Inter–team Conflict Conflict in teams can have an adverse effect on a team's performance. As a
leader, it is imperative to manage conflict and handle matters before they become unmanageable.
Assessing and managing inter–team conflicts before they arise is critical when stopping conflicts
(Hoegl, Weinkauf & Gemuenden, 2004). When conflict occurs, the trigger or event could be very
minor and seem insignificant at the time. However, if the conflict is not resolved quickly, it could
build up over time, creating a snowball effect. After this happens, it's a matter of time before the
conflict reaches a tipping point and emotions flare up. Conflict can result from a variety of events or
situations. These could arise as a result of misinformation, a misunderstanding between team
members, or a lack of clear and concise

Conflict Between Conflict And Ethics
Conflict and Ethics
Conflict is not an uncommon issue that happens in various placements, including company,
government office, nonprofit organization, or even military. It affects the organization by reducing
productivity, decreasing communication, poorer decision–making, decreasing cooperation, and
political backstabbing (Runde & Flanagan, 2008). However, if the conflict is addressed effectively,
it can stimulate creativity and produce more opportunities for enhance communication, better
understanding each other, and ultimately achieve higher working efficiency (Runde & Flanagan,
2008). So, how to deal with the conflict is an opportunity to test a leader about his/her leadership
skill in an organization. Naturally, leaders would ... Show more content on Helpwriting.net ...
Dr. Anthony M. Hassan is a wise and competent leader. As the CEO of the Cohen Veterans Network,
he oversees the establishment of twenty–five mental health clinics nationwide. His organization
provides services to the veterans, especially for post 9/11 veterans and their families by quality
services, free of charge, and accessible mental health care. The business seems overlapped with the
U.S. Department of Veterans Affairs, which supposes would produce conflicts and making the
relationship between these two organizations as competitors. However, Dr. Anthony M. Hassan set
up a very good relationship with the VA by cooperation positively and providing a special service to
the veterans' families to supplement the gap of services in the VA. It intelligently avoids the
potential conflict with the VA, and effectively assisted him to achieve his goals of 25 mental health
clinics. There is a proverb in China, "education by behavior is much more effective than the
education by language", means educating people by talking with is not as good as showing example
by leader's behaviors, which include ethics, values, decision making, optimism, hope and resilience,
and consistency between their speaking and behaviors. This concept exactly described the theory of
authentic leadership, which emphasizes

The Conflict And Conflict Management Strategies
Robbins and Judge define conflict as a process that begins when one party perceives another party
has or is about to negatively affect something that is cared about. There is a variety of conflicts that
individuals will encounter within their lives. Knowing and understating the conflict cycle and
understanding conflict management strategies will help individuals solve conflict in a reasonable
manner (Robbins & Judge, 2014).
Discussing Contentious Issues/ Bringing Conflict into the Open When managers are faced with
discussing contentious issues or having to bring up conflict within their organizations, there are
several steps that they can take to ensure that all goes smoothly. A process should be put in place
that ensures that all individuals feel safe when bringing up ideas and thoughts. Managers must
prepare and plan for what might come their way. Goals and objectives of the discussion must be
clear to all involved. Goals should be put in writing and a range of potential outcomes should be
shared (Robbins & Judge, 2014, p. 315–316). Next ground rules should be established. Grounds
rules are a list of expected behaviors that individuals must portray during a discussion/meeting. The
following are a list of ground rules that could be helpful when discussing contentious issues.
Don't interrupt
Give everyone equal time to speak
No outside interruptions (cell phones, etc.)
Be respectful of other people's opinions
Address the issue, don't attack the

Reflective Conflict
Conflicts are present in our everyday lives, some big and some small. The degree to which they
impact our relationships largely depends on who is involved and what each party's expectations are.
Conflicts can either go onto a constructive or destructive path depending on how the parties
involved handle the given situation or problem. I am currently experiencing a destructive conflict
with two of my roommates and that is what I will be focusing on for this critical analysis paper.
Folger, Poole, and Stutman (2013), define conflict as, "the interaction of interdependent people who
perceive incompatibility and the possibility of inference from others as a result of this
incompatibility" (p. 4). Using this definition, I will break down my current conflict in order to
describe and analyze it using a variety of concepts and theories. I live in a suite on campus with four
other people which consists of myself, my friend whom I have known since freshman year, her
boyfriend, and two other girls who we did not know prior to moving in. Within a few weeks of
being here, my friend blew something very minor that happened with one of the other girls out of
proportion. Threatening text messages were sent which led to loud, in–person arguments. These
instances led to a meeting with our RA, and later, a meeting with the Hall Director and the RA
because things escalated and got out of hand. More problems have arisen, but this time between my
friend, her boyfriend, and myself. A few

Conflict Management
Conflict Management can often be the toughest task for a leader to handle. It involves dealing with
inter–personal and intra–personal conflict. As a team leader of a technical event called Pulse'09 at
my university, I had to deal with conflicts on a regular basis. Conflicts usually arise either due to
lack of effective communication, different ideologies, lack of resources or due to task
interdependence [3]. It was by far my most life changing experience as it taught me the reason
behind conflicts and the way to resolve them. In this paper, I will be talking about the way I dealt
with conflicts and managed them, the impact they had on the team performance and what I could do
to improve my leadership by contrasting my experience to the ... Show more content on
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Members began to work more for the success of their groups and indirectly contributed to the
success of Pulse'09. Communication was not an issue anymore and meetings were held regularly.
There were times when the groups met more than once during the week to discuss individual
progress. Team meetings saw less of conflicts and more of a productive discussion that was aimed at
the success of the event. Incorporating a reward system, I guess was the key that created a sense of
healthy competition amongst the individual groups and made the members strive towards the goal.
As the event came closer, the more positive I felt about the success of Pulse'09. The last meetings
focused on bringing together the work done by individual groups. The norms remained the same and
thus, the productivity of the team as a whole too didn't seem to lessen. The event was a huge success
and was listed amongst the top 10 technical festivals to attend in the 'Times of India' newspaper.
When I think back now, I feel I could have done a better job in showcasing my leadership skills.
Especially after attending the leadership class, I could have done a lot differently. It was my first
time as a leader and no doubt I had done a good job, but with experience I definitely feel that I could
have executed a better leadership style at the event. If given a chance again, I would definitely be
aware of the

The Conflicts Of Deadly Conflict In Shakespeare's Macbeth
Judd Murphy
Brenda Polk
EN 101
16 October 2017
Deadly Conflicts Poets have always written in their own unique ways that are different from others.
All poets have their own style of writing that sets them apart and allows them to appeal to different
audiences. William Shakespeare was especially well known and still is because of this amazing
ability to write such good plays. Shakespeare's play The Tragedy of Macbeth displays several
characters who struggle with indecision and internal conflict. The characters who face these
struggles are also faced with making tough decisions that have a lasting affect on how the play is
developed. The indecision and internal conflict in this play causes Macbeth and Lady Macbeth
commit irrational actions and enter an intense state of paranoia. This emotional and physical state
that the two characters struggle with is what eventually leads to their downfall. Macbeth's main
struggle is his indecision on weather or not he should kill the king. Macbeth's main reason for
wanting to kill Duncan was because he wanted to become king himself. In Laila Abdalla's article
about the roles of power in Macbeth she says, "Macbeth, I contend, illustrates that the kings
competing notions of power are a formula for calamity." Macbeth has several things to consider
when thinking about killing Duncan such as thoughts of it coming back to haunt him, Macbeth is his
host, and since he is noble many people would miss him. These three thoughts replay over and over
in Macbeth's head causing him to become a little crazy and have irrational thoughts. The Tragedy of
Macbeth has three major internal conflicts that consist of Lady Macbeth pressuring Macbeth into
murdering Duncan, Macbeth's feeling guilt after he murders Duncan, and Macbeth losing his sanity
after Banquo is murdered. Lady Macbeth encourages Macbeth to harm Dunkan in the play, yet
Macbeth procrastinates because he doesn't believe it's the best idea at the time. As time goes on and
Macbeth decides this is what he shall do, he kills Dunkan where he can become king. Seth Clark's
article about Macbeth says, "Macbeth's actions become unjustifiable after the murder of Duncan, the
struggle of Macbeth before and immediately after he

Difference Between Conflict And Conflict
Throughout this course I have learned a lot of different ways to approach conflicts in life. As we all
know encountering conflicts is part of our human nature. No matter what you will somehow come
across a conflict. Sometime being involved in conflicts is out of our hands. The best we can do it
deal with the conflict with a good manner. Just like how in our daily lives we experience happiness,
laughter, and enjoy we also run into conflicts. So basically conflicts are part of our daily lives. Some
of the conflicts people face daily are usually between, siblings, coworkers, partners, and friends.
These conflicts could be solved right away or it could take a long time. Depending on how severe
the situation might be. Once I started reading the book, "Interpersonal conflicts" I didn't expect to
learn so much to be honest. But I'm honored to say that I differently I did. To be honest this book
was very informative, and well explanatory. In order for you to get a good understanding of this
book you had to adopt couple things, like good listening skills, collaboration, activeness, good
family relationships and so forth. Each chapter of the book covered different ways to deal with
conflicts in our daily bases. Mostly conflicts take place at work force the reason being is because
you interact with many people. Sometime people have different views and they end up disagreeing
with each other and that's how conflicts start. But in this class I learned how to deal with conflicts
no

Nature Of Conflict: Traditional Nature Of Conflict
NATURE OF CONFLICT
Traditional View of Conflict
Traditionally, conflict in organisations has been. viewed very negatively. It has been considered
dysfunctional primarily because of the adverse effects it could have on organisational productivity.
Conflict could cause losses in productivity because groups wouldn't cooperate in getting jobs
finished and wouldn't share important information. Too much conflict could also distract managers
from their work and reduce their concentration on the job. The classical writers believed that
conflict is inherently bad and so it must be curbed. They believed that conflict indicates a
malfunctioning within the organisation and it represents management's failure to bind the workers
and the organisation together For instance, Fayol advised that whenever there is a clash between the
interest of the organisation and that of an individual, the interest of the organisation must prevail. '
Thus, traditional ... Show more content on Helpwriting.net ...
This approach encourages conflict on the ground that a harmonious, peaceful and cooperative group
is prone to become static and non–responsive to the needs for change and innovation. It is the task
of the group leader to allow conflicts to happen to keep the group viable, self–critical and creative.
He may stimulate conflict to make the group members innovative and imaginative . . However,
conflicts must be kept under control to avoid their dysfunctional consequences. Thus, it is
inappropriate to say that conflict is all good or bad. It will all depend whether the conflict is
functional or dysfunctional. A functional conflict encourages the group to work for the attainment of
its goals and improve its performance. But a dyfunctional conflict is destructive in nature as it
hinders performance of the organisation.
Positive Aspects of

Inter Ethnic Conflict And Ethnic Conflicts
Topic
Underlying Causes of Inter–Ethnic Conflict in Samburu County, Kenya
Background
Inter–ethnic conflict is one of the major problems facing most Kenya community and mostly the
nomadic communities. Inter–ethnic conflicts involving pastoralists have become widespread and
increasingly severe in the northern region of Kenya. Conflict has often resulted in severe disruption
of social and economic development. It has also constrained efforts to reduce or end poverty and
sustain basic human rights. There has been a recurrence of violence where peace agreements have
been sealed and an escalation of violence where conflicts have hitherto been latent.
Several facts have been advanced to explain the main causes of inter–ethnic conflicts between most
nomadic tribes. Most of these issues revolve around livestock ownership and to get access to scarce
natural resources such as water. Although the pastoral conflicts have deep roots in history, culture
and are generally attributed to their retrogressive and outdated practices, there is more to their
current nature and dynamics. In recent years it is mainly due to the proliferation of modern small
arms, banditry and predation, commercialization of livestock raiding, dispute over land tenure
rights. According to many authors, the cattle raiding which is a cultural practice has become a
widespread, sophisticated, more violent, and destructive among pastoral communities in northern
Kenya (Kumssa, 2009; Leff, 2009; Mahmoud, 2011; Mkutu, 2008;

Cloke On Conflict
In Cloke and Goldsmith's Resolving Conflicts at Work, strategy 1 gives us an overview of conflict
today and the many factors that influence. The authors also explain the many ways nearly every
conflict can be handled. Cloke tells us that differing human perceptions keep us stuck in conflict
longer than is necessary and productive. Early family development sets the default settings for each
person's perception of the situations they will face for the rest of their lives. Cloke goes on to say
that conflict is unavoidable especially because today's media continually subjects Americans to
conflict following a common injunction, "if it bleeds it leads."
Cloke then challenges his readers to release ourselves from pointless, unproductive cultural patterns.
To create a dialogue with opponents to increase awareness and stimulate self–improvement on both
sides because victories won in anger lead to long term defeat. Cloke then describes the internal
process that takes place within our minds when we are faced with conflict, the fight or flight reflex.
Fight or flight can be acted out in many ways and all lead to different outcomes between the
aggressor ... Show more content on Helpwriting.net ...
In all circumstances there is a focus either subjectively on the people or objectively on the result.
You have to decide what type of relationship you want with your opponent when you choose one of
the five methods in responding to a conflict. Cloke firmly believes that collaboration is almost
always the best long term solution to conflicts. In collaborative arguments both parties recognize
conflict can be positive, use empathy to understand the other's position, share responsibility and
satisfy both sides' interests, fully resolve issues, are honest with themselves and their opponent,
speak and act with integrity and clarity, search for small scale collaborative alternatives that increase

The Conflicts Of Conflict In A Letter From Gaza
Can you imagine yourself reading a story without a conflict? A conflict is an essential part of plot; it
is a struggle or problem that faces the character in a story. Stories seem to plot less, if we take the
conflict out of plot. Every story revolves around the opposition of the antagonist and protagonist.
Therefore, stories are interesting and have meaning. Stories usually have more than one kind of
conflict in it. This conflict can be a struggle between a man and nature, a struggle between man and
another man and a struggle between man and his society. These struggles are external. Conflicts can
also be internal, as the struggle between different ideas and elements within a man. In this essay we
will discuss the different types of conflict ... Show more content on Helpwriting.net ...
However, I enjoyed the conflicts in the story "a letter from Gaza". This story is holding a deep
meaning in it , and it teaches us several things: for one thing, loyalty for your country, land and
people is more important than anything else. It is our duty to protect our country from occupation,
stay and fight until your country becomes independent. For another thing, I most important moral
lesson in this story is the act of bravery the thirteen– year –old girl did. She could have saved herself
and rescued her leg but her nobility drove her to sacrifice herself in order to protect her little
brothers and sisters from the bombs and flames that destroyed their

Conflict in Society
Conflict in Society It is a day to day reality within contemporary society to witness constant conflict
among and within social groups. Conflict seems to be an inevitable part of our society, as it is in
many ways hard wired into our biological and psychological selves. Unfortunately, there are, and
always will be, those within society who tend to thrive on conflict, political corruption, and
inequality. There are several sociological theories which attest to how conflict and corruption will
always be present within our society, including the theories of left realism and instrumental theory,
which show how conflict will always be present in society because of our extreme socio–economic
divides and our inability to work together for a common goal.
However, still, if the political and social system provided better for those within society, there might
well be much less crime especially white collar crimes that are so demonized by the legal system
here in the United States. With less corruption and issues that impact the efficiency of how society
provides for its citizens, there would undoubtedly be less crime and conflict within that particular
society. White collar crimes are often "provoked by an extremely unfair social system and are more
accurately interpreted as expressions of rage over unjust economic conditions than as actual crimes"
(Siegel 198). In many ways, this runs true for other types of crime as well, including blue collar
crimes where political and corporate

Conflict Between The Conflict And Supporting Evidence
Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want
your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the
workplace where a co–worker, no matter what you said was always in disagreement with you.
Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an
uneasy situation at home or in the workplace and could result in people being hurt, work not be
accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing
conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict
within an organization or team which I am familiar with, identify and describe the source(s) and
level of the conflict and supporting evidence, describe the steps taken to resolve the conflict,
describe a minimum of three conflict outcomes that could reasonably occur as a result of the
resolution and the support for my reasoning for each possible outcome. First I will begin with a
basic description of conflict. Conflict, in my opinion, is when a disagreement occurs between two or
more people, someone having an opposing view or even an internal conflict such as "should I eat the
entire box of cookies", just to name a few. In fact, according to Baack (2012), conflict is
"circumstances in which one party negatively affects or seeks to negatively affect another party"
(Sec. 7.3). What this means

Conflict Resolution
Erica was night supervisor in ABC company. Her job is to assign the staff and make sure that all
blood units are process for the respective components without loss of any product. One night she
started her shift with so much of pending work. She deligated the night staff their task so as to get
the maximum work done. She then started her own routine work. Ater sometime she noticed that
staff were talking to each other and not paying attention to the work. As it was busy night and she
had a lot to finish ,she came on the floor and asked the staff to go back to workstation. Her tone and
approach was very wrong. She was aggressive and bossing to them as she is supervisor.
The staff did not like her approach but they did not agrue ... Show more content on Helpwriting.net
...
Leader should serve as role model for the followers.In above case the supervisor should have been
assertive not aggressive. The job is to saty cool and calm. This would help her avoid insult and
demeaning the the staffs.
The Manager handled the issue un–professtional maner,especially the position and rank he holda.
He used dysfuctional approach with team members.His reaction was based on the information given
to him by supervisor.In order to be a fair he shouls have analyzed the situation. Managers take a
great step in mangaing the conflict regardless of the intensity of argument. Two of the main
objective of manager are effeciency and effectivness,This are a realistict goal for a manger to atten
when the conflict resolution skills are properly mainfested.
The work place is one of most common place for the conflicts, Considering the work situation,
employee establish a kind of realtionship among each other that keeps a diplomatoc approach but
usally does not go beyond personal level, Employee have to socialize with their coworkers because
people in workplace work collaboratively. Everone works and take efforts to achieve a common goal
for the bebifit of organization. It is always necessary to keep hormony in the workplace and avoid
conflict.
In conclusion, being a proactive ia an important first step in conflict manegemant. One way to
remain in charge of conflict situation is by practising 3Rs
i.e. Responsibilities

Response To Conflict
What can our response to conflict say about one another ?
Dealing with conflict is a way to see different personalities in people.
Some individuals decide to take action to handle the situation while others won't. There are people
like Winston Churchill, a leader , who is brave and will not back down. On the contrary Shmuel , a
prisoner at a concentration camp, deals with conflict the opposite way that Churchill does. Although
their struggles are a bit different , this shows what kind of person they are. Leaders are who people
rely on because of how they deal with challenges. When confronted with a conflict Churchill will go
through any obstacle to win. This is shown is his quote from his speech "Blood Toil Tears and
Sweat,"

Scripture On Conflict
Conflict. It surrounds and permeates every part of humanity. Everyone deals with it. Nations,
schools, churches, families, and individuals all must handle conflict from time to time. So, with all
this conflict, how are we supposed to know the correct way to handle it all? Scripture is full of
various kinds of conflict. Within the Bible, examples of how to and how not to manage every kind
of conflict lines the pages. Scripture provides the ultimate basis for God's plan to resolve conflict.
An Example of Cessation of Proximity In Acts 15:36–41, an interesting conflict sparks between two
of the greatest missionaries in the New Testament. Paul and Barnabas had traveled together on
Paul's first recorded missionary journey. If the results written in Acts 13:4–12 are any indication, the
two men appear to have made quite the team. What could have caused a conflict so great that the
only way to resolve it would be separation? Also going along on Paul's first missionary was
Barnabas' cousin John Mark. However, when Paul, Barnabas, and John Mark reached the city of
Perga in Asia Minor he left the group and returned to Jerusalem. Scripture does not cite any reason
or provide any explanation. John Mark simply left. Fast forward to Paul's second missionary
journey. ... Show more content on Helpwriting.net ...
Fortunately, a wise town clerk had the courage to address the massive throng. Following a lengthy
speech, the town clerk "dismissed the assembly" and the conflict was terminated. Because of the
council of Paul's companions (who insisted that Paul should not address the angry crowd), Paul was
unharmed and the town clerk's speech reminded the people that conflicts ought to be handled
through legal channels rather than riots. The Bible records no damage or injuries from this conflict.
Basically, a terrible situation that could have gone south in a hurry ended with no evidence that it
had ever occurred – all because of a town clerk's wise

Conflict Between Conflict And Conflict Management
1. "People are afraid of conflict because they do not have essential skills to manage it well." This is
true because according to O'Grady and Malloch (2016), conflict is reflection of an insufficient
knowledge of the dynamics of conflict and a lack of capability in its management. In the case of
Nancy, perhaps she needs to undergo specialty training or classes about conflict management in
order to improve their unit's dynamic or interaction.
2. "If you engage with conflict too early, there is a chance that the situation might have been
misconstrued and sufficient time will not have passed to make sure that all of the elements of the
conflict have emerged appropriately." This is false because the earlier recognition of conflicts help
lessen and even inhibit its further development in the clinical setting (O'Grady & Malloch, 2016).
Nancy should not wait that long in dealing with her uncomfortable feelings or concerns with her
staff, and vice–versa. They should have an open communication in dealing with their individual
issues or concerns in order to avoid any cascade of event that will lead to the development of a long
term conflict which may affect the dynamic of their unit (probably may affect their performance as a
team in the end). According to O'Grady and Malloch (p. 131, 2016), "each cascading extension of
the conflict becomes increasingly more difficult to resolve."
3. "Emotions must be controlled and separated from the conflict so that the real issues can be

Conflict Resolution
| |
|Lesson 3 |
|Win–Win Conflict Resolution |
|Introduction |
|In Lesson 3 you will learn another communication skill that in conjunction with Empathic Listening
and I Message will help you |
|establish positive relationships with students, parents, colleagues, friends and family members. This
skill is Win–Win Conflict |
|Resolution. ... Show more content on Helpwriting.net ...
|
| |
| |
|Complete the Practice Exercise |
| |
| |
| |
| |
|Write Win–Win Exercise 3–A and reflection |
|5 |
| |

Conflict : Conflict And Conflict
Conflict is a problematic situation that occurs between interdependent people who seek different
goals or means to those goals. Conflict is inevitable as relationships become closer, more personal,
and more interdependent, more conflicts occur, perceived trivial or minor complaints become more
significant, and feelings become more intense. Conflict has many definitions (opposing viewpoints,
when opponents engage in battle, going against one another in some fashion, incompatibility
between the objectives of two or more characters or forces) and approaches (avoiding,
accommodating, competing, collaborating, compromising). There are five types of conflict, Value,
Relationship, Interest, Data and Structural Conflict. Interpersonal conflict is ... Show more content
on Helpwriting.net ...
Once engaged in conversation with another, an effective conflict manager can employ general ways
and specific techniques to be supportive. Power and conflict go hand and hand. It is up to the
individual to decide how to handle the two. "Leaders must strive to possess a balance between
conflict and power in order to sustain a high–performance working environment" (Hale, 2009, p.1).
Creating and maintaining a more power balanced organization where everyone has the opportunity
to contribute to increase individual's self–esteem. In a general way, people want others to like,
respect, encourage, consult, include, appreciate, and reward them. They want others to ask them
questions, greet them warmly, help them when needed, and make them feel safe. We can also
support others in a more specific way. To do this, we need to determine what traits or characteristics
the other perceives in him or her–self and point out the ones we have in common or are capable of
supporting. Thus enhancing one's communication skills, also known as Data Conflict, is paramount
when seeking to mediate and subsequently resolve conflict. The purpose of resolving conflict within
an organization is to create a win–win situation for all involved. To this end, organizations develop a
protocol to expeditiously and satisfactorily resolve conflict. Often, the protocol is known as the
grievance process. Every faculty and staff of an organization must be given at the time of

Conflict Experiences
Conflict experiences; behaviors that are highly correlated with managing or resolving conflict.
Scenario 1. This reflection on the conflicts of the Executive Director terminating a team member
who I feel was not properly trained to performed or understand the job effectively. I supervise three
paid staff and ten to fifteen volunteers. This particular situation occurred on my day off from work.
The staff member did not get permission from his immediate supervisor to leave work. The
Executive Director (ED) realized the staff member present false information when asked about
informing his supervisor that he needed to leave work. The Human Resources Director (HRD),
supervisor, staff member, convened a meeting in the ED's office the next morning. The ED
attempted to communicate with the staff member by asking him (in a demeaning tone) if he called
the supervisor, yesterday. The staff member became irritated, defensive, disrespectful, insubordinate,
and ... Show more content on Helpwriting.net ...
The new Activity Assistant needed to take time off for a family emergency. The Activity Director
responsibility is to approve and sign all requests to be off documents. The new Activity Assistant
avoided the Activity Director and carried the documents to the Executive Director to sign. The next
morning in the staff meeting the Activity Director informed the HR manager that the Activity
Assistant left without submitting the leave forms to the Activity Director for signature. The HR
manager, said, the Activity Assistant gave the form to the Executive Director and the forms were
sign and approved.
In my opinion, the behaviors that correlated with resolving conflict are not present in scenarios 1, 2
and 3. However, following behaviors are essential to resolving the above conflicts: ccommunication,
encouragement, goal sitting, compromise, forgiveness, compassion, and empathy, finding common
ground, and being an active listener without these components managing conflict could be

The Interlopers Conflict
The outcome of conflicts between characters vary due to the drive each character has. Each
character's drive is shown in how passionate they are about how they want something to end up. The
more you are driven to do something, the more likely that what you want will happen. However, if
two people have the same drive, the conflict will resolve itself in a different way. Conflicts arise in
different ways in each individual story, but most conflicts are introduced during the rising action in
the literary piece. This gives the author of the story time to get the readers wondering. As the rest of
the story unfolds, each reader uses inferences to predict how the conflict will be resolved. Each
narrator's drive towards the conflict is one way to predict ... Show more content on Helpwriting.net
...
This hatred and drive to kill the opposing person allows simple things such as communication to
cease and allows the drive to take the lead. These families' hatred for one another influence the drive
to kill. The two families will not stop until the other one is dead. Therefore, each narrator has the
drive to kill the other one. Once the drive to kill is gone, their plans are altered. Ulrich states,
"Neighbour, if you will help me bury the old quarrel, I will ask you to be my friend," (Saki 4). Each
family has its own drive, each family is willing to kill, one family breaks, both drives are destroyed.
The one family that breaks first is not willing to kill, destroying the other families will to fight. This
is because if one family does not want to fight, what is the point in fighting to the death? The
original outcome does not come true due to the fact that one narrator changed and started
communicating. Once this narrator's drive was known, the other narrator also communicated the
lack of wanting to kill. With both narrator's realizing that neither wanted to kill, their drives changed
and the plan was foiled. The conflict could resolve itself in a different way, though, if only one
narrator has the drive to

Questions On Conflict And Conflict Resolution
Question #1: From Chapter Five 's (5) AWARE "Conflict and Conflict Resolution," one of the
answers out of all the chapters that students and professionals disagreed the most was: "It is
important to come to an agreement at the end of an argument." Professionals agreed that reaching an
agreement is NOT always necessary, while students were undecided but leaned toward supporting
an affirmative response. 1a) Describe your own opinion to this question BEFORE you took the
course, "It is important to come to an agreement at the end of an argument." Upon what was your
opinion based? Before I took the course, I have firmly believed there should be some sort of
agreement at the end of an argument. While I believed that sometimes arguments could never end in
complete agreement, I have always thought that you could always agree to disagree. I understand
that everyone holds their own opinions and beliefs and it can be hard to find a way to align your
beliefs with others, however you can peacefully agree to disagree in terms that you respect and hear
each other's thoughts and feelings. No two people can agree on everything, which is why I think that
by talking about things that are important to one another and listening to each other has to say or
feel will allow you to come to terms with your disagreement. On the pre–AWARE test I answered
that I believed that all arguments should end in an agreement. I interpreted this statement as being
able to both agree to disagree on any type of

Response To Conflict
The way a person responds to conflict can determine success or failure. The type of response a
person has can have an impact impact on them and the people around them. This being said, people
can react to different types of conflict in different ways. Everybody has instincts, but the instincts
vary from person to person. Fight or flight for instance is an instinct that every person experiences
when conflict arises. However whether they fight or flight differs. If someone were suddenly
jumped in a dark alley, one person might try to fight their way out while another may instinctively
take off running in the other direction. For example if I were in a fight or flight situation, I would
most likely fight unless I was outnumbered or my opponent

Castaway Conflicts
In "Castaway" the main character Chuck is facing some conflicts.
On type of conflict is called Man vs. Man, an example for this conflict is the scene where he yelled
at the people in Russia, because they were working slow and he knew could deliver one package
from one place to another quicker. Also was there a conflict between Chuck and Kelly's (his Ex
wife's) new husband. Her new husband didn't want to lose her so he went to meet up with CHuck
instead of her. He wanted to make sure that old feelings wouldn't come up again.
Another type of conflict was man vs. nature, in man vs nature the man had to overcome the
struggles nature brings him. A good example for this conflict was when he tried to escape from that
Island the first time but the

Conflict Management
Conflict is a fact of life – for individuals, organizations, and societies. The costs of conflict are well–
documented – high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families,
prejudice, fear. What many people don't realize is that well–managed conflict can actually be a force
for positive change. Conflict is "an expressed struggle between at least two interdependent parties
who perceive incompatible goals, scarce resources, and interference from others in achieving their
goals" (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According
to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be
pursued and the means for their ... Show more content on Helpwriting.net ...
Each person has a characteristic personality. Such a style reflects our unique wants, needs, and
values. In conflicts, there are specific global patterns that can be identified that are reflective of how
individuals deal with such challenges. These global patterns consist of five approaches to conflict
management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.
Competition is when an individual "achieves a victory through force, superior skill, or domination".
This type of approach fails to address the root cause of the conflict and suppresses the desires of
other conflicting individuals; therefore resulting in future conflicts over the same issues.
Collaboration is when all conflicting parties recognize something is wrong and needs attention. This
is an ideal approach. When collaborating, groups respect each others ideas, opinions, and
suggestions, and understand each others point of view. This allows group members to eventually
accept the logic of a different point of view and accept that logic; therefore resulting in a consensus.
Compromise is when each group gives up something of value to the other group. This is an
appropriate approach when: there is insufficient time, issue not worth time or energy, or there's no
realistic or easy agreement.

Conflict Management
ORGANIZATIONAL CONFLICT MANAGEMENT
1. ABSTRACT
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs,
values and interests between people working together. Conflict takes many forms in organizations;
there is the inevitable clash between formal authority and power and those individuals and groups
affected. There are disputes over how revenues should be divided, how the work should be done and
how long and hard people should work. There are jurisdictional disagreements among individuals,
departments, and between unions and management. Various issues relating to organizational
conflict, techniques, systems and practices for conflict resolution will also be discussed in this paper.
Keywords: ... Show more content on Helpwriting.net ...
Characteristic differences – culture, race, values, gender, personal preferences, age, perception,
social status, etc.
5. REASONS FOR ORGANIZATIONAL CONFLICT
The people are aware of the factors that generate organizational conflicts such as scarcity,
obstruction and incompatible interests or goals. Resource scarcity, monetary, job, prestige or power,
encourages the obstruction of behaviour and organizational conflict arises. Organizational Conflict
can also be broken out when one party avoids the goal achievement of the other one. Reiterating
these ideas, declares that organizational conflict is clearly associated with power and can emerge
when goal achievement of an organization is avoided.
The reasons that justify conflict in organizations: 1. As departments grow, people lose contact with
other departments, or yet, members of a department start to think differently from other areas. 2. The
increase of emphasis in the financial measures as a tool for motivation for managers and the
establishment of different profit centres inside an integrated business system end up creating many
conflicts. 3. The increasing rise of emphasis in functional specialization, politics of promotion and
recruiting reinforce the isolation of departments, generating conflicts. 4. Today there is more room
for workers to show criticism among each other, while this freedom of speech can be beneficial for
society as a whole, in organizational context can be transformed into

Differences And Internal Conflicts : The Causes Of Conflict
 Conflict
When humans interact, incompatibility and conflict are often unavoidable. Mismatches and this
conflict have caused human beliefs, opinions, and knowledge is different from each other, because
of these differences, according to House and Rizzo (1972). In the event of a conflict due to
differences in the perception of the activity of interest or namely Winardi (1990) suggested the
opposition or conflict is a conflict between the needs and goals of individuals or groups. Conflicts
can occur anywhere and at any time, and often can not be avoided so that the individual is required
is how to manage the conflict in order not to have a negative impact. According Tjosvold and
Tjosvold (1995) in the basics of conflict can be divided into two types, namely the internal conflict
and external conflict. Internal conflicts related to what is believed, principles or handle individual
life itself. External conflict occurs when dealing with other people and the environment. Rizzo et al.
(1972) argued that the causes of the conflict can be grouped into three broad categories, namely: the
individual characteristics ie values, attitudes and beliefs, needs and personality, as well as the
perceptions and opinions; situational conditions which can encourage the emergence of conflict,
namely, the circumstances are interdependent, the need to interact with each other, the need for
consensus, differences in status, communication, responsibility, and the regulations are ambiguous;
the

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