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Conflict seems to be inevitable. It surfaces between people
in every environment.
Most of us do not like to deal with conflict. Many of us prefer to avoid it. However, if the conflict is between people who have a significant relationship, the cost of avoidance can be high, resulting in stress-related illness, withheld information, poor quality decisions, employee turnover, and sabotage.
Resolving conflicts in a way that everyone feels heard, when everyone has had an opportunity to express their basic desires and needs, can generate important long-term benefits -- such as higher productivity, more commitment to achieving common goals, and better quality decisions.
Learn about a model which helps you understand how conflict is viewed and managed in your organization, based on the culture Four Organization Cultures
Contact us to find out how we can help
you resolve/manage disputes in your organization.
There are many good books and
resources available to help you.
The best-selling book Getting to Yes: Negotiating Agreement Without Giving In, by Roger Fisher and William Ury, is a good start.
Another good book is Managing Differences by Dr. Daniel Dana. Check out
Last updated January 1, 2005