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uring last few decades, business organizations of any country are facing

intense competition not only from domestic organizations, but all around the world. The implementation of World Trade Organization (WTO) is now intensifying competition on a global scale. As a result, numerous organizations are faced with the challenge of introducing innovative changes to enhance their competitive position. The last century has also seen big changes in the world with the collapse of socialism in Eastern Europe and the former Soviet Union. The introduction of the market economies would require managers in these countries to learn advanced management skills. Organizations are constantly changing in order to improve their competitive position, but this does not, of course, mean that our organizations are learning to manage conflict more effectively. Managers and administrators often attempt not so much to understand and deal with conflict functionally as to find ways of reducing, avoiding, or terminating it. It appears that this state of affairs has remained unchanged. As a result, valuable resources are wasted as employees engage in dysfunctional conflict and miss the opportunity of utilizing functional conflict to improve their effectiveness and efficiency. But not all the conflicts happening in business organizations are always growth hampering; it has both negative and positive side. So at first, we need to know the definition of conflict, both the negative and positive aspect of conflict and the importance of conflict management in professional environment.

Definition of Conflict
Conflict is inevitable among humans. When two or more social entities (i.e. individuals, groups, organizations, and nations) come in contact with one another in attaining their objectives, their relationships may become incompatible or inconsistent for desiring a similar resource that is in short supply; having partially exclusive behavioral preferences regarding their joint actions or different attitudes, values, beliefs and skills. [1] A conflict exists when two people wish to carry out acts which are mutually inconsistent. They may both want to do the same thing, such as eat the same apple, or they may want to do different things where the different things are mutually incompatible, such as when they both want to stay together but one wants to go to the cinema and the other to stay at home. A conflict is resolved when some mutually compatible set of actions is worked out. The definition of conflict can be extended from individuals to groups (such as states or nations), and more than two parties can be involved in the conflict. The principles remain the same. [2]

[ ] M. Afzalur Rahim, 3rd Edition, Managing Conflict in Organizations, Retrieved 11 October 2012. 2 [ ] M.Nicholson: Rationality and the Analysis of International Conflict. 1992:11

Different scholars of different countries also provided their definitions of Conflicts which are more or less similar in terms of social interaction involving a struggle over claims to resources, power and status, beliefs, and other preferences and desires. The aims of the parties in conflict may extend from simply attempting to gain acceptance of a preference, or securing a resource advantage, to the extremes of injuring or eliminating opponents. Few of the definitions are ---

Conflict is the perception of differences of interests among people. (Thompson, 1998) Conflicts that are strategic are essentially bargaining situations in which the ability of one participant to gain his ends is dependent on the choices or decisions that the other participant will make. (Schelling, 1960) A conflict exists whenever incompatible activities occur; one party is interfering, disrupting, obstructing, or in some other way making another party's actions less effective. (Deutsch, 1973) Conflict is the process which begins when one party perceives that the other has frustrated, or is about to frustrate, some concern of his/her. (Thamhain & Wilemon, 1986) Conflict is the interaction of interdependent people who perceive incompatible goals and interference from each other in achieving those goals. (Folger, Poole & Stutman, 1997)

The theme of conflict has been with us and has influenced our thinking from time immemorial. It received different degrees of emphasis from social scientists during various periods of history. Over the years the phenomena relating to conflict have fallen within the purview of the historian, the novelist, the philosopher, and the theologian, and have been treated systematically by authors in all of the biological and social sciences. Conflicts between nations, political parties, and ideologies have been examined by the political scientist; conflicts in the market place have been examined by the economist; group conflicts of various kindsfamilial, racial, religious, and social class have been investigated by the sociologist; and the struggle for survival by species of differing genetic endowments has been studied by the biologist. [3]

[ ]Batcheldor, M. (2000) The Elusive Intangible Intelligence: Conflict Management and Emotional Intelligence in the Workplace. The Western Scholar, Fall, 7-9

Conflict Outcome: Negative or Positive

When we think of the word conflict do we generally picture shouting matches, anger, icy stares, or nerve-shattering stressful confrontations? But not all conflict is bad! Conflict is always difficult, but it leads to growth and change, which is good. No one likes pain, but pain wakes one up and tells when to react. If one had his/her hand on a stove, and couldnt feel the pain to know when to remove it, s/hed be in big trouble! If there were no painful stimulus, one would get burned. Its been said that conflict is like a tea bag: one has no idea how strong it can be until it gets into hot water. Some level of organizational conflict is actually desirable its not always dysfunctional. When conflict exists, it generally indicates commitment to organizational goals, because the players are trying to come up with the best solution. This in turn promotes challenge, heightens individual regard to the issues, and increases effort. This type of conflict is necessary. Without it, an organization will stagnate! When conflict does occur, the results may be positive or negative, depending upon how the involving person/s chooses/choose to approach it. Positive Outcomes of Conflict Coworkers who are able to successfully use conflict management strategies to solve problems in the workplace tend to become a more cohesive and unified work group. When a group of people works together through the process of resolving a disagreement in a constructive manner, the group is likely to be more committed to the decision that is reached as well as to the group itself. Working through conflict can create fresh insights that result in unique solutions. Often, the solutions that arise from conflict are better and more creative solutions than would have developed if everyone had been in agreement from the beginning. Effective conflict management can

result in both enhanced overall productivity in addition to the accomplishment of goals. If one can approach conflict positively, it can: Improve the quality of decisions Stimulate involvement in the discussion Arouse creativity and imagination Facilitate employee growth Increase movement toward goals Create energetic climate Build more synergy and cohesion among teams Foster new ideas, alternatives, and solutions Test positions and beliefs

Negative Outcomes of Conflict When all parties involved in a struggle aren't willing to work toward a solution that will resolve the struggle in a positive manner, it is very likely that negative outcomes associated with the conflict will occur. Not only is it difficult or impossible to resolve a struggle when conflict is not managed well, poor conflict management also can permanently damage co-worker relationships and group dynamics. When conflict is managed poorly in the workplace, there is little chance of reaching effective resolutions to the problem situations that are sure to arise. When conflict is poorly managed, people tend to dig in their heels and refuse to listen to any suggestions that differ from what they see as the best solution. There is a general climate of negativity characterized by a lack of give and take. The parties involved tend to choose sides and divide into sub groups based on which side they choose. If conflict is approached negatively, it can: Be destructive and uncontrollable Create ineffective working groups Cause productivity to suffer Reduce the exchange of ideas and information Develop animosities Break down communication Diminish trust and support

Importance of Conflict Management in Professional Environment

Conflict exists; this is a simple fact of life. In any business or personal relationship of any depth, conflict will occur at times. Conflict in and of itself is not bad. Conflict is a neutral and natural occurrence. Conflict has three elements. The first element of conflict is the existence of a struggle of some type. Secondly, the involved parties must have, or think they have, incompatible goals. Lastly, there must be some degree of interdependence between the people who are involved. Conflict can be constructive, and it can be destructive. The distinction comes in terms of how it is managed. What makes conflict positive or negative has to do with how it is managed by the people who are in conflict with each other. Conflict can't always be avoided, and shouldn't always be avoided. Many positive outcomes can result from working through conflict. Properly managed conflict can lay the groundwork for constructive change. The consequences of poorly managed conflict are directly opposite the likely outcomes of conflict that is managed well. When conflict is managed poorly in a work environment, members of the team are likely to be less committed to the group and its decisions. People who work in environments where conflict isn't managed effectively tend to exhibit both low job satisfaction and reduced productivity. The overall culture of the group or organization tends to be very negative. But these dont really decrease the importance of having healthy conflicts in the workplace. Positive conflict is very useful in group deliberations. When faced with a conflict, most healthy groups will look for more information to resolve it. Because the disagreement was expressed, a more thorough investigation will be conducted. When the group makes a decision, it will be based on additional information that probably wouldnt have been obtained had the conflict not occurred. Even though some of the feelings generated by conflict may be negative, disagreement indicates involvement in the discussion. A good argument may be an effective antidote to apathy! There is an old expression, Lets argue so we can make up. So how can conflict management be important for working environment? Usually, conflict results in one side winning at the expense of another. Conflict becomes unhealthy when it is avoided or approached on a win/lose basis, where one side is the winner and one is the loser. As a manager or team member, persons responsibility is to ensure that this situation doesnt occur,

because it has negative effects for both the winner and loser. So we should focus on finding ways that will allow all people to WIN. And this positive attitude of conflict is important for --Change Conflict accelerates change in an organization, especially in small businesses, where it is easy to formulate and implement new policies. Conflict prompts modification of policies and operation procedures in the organization. In cases of extreme conflict, the organization may conduct a complete overhaul of its leadership, bringing in managers with fresh ideas. Goal Congruence A review of the goals and objectives of the business to meet the needs of conflicting parties may result into achievement of goal congruence and coherence in operations. Employees, departments and groups are interdependent within the organization. Competition for scarce resources is a major source of conflict due to different interests. Conflict forces the organizations leadership to realign its objectives towards common goals in order to foster teamwork amongst competing parties. Innovation Conflict that results into healthy competition cultivates innovation and inventiveness amongst employees. In times of conflict, there is a high sense of necessity that results into the emergence of divergent viewpoints amongst employees. It is imperative among the employees to develop new strategies and ways of conducting business in order to keep up with internal competition from their colleagues. Sub-Optimization In instances where conflicting parties engage in extreme disagreement, sub-optimization may result. When conflicting parties push the pursuit of their own interest excessively, the organizations goals end up compromised. Instead of working together to achieve the organization's goals, conflicting parties engage in needless feuds that result in superiority contests. Distortion of goals occurs as parties embark on undermining each other's efforts. Waste of Time and Resources The business may lose precious time and resources at times of conflict. Instead of concentrating on meeting their objectives, employees waste time on divisive issues. Misuse of business materials and funds is quite rampant when conflicting parties engage in "warfare." Wrangles, stress and emotional confrontations reduce the workers' productivity, and eventually, the profitability of the business.

Conflict should be managed, however, before it degenerates to verbal assault and irreparable damage to individual egos. But conscious efforts on individuals part to avoid disagreement may produce feelings of tension and anxiety as s/he tries to watch what others say. Carefully wording statements to avoid conflict restrains group participation and results in frustration. As group members tend to edit their thoughts before communicating with others, the feeling of group unity is adversely affected. Groups must cooperate and work together to be effective. This type of group behavior is known as integrative. A group should try to integrate individual goals into the group goal by --attempting to pursue a common goal rather than individual goals, communicating with other people openly and honestly, trying not to manipulate others, using no threats or bluffs to achieve goals, trying to understand personal needs and other peoples needs accurately, evaluating ideas and suggestions on their own merits, attempting to find solutions to problems, striving for group cohesiveness. In following these calm and composure guidelines, there will always be positive and healthy competitive conflict in the workplace to maintain. There is always only one solution which is quite simple but not easy to follow always; someone does not have to win or lose all the time!