Problem: 01

Question: 01 In the given scenario, there are two work associates, who are consistently differ in their approach and recommendations, regarding the system and the projects undertaken in the department, because both of them have their own point of views, own way of thinking, but the point is, that both of them are thinking in the favor of system, to improve the system but through their own ways. So the conflict between them is found to be constructive. Question: 02 In order to discover the constructive or destructive elements, I would like to initiate the contest between them for valuable suggestions and recommendations, with enough statistics, references to prove, support their arguments, suggestions. Although there would be competition for generation of best ideas, the competition is directed towards the common goal of organizations effectiveness. Moreover, I would like to go the observation part, to find out that they are respectful and courteous in their disagreements or not? Question: 03 This type of conflict produces valuable, additional information as well as multiple minds for analyses. It is the type of conflict that produces well thoughtful decisions with knowledge of impact. So such a conflict must b managed in order to get the constructive results i.e; increased productivity.

Problem: 02

Question: 01 In the given scenario there is a sort of dispute between contractor and other person on the matter of not to take an action as according to him, that is not required by the contract. Such type of conflicts is destructive in nature, which generally arouse from personal dislike, misunderstanding, a prior business interaction or from a number of other potential sources. Question: 02 Resolving conflict is the best source of action, when behaviors are destructive, the conflict is destructive or unwanted results stem out from the conflict. Like in the given scenario, if you

conflict with a person whom you have to interact every day, and you have to work together, then the conflict must be resolved by either changing the other person, changing the situation, or by changing yourself in order to work effectively.

Problem: 03

Question: 01 Conflict may be constructive or destructive and above that, approach may be constructive or destructive that how you are going to approach that certain conflict, what your strategy, your plans is. Basically your approach toward certain conflict leads to constructive or destructive outcomes. As stated that you are being insulted by your boss, placed you bad infront of your peers. In that scenario, the conflict is constructive and no destructive consequences flowing from it unless you start reacting to it, because a general negative, competitive approach or attitude is often destructive. Question: 02 Avoidance at least on the temporary basis may very well be the best choice when emotions are high, when tempers are hot, when you are unsure of the appropriate action and when the substantive issue is minor as well. So in this provided scenario, temporarily avoidance is the best strategy to fix out the conflict.