Conflict comes about from differences – differences of opinion, differences in thinking, differences in needs and differences in values. Sometimes these differences can complement each other, as in diversity. Everyone encounters situations on a regular basis that affect how one works and relates with other people. But sometimes we will encounter conflict and in dealing with conflict comes about resolution. One key element in building effective organizational partnerships is the creation of conflict resolution processes and systems that encourage people to work through conflicts and to use them to build better partnerships. As leaders encourage high performance organizations they also need to design conflict resolution systems that encourage that can be an effective tool in dealing with day-to-day situations. Conflict resolution in organizations builds stronger and more cohesive organizations and more rewarding relationships. When we fear conflict or perceive it as a negative experience, we harm our chances of dealing with it effectively. Moreover, conflict is neither a positive or negative in situation. Conflict is a natural occurrence. Conflict is a by-product of the diversity that

Win-Win conflict is achieved by a blend of both high cooperativeness and high assertiveness (Schermerhorn, Hunt, & Osborn, 2000, p.383). The Win-Win Approach is about changing the conflict from an adversarial situation to a situation of mutual cooperation and satisfaction. The underlying goal in this approach is for everyone to feel undefeated as conflict is usually a power struggle between a subordinate and a superior. When both parties feel as though they have won, both feel they are part of the overall solution of the problem. Sometimes when parties are dealing with conflict, the trust factor is usually compromised. Even when the trust between the parties is limited, the Win-Win approach can be effective. If there is some doubt about the other person keeping their end of the bargain, then cooperation comes into play. For example, if a manager is reiterating to an uncooperative employee that their tardiness is becoming a problem, then the manager can approach the employee by saying, “I understand there are circumstances beyond your control and we have addressed this tardiness situation on several occasions. There is an opportunity to work a flexible schedule, etc.” By breaking down the wall of adversar

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