Abstract: Conflict is perceived as a social problem and its occurrence at organizational level is of versatile nature but their impacts may exert either positive or negative effects or even both. Conflict if mishandled results in tension, stress, quarrels, social disagreements. Conflicting interests among the individuals and groups of people resultantly affects the organizational performance adversely. In this research the nature, types, causes, and cost to manage the conflict along with its effects at individual and organizational levels and organizational performance is discussed. A self-administered questionnaire is used to collect data. The survey respondents from the eight corporate sector organizations are selected for this study. 120 questionnaires were distributed among the study respondents. Results shows that the two most commonly faced conflict types are intra-personal and inter-personal conflicts. Both employees and managers gave their shared concerns that emergence of conflict does not primarily bring positive effects to the organizational performance; rather it brings negative effects more to the work performance and organization’s productivity. Albeit, out of the five most popular conflict management strategies, three strategies come out to be the most adopted ones by the managers and other employees; these include: integrating, dominating and compromising
Background of the study
The conflict is an action, which occurs due to sort of dissimilarities. Sometimes different behaviors adopted by the members are subjected to the conflict. Conflicts may arise from the contradictory goals and interests and the results may deteriorate the organization.
The need for the relevant management must be projected whenever there is a hint of conflict present in the workplace. Thus, the problem statement is “what are the impacts of conflict and the conflict management...