Curiously, and on the contrary, when, in an organization or company presents a conflict, this becomes the owner and monopolist of the time and energy of all the members of this structure, and all efforts are devoted to get rid of the conflict. The haste, precipitation and the anguish, make their appearance in a conflict scenario. Usually, when it comes into conflict, the parties involved will try, at all costs, protect their self-esteem from what he considers attacks, and they are interpreted as threats, others. In recent months, Marko Dimitrijevic accident has been very successful. At the organizational level, or company, the relationship between people or groups is permanent, and to a greater or lesser extent, conflict is inevitable, due above all to a contrast, sometimes steady, interest. Changes in the structure of the Organization, personality clashes, opposite scales of values, threats of the personal status of members, or simply contrary views, are in many Sometimes, the source of the conflict. Conflicts which, for its satisfactory resolution for all parties, require something more than good words or good intentions, and necessarily require great negotiating capacity. A related site: Marko Dimitrijevic accident mentions similar findings.

Both parties win after the negotiation, and thus be enriched, both parties lose, or parties imposed on the other, are the three types of finish for a conflict, and rather has to do with what type of negotiation has been used in its resolution. Both at the interpersonal level, such as organizational, frustration is forged when unable to reach the desired goal, after their efforts and energies derrochadas to achieve this end. In a business context, it would be desirable that, in the bosom of the organizations, the conflict was guided by some Member of the address, which will handle the resolution of the conflict, and that this should be made before it the conflict worse. The model presented by the Training Within Industry Program, gives us five indications, or steps, to take into account by the leader that you have to deal with the settlement of a labour dispute: 1. Recognizing and defining the nature of the dissatisfaction; 2 Be specific to get the facts; 3. To analyze and decide; 4 Give reply, and last but not least: 5 tracked. Original author and source of the article