Conflict ResolutionConflict resolution is the conceptualization of principles, methods and processes that can be effectively applied to manage conflicts and give peaceful solutions to problems that arise because of conflicts. The world today is full of conflicts. Peoples views and perceptions are different and most of the times, conflicts arise because of misunderstandings. In addition, some conflicts arise from arguments and lack of certain virtues such as respect, proper communication and kindness (Bercovitch and Richard 80). People would love to be treated better and when this is not arrived at, negative emotions are developed that ultimately cause conflicts. Disagreements have caused much destruction at work places and in organizations. Conflicts have therefore become a part of our daily lives. However, some ways if wisely followed, can help in resolving conflicts.Many organizations have failed due to conflicts and lack of measures of how to go about them. Leaders and management are supposed to understand how to solve conflicts that may arise between fellow employees and between employees and the management itself. Most of the conflicts that arise in business organizations are financial, followed by human behavior and work conditions (Furlong 121).Conflicts are generally not healthy for the development or the effectiveness of an organization. Firstly, employees get discouraged to work especially when the conflict is between the management and the employees. Therefore, such conflicts lower the productivity of the employees and in turn lower the revenue or the aggregate production of the organization (Furlong120). As much as managers are meant to manage, they should project humane behavior to encourage and energize the workers. Besides, they should be able to give solutions to disputes that may arise among employees. Organizational effectiveness is usually suppressed by conflicts.Techniques for Conflict ResolutionsThere are numerous techniques used to resolve conflicts; one should not negotiate or indulge into an argument when angry. Anger is an emotion that impairs judgment and one should come down and talk about the issue when calmed (Furlong 107). It is advisable to forget the past occurrences especially the resolved ones when resolving a current issue and while doing this, a person should only focus on the problem not the person they are in argument with. During arguments, when there are many feelings involved, they should be communicated assertively. It has been observed the when feelings are communicated aggressively; it fuels the argument more further to its most destructive levels. Concerns should be expressed and blames minimized (Bercovitch and Richard 77). Compliance must not be forced for both persons involved have the right to disagree. When arguing, parties involved should realize that there is no winner or loser in the end of it all. Argument is not a competition but a way of having both the needs of the parties involved met. It should be seen as a collaboration of building power with other than building power over the other. At the end of an argument, parties involved should thank each other for listening (Bercovitch, and Richard 89).Other techniques for solving conflicts involve negotiation. One should first try to define or understand the conflict in real terms. The focus in an argument should be the areas of common interest and agreement. Making assumptions and conclusions concerning the feelings of the other party would only worsen the situation and must be avoided at all costs. One should listen attentively without interrupting the other party and the feedback should not be selfish but considerate. Both parties should generate alternative solutions; and right or potentially correct solutions picked in a bid to settle the conflict.Works CitedBercovitch, Jacob, and Richard Jackson. . Ann Arbor: University of Michigan Press, 2009. Print.Furlong, Gary T. . Mississauga, Ont: J. Wiley & Sons Canada, 2005. Print.