Conflict is usually a common problem facing any organization but it need
             not be grave in nature and should not prolong unnecessarily if the
             management knows how conflicts are to be managed and resolved. In my firm,
             the two most important means of conflict management is communication and
             effective diversity management programs. Our firm believes in keeping the
             channel of communication open so the employers can make themselves
             accessible in case a problem arises. Communication is a major problem in
             organizations as employees feel they do not now how to approach the senior
             management when some problem arises. When changes are being planned, the
             importance of communication is heightened. The employers should take the
             staff into confidence and explain clearly why changes are to be introduced.
             Plsek and Kilo (1999) explain: "Change is not so much about overcoming
             resistance, as it is about creating attraction. Viewing the movements of a
             colony of ants over time reveals a detailed pattern of complex behavior and
             many cycles of change as the insects build and then move. Paradoxically,
             the underlying attractors that drive this behavior are quite simple: food
             Lack of communication is in fact the most damaging problem any company can
             face and one that gives rise to an air of mistrust among the employees.
             Open communication also helps the management become aware of the grievances
             of employees. In many companies we notice that communication system is poor
             and employees are usually left alone to suffer in silence. However this is
             not the case in our firm where communication channel is kept open through
             all means of communication. Employees are allowed to give suggestions, show
             disappointment, disapprove of something, lodge a complaint, criticize a new
             program or generally vent their feelings during weekend meetings with the
             human resource managers. This style of conflict management is in tandem
             ...