There are several ways we can help in conflict resolution; however, to effectively resolve a conflict, we should adopt various strategies appropriate for that particular conflict. This paper explores strategies for managing different types of conflict, group performance and satisfaction. My research will show that over time conflict resolution tendencies will focus on the content of interpersonal interactions rather than delivery style, explicitly discussing the reasons behind any agreements or decisions reached in the acceptance and distribution of work assignments, and assigning the work to the employees who have that relevant task. experience and expertise, rather than assigning tasks based on convenience. Employees who are successful in conflict management are likely to be proactive in anticipating the need for conflict resolution and developing solutions in a collaborative effort. Conflict management is an effort that guides behaviors aimed at resolving conflicts that may occur between people or groups within an organization. In the workplace, conflict is very common as employees have their own opinion on how tasks are performed and disseminated. Conflict management is further necessary when a company has a large staff department to manage. In each group it is certain that everyone probably has their own points of view and their own ways of resolving conflicts, therefore, groups of employees will strive to demonstrate to their management team that they have the best solution based on their experience, ethnic origin and personality. This type of conflict is called personal conflict. The manager should be able to resolve conflicts with the cooperation of their employees by analyzing the cause of the problem and listening... middle of the paper... ough if no attempt is made to resolve the problem. Additionally, you need to take the time to evaluate all the information provided to avoid making poor decisions that could further alienate the employees involved. Focus on the problem, not the individual. Try to avoid your preconceived notions about the employee. It is important to establish guidelines before conducting some sort of formal employee meeting and to have both employees agree on the guidelines. Also ask them to listen to the other person and try to see things from their perspective. The goal of any manager is to facilitate discussion and identify the issues causing conflict so that both employees can resolve it with each other. Don't leave the matter unresolved and in limbo as taking too long to make a decision can backfire and damage your credibility.