Disagreements or arguments can arise in the workplace for various reasons. This can further result in a state of antagonism or opposition, resentment, avoidance, verbal aggression and an inability to work together. This can occur due to personality clashes, style differences, leadership differences, interdependence conflicts, and background or gender differences. With reference to the conflict between Norma and Norma, the disagreement arose due to differences in styles. This was because Norma was looking for a quick result from the project she had started whilst Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all her staff. To have good working relationships, conflicts should always be resolved and thus improve good working relationships between employees, both junior and senior. Professionally, conflicts can be resolved through two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998). Considering the conflict between Norma and Norma with reference to the conflict circle, it is evident that the conflict arose due to external moods and values. The most contributing conflict factor was external moods. Norm received complaints from his wife that he came home late and did not devote his time to their marriage. It forced Norm to ask his boss, Norma, to make his work schedule flexible to allow him to work from home at a time. Due to Norma's need for results, she could not allow Norm to move from home as she considered him one of her best performing co-workers, so she needed his full contribution to carry out the newly started project (West Brooks Stevens, 2009). the conflict was about values; both the Rule and the Norm had value... at the center of the card... and could be harmonized. Psychological and emotional needs can be difficult for a manager to influence. The two models can be useful in resolving conflicts in an organization by managers. This is because they address the approaches used by the boundary, trust dynamics, size, social style, going beyond, and interest/right/power models (Susan Holton, 1998). Reference listAustralian Institute of Aboriginal, (2004). The satisfaction triangle. Retrieved from: http://www.clu-in.org/conf/tio/negotiations4_100810/satisfaction-triangle-Chris-Moore-and-Australia.pdfSusan Holton, (1998). Academic mortar to repair cracks: The Holton model for conflict management. Retrieved from: http://www2.acenet.edu/resources/chairs/docs/Holton.pdfWest Brooks Stevens, (2009). Conflict resolution. Retrieved from: http://www.westbrookstevens.com/conflitto_Resolution.htm