ABSTRACT
Conflict can be positive for organizations when it leads to creativity, to constructive tension, and to new ways round old difficulties. But negative conflict diverts and saps energy, harming an organization and hurting the people involved. Conflict comes in two styles within organizations. Hot conflict is obvious, people raise their voices, angry words are exchanged, and it seems to an observer that there is about to be a huge explosion. Cold conflict is more difficult to spot, it is carried on in silence, sometimes an angry sullen silence, and people often deny that it even exists. People who are distressed cannot always cope with their feelings in a rational or mature manner. Anger and unhappiness stated openly and honestly are welcome in a conflict-management Workshop, candour encourages progress, but feelings of distress can be 'projected' onto the wrong target.
