Conflict ManagementCONFLICT is inevitable in any interpersonal relationship or between members of any group. Although we encounter various types of conflicts in many situations in our lives, we often feel a lack of confidence and vision of what is truly appropriate to do. Most students find conflict in their personal relationships already stressful enough, so any conflict within student organizations becomes absolutely unbearable. Those who have a lower tolerance level for anxiety often choose to leave the organization. WHY do we avoid facing our conflict? Often it's because many of us have been raised to believe that conflict is something to be avoided, an experience of failure. However, conflict does not have to lead to failure or even the end of a relationship. We all come to see and experience the world in a different way and we all have different ideas about what is best for "my group" or "our group". Recognizing this fact can help us free ourselves from the negative conclusion that conflict is a sign of failure. In reality, it is a sign that change is necessary, and even possible. The ability to manage conflict is probably one of the most important social skills an individual can possess. There are different conflict management styles that people use, some of which are more effective than others. COMPETITION - An individual pursues his own interests at the expense of the other person. This is a power-oriented mode, in which you use whatever power seems appropriate to gain your position: your ability to argue, your rank, or economy... at the center of the card... in addressing the problem. types of people: Start negotiating anyway. Explain why it is in their best interest to negotiate and why it is worth addressing the issues between you. Talk about their problems and how working together will help solve them. Make it their problem. For example: Bring to their attention the common image that your subgroups project for the organization. WHEN TRUST IS A PROBLEM - here are some tips for this problem: Be trustworthy. Do what you said you would do. Find a higher value that you both agree on. For example; you both want to project the image of your group.ListenMake a deal so you know when it will get done.Start smallThere are people who simply can't or won't trust you, but you still do your best.