Conflict ManagementCONFLICT is inevitable in any interpersonal relationship or between members of any group. As we face various types of conflict in many of our life situations, we often feel a lack of confidence and vision of what is truly appropriate to do. Most students find conflict in their personal relationships stressful enough, so any conflict within student organizations becomes extremely unbearable. Those who have a lower tolerance level for anxiety often choose to leave the organization. WHY do we hesitate to manage our conflict? This is often because many of us were 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 free us from the negative conclusion that conflict is a signal of failure. It is in fact 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 several conflict management styles that people use, some of which are more effective. than others. COMPETITION – An individual pursues his or her own concerns at the expense of the other person. It is a power-oriented mode, in which everyone uses whatever power seems appropriate to gain their own position: their ability to argue, their rank or their economy...... middle of paper .. ....n facing the types of people: Start negotiating anyway. Explain why it is in their interest to negotiate and why it is worth them to address existing issues between you. Talk about their problems and how collaboration will help solve them. .Make it their problem. For example: focus their attention on the common image that your subgroups project for the organization. WHEN TRUST IS A PROBLEM – here are some suggestions to solve 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. Listen Make an agreement in such a way that you know when it will be executed. Start small There are people who just can't or won't trust you, but do your best anyway..