Conflict could be defined as a process that begins when one of
the parties in the interaction process perceives that another
individual or group has frustrated or about to frustrate the
attainment of their needs and goals. Given the potential for
real or perceived frustration of some needs and goals, conflict
is a basic fact of life in groups and organizations. It is a
universal phenomenon and is an inevitable feature of
organizational life. The very nature of organizations guarantees
the emergence of conflict. First, organizations contain people
with divergent personalities, perceptions, and values. Second,
these people are assigned to jobs that have contrasting
characteristics, impart unequal degrees of status, and
frequently foster competition. Finally, organizations contain
groups that often have conflicting views and they often compete
for scarce resources in order to achieve their goals. Thus,
conflict is an inescapable aspect of social interactions, an
inevitable consequence of the interactions and int