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Abstract

Organizational communication is just unimaginable without conflict. Conflicts are something normal in any organization because people have different opinions and among them, there are people who cannot accept other people’s different opinions. It was first believed that conflicts were something that might destroy manager’s authority but studies in the 1970s showed that conflicts could have a positive, as well as a negative side. There is a common agreement that it is very dangerous for an organization to have both too many conflicts, as well as not to have any conflicts. The present paper is an attempt to discuss conflict and communication in organizations. Conflicts are part of human consciousness in all aspects of life. One cannot avoid conflict, whether at home, at the office, or when watching television news. The consequences of organizational conflict reach further today than ever before as the interface between work and home blurs and organizations experiment with flatter and more decentralized structures. In addition, the complexity of conflict increases as organizations become more open and diverse. Conflict is inevitable and even desirable: “To work in an organization is to be in conflict. To take advantage of joint work requires conflict management” (Tjosvold 2008: 19). It is no wonder that conflict management is receiving increasing attention from top managers and policymakers across major corporations and non-profit organizations.

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