The contemporaneous business community is being constantly subjected to changing forces in the micro and macro environments. To align to them and ensure continued and sustained development and success, organizations must develop and implement new strategies. But change is often accepted with difficulty by the staff members, who tend to feel confident and safe in a familiar and stable environment. The changes then, alongside with their causes and effects, are often the source of organizational conflicts. The nature of conflict is vast, depending on the parties involved, the reasons that have caused the dispute, the means of managing the conflict or its resolution and effects. Conflicts are not to be embraced within the workplace as they can generate several negative aspects, including a low morale among the employees or disruptions in the operational activities, resulting in low productivity. Also, they can easily lead to the manifestation of improper behavior in the workplace and could even lead to more conflicts arising (McNamara, 2008).
             However the conflicts are often perceived as negative aspects within organizations, this is not always the case. For instance, management specialist Carter McNamara emphasizes on the positive aspects of conflict as they help to point out any complaints or organizational problems that might have not otherwise become obvious. Say for example that an operational manager for an IT team encounters difficulties in properly conducting his duties as he has only limited knowledge of the features of the project at hand. His team members do not say anything in the beginnings as they hope the situation would resolve itself. But since it does not, they become angry and enter a conflict with their supervisor. This will alert the top management of the existence of the matter and the impending need for a resolution. There are four primary reasons as to why conflicts are desirable within the workplace:
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