Read the Paragraph below and write about 500-600 words solution according to Organizational Behavior (using organizational behavior concepts and terms) and based on 1,2 and 3 below:

Managing Conflict in an Organization

Although conflict is inevitable and desirable in organizations, a high level of unresolved conflict can be destructive. Individuals, teams, or departments that are engaged in high conflict may lose sight of the common goals and focus on winning at all costs. They could withhold important information from others, or even actively sabotage others work.

But nowadays managers and leaders are no longer interested in eliminating conflict completely. Instead, they are interested in finding ways to manage conflict effectively. Managers must consider how complex the source and issues involved in the conflict are, whether they are seeking quick relief or a long-term solution, how much time they have to spend on conflict management, how important the conflict and issues are, and how much power the conflicting parties have.

Ideally, managers are proactive in creating an environment in which the likelihood of dysfunctional conflicts is minimized as the diversity of contributions and talents of others are appreciated. When conflict is not resolved or reaches levels that are too high, managers risk letting differing perspectives go undirected, often resulting in tension and dysfunction rather than creative and progressive change

1. Discuss the main negative consequences when conflict is not resolved in an organization (you can take the example of either private or public organization). Highlight in your discussion, the main disadvantages when conflict is not resolved in your example organization.
2. Discuss the main positive consequences when the conflict is resolved in an organization (you can take the example of either public or private organization). Highlight in your discussion, the main benefits of resolving a conflict in your example organization.
3. Suggest some ways forward for creating an environment in which the likelihood of dysfunctional conflicts is minimized as the diversity of contributions and talents of others are appreciated in your example organization.