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HO CHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES -INFORMATION TECHNOLOGY FACULTY OF BUSINESS ADMINISTRATION -*** SCIENTIFIC RESEARCH REPORT TOPIC: CONFLICT MANAGERMENT IS AN INCREDABLE PART OF EVERY BUSINESS Student’s name: Trần Hữu Luân_19DH481080 Nguyễn Thái Phong_19DH480182 Trần Tú Kỳ Đồng_19DH480608 Class: KN1903 Lecturer: Dr.Lê Hữu Châu HCMC,December 2021 ABTRACT Nowadays, large and small businesses, specifically, the managers of these companies, are extremely concerned about the issue of conflict management in their own businesses This problem is known as one of the most important aspects to help businesses develope stably and sustainably against competition with other competitors in the market Managers at the top of the organization need to learn more about this issue, more specifically, how to resolve conflicts between departments or individuals in a company This helps managers to get better to understand employees about people who manage other departments, whether they are superior or subordinate Therefor, the authors decided to make a scientific study on the above issue and the important aspects surrounding it The problem is divided into three basic levels: individual to individual, individual to group, and group to group After the authors evaluated and classified this problem, they came up with a number of solutions that were considered the most optimal for each type of conflict this study is used both primary and secondary method, it is including : specific information from Vinamilk's company and some their articles in website TABLE OF CONTENTS ABTRACT .3 CHAPTER I : INTRODUCTION 1.1.Rationale 1.1.1.Definition of organizational behaviour 1.1.2.Definition of managing conflict 1.2.Problem 1.3.Objects 1.4.Scope CHAPTER II : LITERATURE REVIEW 2.1.Previous study 2.1.1.The nature of the conflict 2.1.2.Causes of conflict 2.1.3.Individual Conflict 2.1.4.Group Conflict 2.1.5.Conflict between individuals and groups 2.1.6.Conflict between groups 2.2.Managing conflict of Vinamilk’s company 2.2.1.Conflicts of milk distribution channels in Vinamilk’s company 2.2.2.Conflict at shareholder meeting of Vinamilk’s company 10 CHAPTER III : METHODOLOGY 12 3.1.Dodge 12 3.2.Intervention by force .13 3.3.Diffusion 13 3.4.Persuasion 14 3.5.Administrative measures .14 3.6.Patience to solve .15 CHAPTER IV : DISCUSSION 15 4.1.Practice in enterprises 15 4.2.Behavior of individuals in conflict 16 4.2.1 Psychological process 16 4.2.2.Factors affecting the behavior of individuals in conflict .17 4.2.3.Some principles for modifying conflicting behavior .18 CHAPTER V : RECOMMENDATION .18 5.1.Employee 18 5.2.Business 19 CHAPTER VI : CONCLUSION 20 CHAPTER VII : REFERENCES .20 CHAPTER I : INTRODUCTION 1.1.Rationale 1.1.1.Definition of organizational behaviour Organizational behavior is understood as the behavior of people or employees of an organization This behavior is governed and determined by the conscience, ability and attitude of the employee It is a management science that systematically studies the behavior and attitudes of people in an organization and the interaction between human behavior and that organization Organizational behavior is the scientific explanation for behavioral phenomena instead of emotional thinking For example, when a person is absent from work, suppose he stops working without knowing the real reason the results of the employee's work such as productivity, level of work and evolution of human resources Organizational behavior includes the well-being and attitudes of individuals, the interaction between behavior and attitudes of individuals with the organization.To fully understand organizational behavior, we need to take a closer look at these three factors Organizational behavior relates to the behavior and attitudes of employees at work and must occur within the organization itself [ CITATION TSN21 \l 1033 ] 1.1.2.Definition of managing conflict Classic view: conflict is a negative and negative manifestation within the organization Behavioral science perspective: conflict is a natural occurrence, sometimes it also helps stimulate creativity, so it can create many benefits for an organization If handled properly way Conflict is a process in which one party realizes that their interests are being fought or harmed by another party Conflict can lead to negative or positive outcomes, depending on the nature and intensity of the conflict The concept of conflict is not always understood in a negative sense positive conflicts greatly increase productivity [ CITATION TSN21 \l 1033 ] 1.2.Problem We will focus our analysis on one aspect of conflict, which is precisely the conflict that occurs in the business activities of a company or a collective or group Due to the nature of teamwork, everyone works on the basis of each other's joint efforts However, these companies not always well, and this is what companies must always adapt, face and innovate to coexist and thrive On the other hand, each member of the group and the organization has differences in working style, thinking and opinions at work This diversity is also one of the causes of conflict and stress for individuals and organizations Therefore, conflict is an integral part of a company and an individual The fact that managers can resolve individual conflicts in a collective creates a unified image The skill is also known as conflict management [ CITATION TSN21 \l 1033 ] 1.3.Objects Since managers cannot avoid conflicts in their organizations, they must know how to handle them If a conflict exists within an organization and is not resolved, it can have a long-term negative effect on an organization and the longer it persists, the more difficult it is to resolve the conflict a team grows better and more sustainably, creates a special bond between the members of the organization and creates a unified human body - the most important thing for a business to survive in a difficult market like Vietnam 1.4.Scope Because conflict in an organization, collective, or business is inevitable Therefore, this essay on conflict management will help managers know what conflict is, better understand its causes.Cause of conflict, different types of conflicts may exist in one's own business Know how to limit large and small conflicts in the business, have personal judgments and assessments in combination with the above conflict resolution methods, to come up with the right strategies to solve the problem , helping employees to focus on their work to help the business complete the set strategic goals CHAPTER II : LITERATURE REVIEW 2.1.Previous study 2.1.1.The nature of the conflict Conflict is different ways of thinking about ideas, ways of working, views and interests of each individual in the organization But not because of that, there can be conflict, real conflict occurs when and only when it crosses the limit of a certain individual or organization 2.1.2.Causes of conflict The causes of conflicts in the organization are disagreements about opinions, abuse of power with subordinates, disagreements on communication Task Interdependencies: In essence, individuals and organizations are always influenced by each other in tasks, the greater the conflict, the different ideas and goals because avoiding conflict is closely related to interdependence so it is unlikely to happen But only a small disagreement in interdependence can cause major conflict Status Inconsistencies: Inconsistency in an organization's policies and fairness For example, a manager can work alone during working hours, but for junior employees, it is not possible and will be penalized if working separately About communication problems: When a manager assigns work to an employee but the employee does not understand or does it wrong, the manager's attitude will feel angry, frustrated, and there will be conflicts Individual Differences: Each individual has different working capacity, some people well, others not For individuals with good work capacity, there may be authoritarianism and dependence because they well and don't look at anyone Because of these things, there will be real conflicts 2.1.3.Individual Conflict Ethical: When you found the wallet, you think you should pay it or keep it for yourself? Mission: Should I admit my mistakes? Is it worth it? When an individual has made a mistake and doesn't know whether to admit it or not and when he admits the mistake, the fault is too serious or not, so a conflict may arise Big change: You have a life-changing decision that you should or shouldn't follow For example: The job you does not show your ability and you will change to another more important job such as agreeing to a promotion As a result, personal conflicts may arise 2.1.4.Group Conflict When there is disagreement about opinions, needs, ideas in the group Conflict between members will affect the quality of work and this conflict is very common Task-based conflicts: When working in groups, members will be assigned different tasks, but just one member does not complete it will affect the whole team and cannot meet the deadline Leadership conflicts: Every leader has a different way of managing and doing their job There are people who care, observe and help others at the same time, while others are not As a manager, you should determine your own way of working, how to implement the group's decisions Conflict of personality: Each individual has different personalities that not always fit into the group When working, each person's personality is not sociable and affects the level of work completion It is important to try to understand and integrate with others 2.1.5.Conflict between individuals and groups Conflict between groups is formed based on disagreement, competition, between management with each other Because of wanting to get a higher position, despite doing the wrong things, it creates conflicts Organizational structure is also involved in leading to conflict For example: When a person does a good job, he will receive credit for the manager, creating discomfort for others Viewpoint has transformed conflict as a motive in group activities and for individual members The point to be noted by the organization is to consider any conflict as bad, very negative, or no longer relevant When conflict is seen as negative for the group and organization, this negative phenomenon must be avoided Conflict occurs as a result of improper communication, or leads to a breakdown of trust between conflicting groups Organizations and groups must accept conflict as a natural presence in the group, and conflict can sometimes produce positive results 2.1.6.Conflict between groups In an enterprise with many groups, many different organizations, the interests of the groups are not consistent with each other leading to inconsistency Each department always tries to its job well, competing with each other for the top to envy, to envy Teams have separate tasks for each type of work, resulting in different work completions with distinct goals Intergroup conflict can occur when one team deliberately isolates the other, only concerned with the target location of the work 2.2.Managing conflict of Vinamilk’s company 2.2.1.Conflicts of milk distribution channels in Vinamilk’s company What is a distribution channel? There are many different interpretations of distribution channels depending on the aspect and different perspectives that we give different definitions of distribution channels Here we look at two angles, the first is the angle of the distribution channel The specific manufacturer here is Vinamilk dairy company, the main distribution channel is a business process with external intermediary organizations to bring products and services of their business to customers From the perspective of the buyer, the distribution channel is an intermediary organization independent of the manufacturer, where goods and services cost more than the manufacturer Distribution channels play an important role in most production activities of enterprises It determines where the goods are sold, at what price, etc., which shows that the distribution channel has a great influence on the profit of a business and Vinamilk is no exception Since 1976, Vinamlik has grown stronger and stronger and become the leading dairy supplier in Vietnam Has a wide distribution network both at home and abroad, with a wide variety of products such as yogurt, juice, fresh milk, etc and has been voted as Vietnamese high quality product for 14 consecutive years continued from 1995-2008 Currently, the company has two main distribution channels, the first distribution channel is the traditional distribution channel (220 independent distributors and more than 140,000 retail points), this traditional distribution channel provides more than 4/5 products company products In addition, Vinamilk also built many display facilities for its products in big cities such as Hanoi, Da Nang, Ho Chi Minh City and Can Tho to support the advertising and distribution of products to consumers The second distribution channel is the distribution channel, which is currently the metro supermarket system, with more than 5,000 agents and 140,000 thousand retail stores, large and small, selling Vinamilk's products as well as in distribution channels such as schools, hospitals, supermarkets Problem With such a large number of distribution channels, conflicts between channels are inevitable In addition to competitive conflicts that positively affect business performance, negative conflicts cause many obstacles to the distribution of goods from the place of production to the hands of consumers Specifically, some distribution channels try to make their own regulations on advertising and prices of products but not go through the company but it according to their own wishes, while other channels also agree to display different types of products milk of other brands such as TH true milk, Duck lady, etc Vinamilk also offers a very quick solution to resolve and better manage conflicts from distribution channels Solution  Set basic agreement targets for distribution channels, apply legal policies to be more effective  It is possible to exchange employees of distribution channels so that they have a new working environment and are more sympathetic and happy to cooperate with each other  When there is a big conflict, you should choose to negotiate and conciliate  The most important thing is to specialize in the roles of each employee, to have empathy and cooperation with high expertise in resolving conflicts.[ CITATION Phạ18 \l 1033 ] 2.2.2.Conflict at shareholder meeting of Vinamilk’s company Problem After the 2015 General Meeting of Shareholders of Vinamilk, it showed the fierce conflicts of the management of State capital as well as the fairness of the interests of shareholders, including the Government Conflict developments, at the 2015 general meeting of shareholders, SCIC had a proposal to elect an independent member to the Board of Directors, the head of the Supervisory Board must work full-time at the company, amend the articles of association The company charter with the content "the automatic loss of the status of a member of the Board of Directors, the Supervisory Board in the event that such member is no longer appointed as the representative of the institutional shareholder" was vetoed by the shareholders Ms Mai Kieu Lien is the Chairman of the Board of Directors and the General Director of Vinamilk Ms Lien is currently a part of the capital managed by SCIC, but now they no longer support her SCIC wants Ms Lien to retire and will be replaced by someone else and will notify later And of course Ms Lien will lose her position on the board of directors But this proposal has been vetoed If this conflict is not resolved satisfactorily, the whole Vinamilk company will face great challenges in capital management, but SCIC is even more serious, in particular, the state budget will suffer a serious deficit And also to avoid the intervention of the authorities if the agreement fails, and at the same time avoid the crisis of highlevel personnel Solution Vinamilk’s shareholders wants SCIC, instead of competing for shareholder rights, should only focus on supporting businesses because dairy is not a necessary field with state management Enterprises will expand and develop and state capital will not be in deficit (Dân Trí, 2015) CHAPTER III : METHODOLOGY When people have conflicts, they all cause many consequences, the future results of Party A completely depend on the current results Thus, decisive control of the parties also includes conflicts, ranging from joint control in interpersonal conflicts to agent control in internal conflicts In inner conflict, decision makers are faced with a situation that depends on the outcome and full control of the agent and can decide how to resolve the conflict between their current and future interests from peers In an internal conflict, the parties have full control over the actor to exceed their own future interests and serve only their current interests, or vice versa In contrast, in interpersonal conflict, the parties are faced with a situation where outcomes are interdependent and controlled - meaning that the outcomes of both parties are interdependent on decisions and actions of their partner Because of the differences between these conflicts, the parties may be more bound to resolve conflicts of interest with their counterparty than to resolve conflicts of interest with themselves Therefore, there is a need for methods to resolve conflicts.( TS Đào Quang Vinh,2020) 3.1.Dodge It is a way of resolving conflict by leaving it to an outsider to intervene However, you should choose to assign the settlement to a third party that is not directly related to the controversial issue to resolve Make sure the man or woman you choose to solve the problem has a deeper perception, a sharper commenting ability than you do, and must be a good communicator Their assessment is objective, not inclined to either side, despite the uncomfortable facts, it is an inexpensive way to resolve the battle This fashion of decision often ignores the problem, would not argue, and withdraws from the battle While this can sound high quality, the fact is that people who forget about struggle are not contributing anything of value and can be conserving again treasured thoughts due to the fact when conflits isn't happening, not anything may be resolved Therefore, the case of avoidance should only be applied when the issue is not too important, not related to their interests, the consequences of solving the problem outweigh the benefits, and finally, the outsider in the debate can can be solved better 3.2.Intervention by force It seems that conflicts can be controlled with the help of specific techniques to control difficult troubles For big problems or big conflicts need spend more time fixing The contradictions and difficulties now seem not to be immediate, to solve the core problem It takes more time and needs to be negotiated Operational capabilities of the dispatcher Teams can be very important in decision making, especially if you are a leader it is imperative There are many different techniques and strategies for deciding debates It can also be said that this is a way to resolve conflicts by power Senior managers can establish rules and procedures that can limit conflicts to an acceptable level 3.3.Diffusion Diffusion, or so to speak, separates the parties to the conflict: while the argument is at its climax and there are uncontrollable behaviors on both sides, the great solution is this find a way to take one or both sides out of that argument Depending on the situation, overt or covert segregation strategies are used Now, each aspect preserves that person's point of view, assuming that person is right, so if aspects argue about who is appropriate and who is incorrect, the problem will not be resolved When isolated, giving two things time to reflect instead of criticizing and resenting the other person, they can see things more right and right Therefore, they both maintain their image while maintaining the connection with the alternative party 3.4.Persuasion To resolve a conflict positively, persuading the parties to the argument is the most reasonable solution If the organization has a consensus and achieves a development level, this level can be used Conflicts between contributors can be brought up collectively for other participants to research, contribute and support , persuade the parties to become more aware of their obligations to the employer, improve relationships, give up their own goals This method nonetheless preserves honor on both sides by using it to be appeased and shared Moreover, the relationship of business members can also be closer and understand each other better 3.5.Administrative measures If you put a group of people together three days a week, conflict, big or small, is inevitable However, while work-related conflicts are seen as productive, personality and work-style conflicts are quite the opposite The first step to resolving employee disputes is to know the confrontation between them However, while work-related conflict is seen as productive, personality and work style conflicts are quite the opposite The first step in resolving employee disputes is knowing and understanding the disagreement between them It is easier to solve problems from the beginning, can create a less contentious environment such as clearly describing each employee's job, you can reduce conflicts in the team, security of the conversation to encourage honesty and trust and Have clear policies Common conflict management methods include: +Identify the source of the conflict +Maintain boundaries +Respect the difference +Simplify th problem 3.6.Patience to solve One of the key ingredients that I see in the steps to resolving conflict is patience Patience can slow your emotional response, consider that the other person may actually have positive rather than negative intentions and consider what might be the point of view of the person you are arguing with yourself People who can resolve conflicts are often very patient with others, with themselves, and with the process of reconciling differences Here is a great quote about patience: The secrets of the greats of the past - those who have done great things, have inspired and saved countless souls - what? That is patience (Inayat Khan) (Đình Thắng – Tổ hóa) CHAPTER IV : DISCUSSION 4.1.Practice in enterprises Enterprises have a responsibility to produce a working terrain that creates the stylish conditions, allowing them to contribute and develop Dissensions lead to arguments and conflicts, so enterprises Immediate intervention is demanded to restore balance in the work environment.(jobpro.vn) 4.2.Behavior of individuals in conflict 4.2.1 Psychological process From personal conflict will lead to group conflict and even larger organizational conflict On the other hand, personal conflicts can also arise from conflicts between groups or organizations, and even between individuals within the same group or organization These steps include: Stage - The appearance of conflicting causes: These causes are conditions leading to contradictions and contradictions If they are not and are not aware of the conditions that led to these conflicts, it is possible that the potential for conflict will gradually disappear as the preconditions cease to exist Stage 2-Awareness and Personalization: This is when the individual becomes aware of the existence of preconditions for conflict The contradiction still exists only in the individual's thoughts, not in actions When individuals can coordinate their interests, over time, conflicts can be completely controlled and reduced Stage 3-Expression in Action: This is when one of the individuals begins to express their personal feelings about the conflicting situation through intentional actions At this stage, the conflict has occurred, if the parties take such actions then the conflict will culminate Bad consequences Stage -Outcome of Conflict: this degree the struggle has ended or has been considerably resolved If conflicts are saved at a moderate stage and properly managed by way of people among the events, they could assist individuals self-assess and enhance themselves, help agencies and companies improve the first-class in their work Choices to improve operational efficiency If inside the process of battle people no longer have manage, re-compare themselves, consider the situations for war bobbing up from many angles and purpose the conflict to spiral out of manipulate, the results may be very bad Pole It makes individuals not able to cooperate in sports, even this may result in the disintegrate of businesses and organizations 4.2.2.Factors affecting the behavior of individuals in conflict Detecting the factors that influence someone's psychology and behavior in a conflict helps managers know what they can to influence and change an individual's behavior in the fight to ensure effectiveness activities, improving work productivity, keeping diligence, pleasant, satisfying personal needs, intending to ensure stability and efficiency of organizations and agencies Consists of two factors: positive and negative factors + Positive: They will listen to each other's ideas and find the best solution together Constructive comments from a third party: when the parties to the conflict have lost their wisdom and control over their behavior because the parties have placed their own interests above the collective interests of the group They may need the advice, advice and influence of a third party + Negative: These factors can also be factors that have a positive effect, but when the actions of the parties take place in the opposite direction, they have a very negative impact They tend to think of each other and make the conflicts between them worse, affecting their own and the organization's activities 4.2.3.Some principles for modifying conflicting behavior The behavior of the debate collaborators was no longer moving in favor because they now failed to discover an anomalous basis to support the harmonization of interests and characteristics; now inability to will or regulate their behavior or because of misunderstanding To improve these issues, it is necessary to allocate benefits to avoid overlapping functions and conflicts of interests, regularly organize exchanges through picnics and entertainment activities to increase cohesion and union CHAPTER V : RECOMMENDATION 5.1.Employee Objectively speaking, CIC Vietnam Joint Stock Company is a gathering of many participants, They are one-hearted, passionate about work, love and help each other Even so behind these issues there are still many controversies between representatives and workers; between workers and managers, between groups, between representatives and leaders Although these satisfactions have not yet reached the mark of coercion and special as it can, for quite a long time, accumulate without arrangement, the pioneers are indifferent to the clashes Lack of contentment over an extended period of time leads to group limits, demoralization, and conflict Collaborative efforts at work can certainly cause conflicts in the framework, which greatly affects creative exercises business of the Company Understand corporate content and apply inferences about organizational behavior, can present several types of disputes within CIC Vietnam Joint Stock Company as follows : The main thing to discuss is the conflict between employees in the organization When dealing with a particular task, when formulating plans and methodologies between groups, between individuals there is contentment and logical contradictions fight for different points of view Some individuals from the organization are not satisfied with the compensation They feel that individuals contribute and work equally, however Various advantages People with a high sense of certain expectations, fair discipline, work side by side Close to individuals with low perceptions of certain expectations, feelings of disciplining powerlessness should be prompted It is possible that these two things may contradict each other The next thing to talk about is the conflict between employees and their superiors When talking about leadership: a few officials in the organization need rationality in their work division of work, arrangement and promotion of the unit, in money compensation, reward, in the treatment of individuals It's the absence of visitors unbiased, unjust, favoring treatment, evaluation and action towards subordinates promote conflict and clash About employees : When the agent disregards standards for example, violations of work discipline, creative discipline, specialized cycles, neglecting to complete ranked work, neglecting to secure great work, The framework for dealing with individuals from the whole is not great being reminded by the superiors, analyze, or discipline, the individual who reacts negatively, exerts pressure Be frank with your supervisor 5.2.Business The company's activities are developed on the basis of consideration and development in order to satisfy the current requirements in order to meet the long-term development of the company The current conflict at CIC Vietnam Joint Stock Company, although not serious enough, has caused certain negative effects and affected the way the company operates and does business Small groups established and operating in the company all have their own, independent views of working without each other's help because they want to have an important position These reasons have affected the solidarity to develop together that the company's goals have set Because they not want to cooperate with each other, it creates negativity, reduces work efficiency and cannot complete assigned goals, affecting the working reputation of the whole company With the mission: "Create products with high value "quality efficiency - aesthetics - discipline" Create a professional, dynamic, creative, dedicated, transparent and modern working environment " But unresolvable conflicts will affect the destiny set and damage the name of the company that has developed after many years CHAPTER VI : CONCLUSION Conflict management is the process by which managers present proposals (based on individual or group goals) to individuals or groups in a company for discussion in order to reach agreement This mediation process is particularly important for complex conflict situations and winning conflicts For methods of handling conflicts, a conflict style is sometimes used In the negotiation process, the compromise style is only a last resort On the contrary, managers need reason in their decisions, because the cooperative style is an important part of negotiations the parties to the conflict However, it is common to incorporate the five styles of conflict management into the negotiation process This combination is very effective when negotiations involve sensitive and complex issues such as negotiations between suppliers and customers, between management and unions, etc Managers should choose the negotiation method for conciliation, and compromise should only be a last resort to avoid conflicts that have already occurred that lead to larger conflicts because the compromise process does not work There is absolute consensus between the two conflicting parties As a result, the decisive factor in the successful resolution of conflicts often depends on dominant styles of conflict management in the trading process of managers lead to the need to negotiate We need to analyze the causes of the conflict by answering the following questions and on this basis we can focus on the main issues of the negotiation process CHAPTER VII : REFERENCES https://luanvan2s.com/hanh-vi-to-chuc-la-gi-bid244.html https://traloitructuyen.com/tieu-luan-mon-quan-tri-xung-dotphuong-phap-va-ky-nang-giai-quyet-xung-dot-tai-lieu-text/ [1] Nguyễn Hữu Lam (2007), “Hành vi tổ chức”, trường ĐH Kinh tế TP.HCM, Khoa Quản trị Kinh doanh, NXB Giáo dục [2] Phan Thị Minh Châu (2007), “Giáo trình quản trị học”, trường ĐH Kinh tế TP HCM, Khoa Quản trị Kinh doanh, NXB Phương Đông [3] Harvard Business Essentials, “Quản lý thay đổi chuyển tiếp”, (Biên dịch: Trần Thị Bích Nga – Phạm Ngọc Sáu, Hiệu đính: TS Nguyễn Văn Quì), NXB Tổng hợp TP.HCM [4] Sách Mr Vinh [5] Website 4tech, “Cách giải xung đột công việc”, 21/04/2011, [6] Website Tài liệu, “Quản lý xung đột”, 23/04/2011, [7] Website Đào tạo tinh hoa, “5 phương pháp giải xung đột”, 24/04/2011, [8] bwportal, “Quản trị xung đột – tập thể mạnh hay cá nhân xuất sắc”, 27/04/2011, [9] Website Kỹ năng, “Nghệ thuật giải xung đột công việc”, 02/05/2011 [10] Website Saga, “Chuyển xung đột thành hội hợp tác”, 03/05/2011, < http://www.saga.vn/view.aspx?id=17815> https://dantri.com.vn/kinh-doanh/thay-gi-qua-mau-thuan-giua-scicva-cac-co-dong-vinamilk-1431641676.htm https://123docz.net//document/4860319-phan-tich-sung-dot-kenhphan-phoi-sua-vinamilk.htm https://www.gordontraining.com/free-parenting-articles/the-natureof-conflict/ https://opentextbc.ca/organizationalbehavioropenstax/chapter/causes -of-conflict-in-organizations/ https://classroom.synonym.com/what-is-a-personal-conflict12080227.html https://www.indeed.com/career-advice/career-development/typesof-team-conflict https://doanhnhansaigon.vn/goc-nha-quan-tri/quan-tri-mau-thuantrong-to-chuc-sao-cho-hieu-qua-1089688.html https://www.chungta.com/nd/tu-lieu-tracuu/mau_thuan_va_ung_nhom_noi-0.html http://quantri.vn/dict/details/14425-xung-dot-giua-cac-nhom www.vinamilk.com.vn http://hdll.vn/vi/nghien-cuu -trao-doi/giai-quyet-mau-thuan-xungdotxahoihiennay.html? fbclid=IwAR383T4Ze5pXrdBTAucFdaO9vocDVYKVbztulqCwcC 8Xgim9abEonsUzHTQ me.phununet.com ... the negotiation process CHAPTER VII : REFERENCES https://luanvan2s.com/hanh-vi-to-chuc-la-gi-bid244.html https://traloitructuyen.com /tieu- luan- mon-quan-tri-xung-dotphuong-phap-va-ky-nang-giai-quyet-xung-dot-tai-lieu-text/... related to their interests, the consequences of solving the problem outweigh the benefits, and finally, the outsider in the debate can can be solved better 3.2.Intervention by force It seems