Introduction The paper represents the summary of the article “The conflict-positive organization: It depends upon us” by Dean Tjosvold published in the Journal of Organizational Behavior in 2008. The author investigates the issue of the conflicts and the conflict management. Tjosvold (2008) emphasizes the significance of managerial approach towards the conflict situations within the organization and suggests considering conflicts as the constructive phenomena rather than as adverse events (p. 25). The author recognizes that a particular stereotype regarding the conflicts takes place in the global society, and it creates the potential obstacles for the efficient conflict management. However, nowadays many scholars and researchers in management and organizational culture realize that the multiple contradictions and clashes of ideas and goals expressed by the members of the organizational community can be manageable and used for the benefit of the enterprise. Therefore, the integration of the conflict management into the organizational culture can provoke the improvement of the business performance and increase the competitive advantages of the company. Findings The main focus of the article is made on the claim that “cooperative management of conflict has both short-term and long-term significant benefits for both organizations and individuals across a wide range of situations” (Tjosvold, 2008, p. 20). By emphasizing the benefits caused by the conflict situations in the organization, Tjosvold (2008) demonstrates the positive side of their encountering while the avoidance of conflicts is regarded as negative and provoking challenges and unproductiveness. The organizational environments are diverse in their nature, and the conflicts thus are the inherent part of the working process. When the disputes are recognized as the intrinsic feature of the human communication, the ability to overcome them occurs. Conflict management is based on the recognition of the various disagreements between employees and management and the consequent measures that are aimed at their conversion into positive outcomes. The principle methods of the conflict management are the communication, discussion of differences, and maintenance of open-mindedness. “Avoiding conflict has proved ineffectual as a general approach toward collaborating,” and it means that managers and organizational leaders need to encourage the open communication within organizations (Tjosvold, 2008, p. 20). The free communication at all the levels supports the constructive approach towards the dilemmas. The conflicts have to be managed both in the executive office and the subordinate departments. Moreover, the cross-sectional communication is of significant importance as it helps to handle the confrontations in the multiple functional areas. According to Tjosvold (2008), the conflict management can have advantageous impacts on performance and productivity in accounting, leadership, and many other organizational settings (p. 21). However, since the leaders’ responsibility for the development and adaptation of culture is the biggest, the conflict management has to be an essential issue for them. “Leaders can be successful through quality relationships,” and by promo