A conflict arose at a small consulting firm in Portland, Oregon, when one of two employees co-managing a project found himself doing the majority of the tasks. Initially he did not mind the inequity, as his co-manager was having a difficult time at home and found herself unable to focus at work. However, the family problems were not quickly resolved and her performance continued to slip, despite repeated promises of improvement. Eventually the unequal workload became a source of severe tension, and boiled over into a shouting match in front of the project's client, who decided not to renew the consulting company's contract as a result. The short answer is no.
Conflict is like rain.
There really is no way to prevent it. Levitte emphasizes that avoidance of a problem is not only impossible in most cases, but counterproductive as well. So while expecting to avert every conflict is unreasonable, some basic fundamentals of conflict resolution can be followed to minimize their disruptive effect. Working through the Problem Listen. When first approached by an employee about a problem, begin by listening.