Competing collaborating compromising avoiding and accommodating
If conflict is managed properly, it can strengthen one’s relationship and can have positive impact on the performance of an organization [2,6,7].
This study will be helpful to learn about those styles which are mostly used by the executives to resolve their conflicts particularly in organizational setups like NADRA.
Similarly, first integrating (Collaborating) and, second, compromising are found to be the most preferred conflict handling styles of Turkish managers.
Also, Individual’s personality plays an important role for using a proper conflict handling style as individuals with extraversion personality trait prefer compromising style of conflict handling and they do not use avoiding style and on the other hand individuals with openness to experience are also more tending towards compromising style of conflict handling [9-12].
On 10 March, 2000, NDO & Directorate General of Registration (DGR) merged to form NADRA, an autonomous corporate body with essential autonomy to operate independently and help good control.
NADRA initiated the Multi- Biometric National Identity Card project developed in conformance with international security documentation issuance practices in the year 2000.
This research has been particularly conducted in National Database and Registration Authority.
Previous researches have shown that relationship conflict is negatively related to employee’s performance at all management levels (i.e.
Difference in goals, expectations and values, etc can be said as factors influencing the conflict to arise [1,2].
Conflict avoidance was an old term or concept but this term has been replaced by the term ‘conflict management’ today.
Conflict; Conflict management; Avoiding; Competing; Collaborating; Accommodating; Compromising Conflict can be defined as a series of disagreement or argument; incompatibility between opinions etc.
Disagreement, argument, etc are the words that make us better understand that there is conflict.