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	Conflict management is an important strategy tool generally used to reduce friction within the workforce. However in a care setting, social workers often find that <strong>conflict management </strong>is about addressing their own emotional conflict as they settle into their chosen career. To help explain the difference further, corporate work places use conflict management to devise schemes which minimises harmful facets of conflict among employees. Management boost positive outcomes, either by offering mediation at the heart of the conflict or at a pre-planning project management level. This is to <strong>help facilitate higher productivity </strong>and educational potential within an organization. Conflict can be time management consuming, sapping up to 25% of production time for the supervisor, and up to 20% of managers production time. These statistics are on the rise, but <strong>some level of conflict can be healthy for organizations </strong>in terms of organic growth. So conflict management at a corporate business level makes leadership sense in terms of increased performance management and job satisfaction. Social care workers on the other hand have what could be better termed as an <strong>inner conflict management scenario</strong> to deal with. In this case, a social worker is both employee and management officer rolled in one.</p>
