The phenomenon in which a person plans to hinder the fulfillment of other man or woman’s desires is known as organizational conflict (Adeoti J. O., 2000). The disagreement of achievements and neglecting behavior causes conflict. Authors put a light on 3 potential sources of organizational conflict; this can be seen from a single, collective, or company level. They are (a) Single: Which includes mindset, a personal identification of a specific man or a woman, stress, infection, and wishes. Group: which includes collective skills, a casual employer, and collective norms. Company: This includes leadership fashion, connection, and management behavior along with ownership structure.

The conflict before coming to an organizational level arises among group members in individual sources. Additionally, a person works opposite to the colleagues and eventually corporate goals of the enterprise because of the loss of synchronization of man or woman desires in the company. Company conflict is not formed in some sectors because the departmental conflict is more prevalent. In the long run, the working environment is employed by using the company to determine if or not the conflict may be mitigated or irritated. The interactionist school sees conflict as a sign of a healthy corporation. The HR tries to solve or else put it far from wasting time and energy of the people, instead of removing the conflict.

According to Hans (2012), a conflict is a constructive force and is important for better work; this is said by Robins (1998). His technique encourages a minimal degree of conflict in the group with the intention to give encouragement to self-criticism, exchange, and innovation, and to help prevent apathy or an over-tolerance for concord and repute. Conflict should be judged by our own work, and it’s a feature of organizational life. A constructive and natural phenomenon of a better and emerging company is a conflict known by a study. Conflict is a symbol of a healthy company, but it determines the wealth and emergence of a company (Hans).

In the past era, problems in managing the company are faced by sports managers. The government has alarmed managers to do their work with a better position and with better performance while exhibiting good performance because of community awareness, increase in expectations, and increase in exercise prices along with loss of funds. Man or woman, administration skills, technical skills, design, resolving the problem, professional, educational, and diagnostic skills are offered by science professionals. Decision-making, educational, personality, and attractive popular support have been proposed by them.

Communication events include neglecting. If you don’t have communication skills, then it’s a wall between your success and improvement in other fields because we are living in a world that is based on communication. The better way to gain understanding and agreement is the agreement and system change of thoughts and feelings. Better work and improvement are needed to resolve the issues in the company. There will be an irregularity in the company because of the HR manager if he or she is weak in negotiation. It is important for HR to know negotiation concepts if the company aims to nurture.

The usage of the agreement concept is a very useful tool to communicate and manage the increase in conflict due to the increase in collaborative management of the company. Intuitive, normative, analytic, and factual are the main negotiation styles (Ali Zarei).

For handling the conflicts, communication plays a significant role. Conflict is an intuitive procedure among at least two parties that require a successful human association (Naomi Brower). By communicating adequately, managers, and followers can effectively resolve conflicts to bring positive outcomes. At the point when conflict exists in management circumstances, it is perceived and communicated through correspondence. Communication is the source that individuals use to express their contradictions or contrasts. Communication likewise gives the path by which conflict can be effectively settled, or compounded. To understand the conflicts of the organization, we have to get correspondence.

The vast majority realize that so as to determine conflict, they have to discuss the issue; yet negative examples of correspondence can regularly increase disappointment while increasing the conflict. Each association needs to be in this manner to make powerful correspondence a fundamental indispensable part. As a result, the board methodologies to help limit authoritative conflict in order to improve execution (Lumineau).

The most authoritative conflict has been followed to overcome obstacles that require successful talking and effective listening abilities. Van Riel, 2007 opposes that a negative workplace does not advance while correspondence and compromise can bring about horrible showing. The analysis demonstrates that powerful communication is the solution for viable and effective management of Haya water. Studies have additionally been led in Kenya around the impact of correspondence in the executives of contention (Van Riel).

Negotiation is "a relational basic leadership process by which at least two individuals concur how the resources must be allocated to its activities." Negotiation is utilized for cooperatively settling conflicts by investigating the scope of choices accessible also, satisfactory to the parties. Thus, arrangement has turned into a fundamental perspective of authoritative life. Within organizations, managers consult with their subordinates; boards arrange when overseeing complex authoritative issues and heads of divisions consult with their companions (Heger).

Additionally, officials arrange both progressively and along the side to adjust the regular burden that lies on their shoulders. In this manner, the significance of getting exchange and arrangement styles can't be thought little of. The procedure of distributive negotiation is as per the following:

            Each side has a negotiation going with an objective point, a beginning stage, and a halting point; in any case, they don't unveil their objective or ceasing focuses on one another. To confine the opposite side's desire with respect to the exchange extend, one gathering may be the first to make an opening offer (Iman M. Al-Toubi).

Company conflict is not formed in some sectors because the departmental conflict is more prevalent. The HR try to solve or else put it far from wasting time and energy of people, instead of resolving the conflict. Conflict should be judged by our own work, and it’s a feature of company life. Decision-making, educational, and personality as attractive and popular support have been proposed by them. The better way to gain an understanding is the agreement and system change of thoughts and feelings. At the point, when conflicts exist in management circumstances, they are perceived and communicated through correspondence. Most authoritative conflicts have been followed to a breakage, consequently overcoming obstacles requires successful talking and listening abilities.

References of Literature Review of a Study on the impact of conflict and Negotiation Strategies in Selected Service provider Companies in Oman; Case study of Haya water in Oman

Ali Zarei, Mojtaba Hassannejad,Faride Ashraf Ganjouei. "Explaining the role of negotiation skills in conflict management among." INTERNATIONAL JOURNAL OF HUMANITIES AND (2016): 1894-1901.

Ang, M. "Advanced communication skills: conflict management and persuasion." Academic Medicine : Journal of the Association of American Medical Colleges 77.11 (2002): 1156-176. <https://sci-hub.tw/10.1097/00001888-200211000-00034>.

Baawain, Dr Mahad. Sustainable and Beneficial Options for Reusing of “Haya Water”Treated Wastewater: Phase 1 – Exploratory Study. Oman: Sultan Qaboos University College of Engineering, 2012.

Baker, Nancy L. and et al. "Assessing Employment Discrimination and Harassment." Volume 11. Forensic Psychology II. FORENSIC EVALUATIONS IN CIVIL PROCEEDINGS 11 (2012).

Hans, Mr. Arvind. "CONFLICT MANAGEMENT STYLES IN OIL & GAS." International Journal of Information Technology and Business Management 4.1 (2012).

Hatcher, David Courtney- and et al. "Construction and projects in Oman: overview." Association of Corporate counsel (2013): 1-11.

Haya.oman. Human Resources. 2019. <https://haya.om/en/Pages/HumanResources.aspx>.

Heger, L. L., & Jung, D. F. "Negotiating with Rebels." Journal of Conflict Resolution 61.6 (2015): 1203–1229.

Iman M. Al-Toubi, Qaboos A. Al-Keyoumi. "PREFERRED NEGOTIATION STYLES: A STUDY OF TOP AND MIDDLE MANAGERS IN THE SULTANATE OF OMAN." Advances in Business-Related Scientific Research Journal (ABSRJ) 6.1 (2015).

Lanfranchi, Silvia and et al. "Working Memory and Cognitive Skills in Individuals with Down Syndrome." A Journal on Normal and Abnormal Development in Childhood and Adolescence 15.4 (2009): 397-416. <https://www.tandfonline.com/doi/abs/10.1080/09297040902740652>.

Lumineau, F., Eckerd, S., & Handley, S. " Inter-organizational conflicts." Journal of Strategic Contracting and Negotiation 1.1 (2015): 42–64.

Naomi Brower, Jana Darrington. "Effective Communication Skills:Resolving Conflicts." 2012.

Rahim, M. Afzalur. "TOWARD A THEORY OF MANAGING ORGANIZATIONAL CONFLICT." International Journal of Conflict Management 13.3 (2002): 206-235. <https://www.emerald.com/insight/content/doi/10.1108/eb022874/full/html>.

Van Riel, C. B. Essentials of corporate communication: Implementing practices for effective reputation management. Routledge., 2007.