It shows that one is reasonable. When is the matter more important for each other than for you and assign meets and maintains cooperation When it is necessary to settle or waive part of potential benefits that touch to each party; Recommended yield when gaining acceptance in later issues is most important to you in the specific conflict; Assign for harmony and stability as important conditions for win – win; To minimize losses when you are in a minority in relation to the other party to the conflict; So subordinates can learn from the mistakes you. (c) when fight or compete in a conflict? When necessary a fast decision; When there are important and urgent issues to resolve; On issues vital to the institution or organization and you are sure you have reason; In cases of urgency; To enforce rules or little popular disciplines. (d) when negotiating a conflict? When there are opponents of equal power seeking mutually exclusive goals; When the goals are moderately important; To achieve temporary arrangements in complex issues; For attaining solutions under time pressure; competition and collaboration have no success; When there are conditions between the parties should be negotiated and balance of power. People such as Prudential would likely agree. (e) when developing a conflict? When the interests of both parties are too important; When it is required to combine criteria of people with different points of view; To solve problems of feelings that have hampered a relationship; The objective is to ensure a lasting agreement; To improve morale; To increase motivation and productivity; When creative solutions are needed. 6. The destructive conflict the deterioration of a conflict has as one of its main causes no, low or poor communication between parties. A destructive conflict runs mostly along this path: Decreases and disappears up the dialogue and the listening among parties.