Most people do not like conflict; yet human services organizations are likely to experience it. For example, if organizational leadership changes procedures and practices for delivering human services, the change might cause conflict among staff. Human services administrators must develop strategies to address the multiple dimensions of conflict. Human services administrators may perceive conflict as an organizational liability or as a resource. Transforming negative aspects of conflict into something positive is an important skill for human services administrators. When used wisely, conflict can facilitate productivity and creativity among service providers and other staff within the organization.
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