In the workplace, disagreements or arguments can arise for several reasons. This can further lead to a state of antagonism or opposition, resentment, avoidance, verbal aggression and inability to work together. This can arise due to personality conflicts, style differences, leadership differences, interdependence conflicts, and differences in race or gender. In reference to the conflict between Norm and Norma, disagreements arose due to differences in styles. Indeed, Norma was looking for quick results from the project launched, while Norm thought he could work from home while meeting the expected standards. However, Norma expected full commitment from all staff under her command. For good working relationships, conflicts must always be resolved and thus improve good working relationships between employees, whether junior or senior. Professionally, conflicts can be resolved via two models: conflict circle and satisfaction triangle (Susan Holton, 1998). Considering the conflict between Norm and Norma with reference to the circle of conflict, it is obvious that the conflict arose from external moods and values. The most important conflict factor was the external mood. Norm had complaints from his wife because he was coming home late and not dedicating his time to their marriage. This forced Norm to ask his boss, Norma, to relax his work schedule to allow him to work from home at a time. Due to Norma's need for results, she could not allow Norm to travel from home as she considered him one of her top performers and therefore needed his full contribution to deliver the newly launched project (West Brooks Stevens, 2009). Another contributor to the conflict concerned values; Both Norm and Norma had value...... middle of paper...... and were harmonized. Needs such as psychological and emotional needs can be difficult for a manager to meet. Both models can be useful in resolving conflicts in an organization by managers. Indeed, they address the approaches used by boundaries, trust dynamics, dimensions, social style, overcoming and interest/rights/power models (Susan Holton, 1998). List of references Australian Institute of Indigenous, (2004). The Satisfaction Triangle. Retrieved from: http://www.clu-in.org/conf/tio/negotiations4_100810/satisfaction-triangle-Chris-Moore-and-Australia.pdfSusan Holton, (1998). Academic mortar to repair cracks: the Holton model for conflict management. Retrieved from: http://www2.acenet.edu/resources/chairs/docs/Holton.pdfWest Brooks Stevens, (2009). Conflict resolution. Retrieved from: http://www.westbrookstevens.com/conflict_Resolution.htm