The work teams are composed of people, each one of them expresses its personality traits, behavior to interact with others can give way to conflicts in accordance with the interests of everyone, which leads to the relationship. Hence it is not surprising that from time to time conflicts that good management must know they operate. This is compounded further when the individual moves to compose a work team within the organization, teams must act according to the guidelines, they demand functions, acting according to rules, regulations, policies, commitments .
Management aspects that should be monitored to prevent any of them happened to be generated a serious conflict in organizational behavior, its climate. Eduardo Amoros shows on the subject, we think that conflicts in any organization occur frequently and this is normal, given that where people interact and exchange ideas will always be discrepancies, as everyone is different and complex. He who says that his organization did not have them, something is happening and what is most likely that this slowing growth is that people are not involved in implementing it, or unwilling to make contributions or exchanges of information with their peers of work to achieve the goals of the team and organization. Conflicts act as a catalyst to improve the performances of individuals and therefore of the organizations. The modern management should focus on ensuring that conflicts become positive driving forces, in conclusion, the goal is not to disappear in organizations, but we know how to handle them from knowledge of the people around us, their motivations, perceptions, skills and feelings part by knowledge of oneself..