1.

Executive summary
This article tries to prove that the relationship between leadership styles and conflict management
of the private business organization. Organizations are adapting to changes in the environment by
facing major conflicts, addressing them and reorganizing the necessity to deal with them. Conflict
management is the practice of identifying and handling conflict in a sensible, fair and efficient
manner. Conflict is a pervasive phenomenon, both in social circles and professional interactions.
The leader must be select the appropriate leadership styles have more favorable effects on conflict
management. Managers must be able to adapt their conflict management behaviors to a given
situation. In some cases, it may be best to confront conflict, and in other cases, it may be better to
avoid conflict or accommodate. There different techniques, conflict management system as a
leader in a good way. Conflict in organizations is often avoided and suppressed because of its
negative consequences and to seek to preserve consistency, stability and harmony within the
organization, today the conflict management issues very crucial one successful organizations need
to develop the processes, cultures and behaviors capable of accommodating and resolving conflicts
in ways that benefit consumers and employees. Conflict management styles using the conceptual
model are integrating, obliging, compromising, dominating and avoiding. We used the random
sample techniques to check our categories the exact level of conflict management style.
2. Introduction
Leadership is a critical determinant of the employees’ actions toward the achievement of the
organizational goals. The presence of emotional tensions and conflicts in the organization is one
dimension of organizational environment. In the ideal and conducive environment, leaders tend to
influence strategies in conflict management and enhance people to work together effectively. Most
of the time, if there is a conflict in the organization, it will not be sustained the all system of the
organization. Conflict management is the practice of identifying and handling conflict in a
sensible, fair and efficient manner. Conflict management requires such skills as effective
communication, problem solving and negotiating with a focus on the interests.
3. Objective
The main goal of this article is to show how to handle the conflict management by implementing
different leadership styles to do well. This study is purposely and merely compared the two things.
The purpose of this study is to examine the relationship between leadership styles and conflict
management styles among managers, while handling interpersonal conflict
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 4. Research question
What is the relationship between leadership styles and conflict management?

5. Leadership
Leadership theories are classified as trait, behavioral, contingency and transformational. The
transformational leadership style is predicted to exhibit a positive relationship with constructive
(integrating and obliging) and negative relationship with destructive (dominating and avoiding)
styles of conflict management. The transactional leadership is anticipated to have a positive
relationship with compromising conflict management style. The laissez-faire leadership would
have a positive relationship with destructive (dominating and avoiding) and negative relationship
with constructive (integrating and obliging) styles of conflict management.
5. Method
The authors has selected a good method to analysis the relationship between the two
correspondents things leadership style and conflict management. He gives a chance for the
participant to check the effectiveness of leadership styles is affecting the conflict management
system.

5. Measures
The author used different techniques such as organizational conflict management inventory
(OCMI) consisted of 37 items including five dimensions: integrating, obliging, compromising,
dominating and abiding by Anis-UL-Haque (2004) was used to assess the conflict management
styles of managers. There for by using these techniques tried to the correspondence of leadership
styles with conflict management styles.
6. Data analysis
He analyzed by descriptive techniques to determine the relationship between each leadership style
and conflict management.
7. Results
The results of the multiple regression analysis show that the transformational style has a significant
relationship with the integrating style of conflict management, whereas the transactions and the
laissez-faire do not show significant relationship.

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 8. Concluding Discussion
Negotiation and dispute resolution are among the core tasks of management and are central to
strategic decision-making and operation of organizations. The result of the study is a
transformational leadership style would have a positive relationship with constructive styles of
management and negative relation with destructive styles.
9. Practical implications of the study
The study supports propositions and extends to the prior work on leadership in addition to conflict
management. First, it examines the conceptual similarities and differences among different
leadership styles. Second, it promotes a theoretical model, which integrates different aspects of
leadership and conflict management literature. Third, it examines which leadership styles have
more favorable effects on conflict management.
10. My Criticism of the researcher
10.1. Strengths of the Study
 The author's choice an excellent way to gather lots of information from many people
 The author has selected a good analysis method
 The researcher gives the authentic and presumable conclusion.
 The author precisely shows which Leadership styles have more favorable effects on
conflict management.
 The author used a descriptive statistics to analyze the data collected sample
10.2. Weakness of the Study
 The author only has selected the private sector manufacturing industries, due to this it
cannot show the final result has represents the other sectors.
 The type of sampling techniques which are, somehow complicated
 Shortage of women’s participated during data collected
 Used in single instrument for collecting data, the questionnaire, therefore Inflexibility
 Lack of depth

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