Conflict management: the power structure to build a reasonable rational power structure so that power can often neither too authoritarian and not too mean. Build a reasonable power structure, the main should be: First, change the organizational structure. Traditional organizational structure of enterprises, especially the structure of linear functions easily induced destructive conflict, because a major feature of the traditional functions of the structure is similar reciprocal coordination between conflict management, that is the same level personnel independent of each other, can not be reconciled neither mutual command, appeared long leadership, a lot of things by a higher level inter-departmental coordination. Therefore, enterprises should change the pyramid organizational structure, into a flat, networked organization, reducing layers of management, expanding range of management, the widespread introduction of work teams. Second, change management. High agency costs arising from the excessive centralization of information agency costs and excessive decentralization brings decision-making will lead to increase in the total cost, thereby reducing efficiency. It is necessary to change the traditional management model, the implementation of knowledge management. With the implementation of knowledge management, enterprise information dissemination will be achieved at low cost, which would produce the constraints of the past authoritarian. Goal-oriented mechanism established senior management team should participate in the design and validation of a common vision and business objectives and tasks. Survey shows that effective senior management team always able to focus on the problem and what the core issues, the senior management team in the absence of a common goal, it is easy to compete with each other in a position to make a negative decision. If the team has a common goal, we will discuss corporate goals and how to achieve higher performance with a broader perspective, though each objection on the relevant issues, but the essence is constructive. Functioning conflict and dysfunctional conflict interaction point is not that all conflicts are good. Some conflict support target groups; and to improve the performance of group interpersonal conflict management, they are functioning constructive conflict (functional conflict). But there are some conflicts hinder job performance groups, they are dysfunctional destructive conflict (dysfunctional conflict). Of course, the conflict can be valuable to know just one aspect of the problem, another aspect of the problem is how to tell the difference between normal function managers and dysfunctional conflict. Unfortunately, the boundary between the two is not clear and unambiguous. Not suitable for all conditions are inappropriate or a conflict levels. Type and level of some kind of conflict may contribute to a particular group in order to achieve the goal and healthy, active work; but for the other groups at different times, or the same group, it may be dysfunctional conflict. Conflict is a functional distinction between normal or dysfunctional group job performance indicators. Groups exists in order to achieve certain goals. Standard decided to conflict feature is its impact on communities, rather than its impact on any group members. Of course, not without the relationship between the impact of conflict on individuals and its impact on both groups. Therefore, the way individuals perceived conflict might affect the results of conflict on Groups. However, the situation is not necessarily the case. When not the case, our attention should primarily on groups as well, ie conflict management content, regardless of certain groups of individuals think the conflict is positive or negative, they are not important. For example, a group member might think an activity is dysfunctional, because the result that he is not satisfied. However, from our analysis to see if this activity contributed to the achievement of population objectives, it is functioning properly. Thus, while Sang Bimu - Oster Company Many people think Kaizhaleien excited dysfunctional conflict, but they are working to improve the company's performance, and therefore proved to be functioning conflict. Conflict Management Theory | Conflict Management | Enterprise Road (View) provided by enterprises in Huizhou City Road Enterprise Management Services Limited. Huizhou City, the rate of the Road Enterprise Management Services Ltd. (isoew.com) strong, credible, in other industries in Huizhou, Guangdong has accumulated a large number of loyal customers. The company better work attitude and continuous improvement of innovative ideas will lead enterprises into the brilliant road and you work for a better future!