This chapter explores conflict and negotiation as essential components of organizational life. It begins by defining conflict and introducing the interactionist approach, which views certain types of conflict as functional and beneficial to innovation and performance. The chapter categorizes conflict into process, task, and interpersonal types and outlines the five-stage conflict process from latent tension to resolution. It introduces five conflict-handling styles: competing, collaborating, compromising, avoiding, and accommodating, based on assertiveness and cooperativeness. Conflict management strategies include interpersonal techniques, structural adjustments, and cognitive reframing. The chapter then examines negotiation as a key conflict resolution tool, comparing distributive and integrative approaches. Key elements such as interests, issues, and positions are defined, along with situational and individual factors that influence negotiation. It discusses effective negotiation strategies and the use of mediation. Overall, the chapter emphasizes the value of understanding conflict and negotiation processes to manage disagreements constructively and achieve goals.