As reported by Jameson, conflict is an inevitable part of a system in which human beings are required to cooperate in order to achieve goals. Further, Jameson's analysis of conflict as having different typologies also appears to be relevant. Analysis of one's personal life provides indications that there are different types of conflicts and that there are different types of resolutions that must be employed in order to resolve conflict. Given that conflict can have such a negative impact on the organization, its operations, employee morale and productivity, organizations need to have some understanding of conflict and the specific steps that can be taken to resolve conflict. While there appears to be strong evidence which suggests the need for the organization to understand conflict, it is important to consider this analysis in the context of the autocratic organization. Mittler (2007) in his review of autocratic management argues that this style of management is one in which the manager is responsible for decision making at all levels. Managers make decisions and employees follow through, without any discussion of the decisions that impact employees. In this context it would seem that conflict resolution is quite simple as the manager has the final say in a conflict. While this approach provides definitive resolution to explicit conflicts, the reality is that the autocratic approach to conflict resolution may create more problems that it actually resolves.

Rather, this process serves as the basis to stop argument or bickering, which may impact production and employee morale. However, if the specific issue of conflict is not addressed in a purposeful or meaningful manner, residual or latent conflict will remain, which will also have an impact on the organization. Thus, if managers and leaders are to effectively reduce conflict, they must understand the source of conflict and the specific issues of conflict. Only by addressing these issues will it be possible for the organization to effectively address conflict such that it does not continue to impact the organization over the long-term. Failure in this area will only serve to exacerbate the conflict, create more tension, and make it more difficult for employees to remain committed and productive. Thus, organizations with autocratic management styles must clearly consider and understand the sources of conflict. Resolution must be comprehensive and permanent not authoritative command.
References

Jameson, J.K. (1999). Toward a comprehensive model for the assessment and management of intraorganizational conflict: Developing the framework. International Journal of Conflict Management, 10(3), 268-295.

Mittler, J.E. (2007). Know your management rights. Industrial Management, 49(3), 26-30.