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Carlos Mora Vanegas the path towards success and triumph becomes usually solitary and rugged because the vast majority of human beings are not willing to face and overcome the obstacles that are hidden behind them. The own ability to take that last step when we are tired and exhausted is what separates and distinguishes the winners from the other runners and competitors.Edward Le Baron considerations General all organizational behavior scholar knows the importance, relevance the organizational conflict generated throughout the Organization, which he represents, the consequences that this may cause and for this it is necessary to investigate the reason for its manifestation. Since then, management knows that the human resource is composed of individuals, each with his personality, conduct that manifests itself in behavior that does not know is you handle can lead to that conflict is of. Precisely, apuntesuniversidad.com on the subject provides, that the conflict is an organizational feature. Their cause is caused primarily by the selfishness of men and tends to manifest itself with disputes or struggles between departments or levels with each other, it’s like they start to fight about who is better in every thing and that creates a conflict that is then reflected in the ultimate goal. A researcher discovered that these people that generate conflict are aggressive and react with anger to a situation of threat or frustration.

But what interests us particularly is the organizational conflict, i.e., who is born in the same organization and that produces differences in objectives, missions, etc.., departments, divisions and other units of the company. Coordination seeks to avoid or minimize the dysfunctional consequences of such conflicts Management knows that conflicts are manifested by the antagonistic action between two or more people, can be intrapersonal order (own ego) or interpersonal (characteristic of a group of people forming an organization). This antagonistic action can focus on differentiation of activities: objectives and different interests (including the) antagonistic, they tend to cause conflicts (Chiavenato, 1994) to the reality of the Venezuelan scenario, where SMEs presented serious weaknesses, in terms of handling conflict, climate and behaviour, as Ana Martinez investigated, coupled with other political, social and economic situation which passes through the country, it is necessary to take into account that many of the members of the Organization are in a State of tension as a result of the influences of the environment and therefore, it is crucial that companies focus the differences that may occur towards functional conflicts that according to Garcia (2000): it is a confrontation between groups that is positive for the Organization’s performance and on the other hand, avoid dysfunctional conflicts that generate a negative reaction in individual behaviour toward the achievement of the proposed objectives.