Lakmali, K.N.U.Weerakoon, W.M.P.G.C.2021-08-122021-08-12201122359877http://www.erepo.lib.uwu.ac.lk/bitstream/handle/123456789/6914/235-Personality%20Traits%20and%20Conflict%20Handling%20Styles%20Exploring.pdf?sequence=1&isAllowed=yNote: See the PDF Version Conflict is a perceived incompatibility of interests, which is often caused by a misalignment of goals, motivations or actions between two or more parties who are interdependent, that can be real or only perceived to exits (Kenneth, 1992). The early approach to conflict assumed that all conflict was bad. Conflict was viewed negatively, and it was used synonymously with terms such as violence, destruction, and irrationality to reinforce its negative connotation. However, in accordance with the modern approach, conflict is viewed as potentially useful to energize a company. Due to the effects of the globalization and speedy transformation of the society, the potential for conflict in daily interaction is increasing. Conflict handling styles are typically seen as responses to particular conflict situations. Opposite to the "conflict avoidance" perspective of traditionalists, the "con Flict management" perspective of modern approach recognizes that while conflict does have associated costs, it can also bring great benefits to the organizations. The success of the management depends heavily on an ability to handle conflict effectively (Antonioni, 1990). In accordance with Henry Mintzberg (1975), every manager must spend a good part of his time responding to high-pressure disturbances with the managerial role of disturbance handler. As mentioned by Friedman (2000) the way an individual think or believe about someone or something (perception) is based on his/ her personality. According to All port (1943), personality is the dynamid organization within the individual of those psychophysical systems that determine his unique adjustments to the environment and understanding the personality can help managers predict how a person might act in a particular situation. This attests that there must be a relationship between personality traits and conflict handling styles. As Explained in the past research findings it was clear that, there are contradictory ideas in relation to the relationship between personality traits and conflict handling styles and this matter has poorly been researched in the Sri Lankan context. Conflict can be manifested in a variety of ways. Some signs are outwardly visible, others are more repressed. Strikes are considered as one of the indicators of conflict. In accordance with the classification of strikes by the Labour department of Sri Lanka, the "Tea plantation" sector accounts for the highest strike rate, as a single sector. Therefore, the purpose of this study was to examine the relationship between personality traits and conflict handling styles with special reference to Tea Plantation sector in Sri Lanka.enHuman Resource ManagementManagementLinguisticsOther