managers from developed countries moved to less developed countries to resolve conflicts within the company and met with little success due to their failure to adapt to the conflict management styles of the local culture. As an example, in Kozan's study noted above, he noted that Asian cultures are far more likely to use a harmony model of conflict management. If a party operating from a harmony model comes in conflict with a party using a more confrontational model, misunderstandings above and beyond those generated by the conflict itself will arise. International conflict management, and the cultural issues associated with it, is one of the primary areas of research in the field at the time, as existing research is insufficient to deal with the ever-increasing contact occurring between international entities. Interorganizational conflict management One of the key features of conflict management in inter-organizational relationships is the involvement of both an individual level and an organizational level. In inter-organizational relationships, conflicts have to be managed through a set of formal and informal governance mechanisms. These mechanisms influence the likelihood and type of conflicts but also the way conflicts are managed between the parties. Application Higher education With only 14% of researched universities reporting mandatory courses in this subject, and with up to 25% of the manager day being spent on dealing with conflict, education needs to reconsider the importance of this subject. The subject warrants emphasis on enabling students to deal with conflict management. "Providing more conflict management training in undergraduate business programs could help raise the emotional intelligence of future managers." The improvement of emotional intelligence found that employees were more likely to use problem-solving skills, instead of trying to bargain. Students need to have a good set of social skills. Good communication skills allow the manager to accomplish interpersonal situations and conflict. Instead of focusing on conflict as a behavior issue, focus on the communication of it. With an understanding of the communications required, the student will gain the aptitude needed to differentiate between the nature and types of conflicts. These skills also teach that relational and procedural conflict needs a high degree of immediacy to resolution. If these two conflicts are not dealt with quickly, an employee will become dissatisfied or perform poorly. It is also the responsibility of companies to react. One option is to identify the skills needed in-house, but if the skills for creating workplace