In this thesis, a case study of ten nursing homes is used to identify different styles of management and different approaches to dealing with conflict. Much of the literature on conflict focuses on determining which types are negative and which types are positive. What I illustrate, however, is that the same types of workplace issues exist in different organizations, yet do not necessarily yield similar outcomes in terms of organizational climate. Closely examining this relationship will put us in a more informed position to forecast the likelihood of successful organizational change ? in this case, the implementation of electronic medical records (EMRs). This thesis leans on previous research in the area of organizational culture, climate, and perspectives on conflict. Specifically, the research question I examine is how organizations with the same types of conflict can experience vastly different workplace climates. What I found was that different perspectives of conflict, not necessarily the conflicts themselves, were what shaped either positive or negative workplace outcomes. This finding contradicts past research that suggests it is merely the existence of certain types of conflict that determine workplace outcomes. Instead, I propose that different perspectives of conflict, as reflected in different types of management style, are what have primary influence in shaping workplace climate.