Theories of interpersonal conflict analysis and resolution originate from sociology, social psychology and political science. These theories took shape during twentieth century after World War I and World War II. Some of the prominent conflict resolution theories are Burton’s ‘human needs theory’, Roger Fisher’s ‘principled-negotiation’ and Lederach’s ‘Conflict transformation’. Conflict is an inevitable part of living because it is related to situations of scarce resources, division of functions, power relations and role-differentiation. In the organizational environment, awareness of each employee’s nature (...) is critical to success. When such employees are self-aware, workplace conflict can be minimized and can become productive to the organization. This study develops a new three energy framework of personality for conflict analysis and resolution. This framework is based on the ‘ guna’ concept of Bhagavad Gita, an ancient Hindu scripture. The term ‘ guna’ indicates the ‘inherent energy’ with which the human mind functions. These three energies are: Positive Energy ( sattva), Dynamic Energy ( rajas) and Potential Energy ( tamas). People work under influence of these three energies all the time and go through various physical, emotional and intellectual experiences. The quality and quantity of these experiences determines their personality, pattern of behaviours and conduct. (shrink)