According to Webster’s dictionary the definition of conflict is a: competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interests, or persons) b: mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands. Conflict is when two or more values, perspectives, and opinions are contradictory in nature and have not yet been resolved or agreed upon.

There are two types of conflict; affective conflict or A type and cognitive conflict or C type. Affective conflict is emotional and is typically not aimed at an issue but a person, though personal criticisms and focuses on people instead of the facts. A type conflict can lead to low levels of acceptance and poor decisions, dubbing this conflict as dysfunctional or bad. (Tools for Teams). On the other hand cognitive or C type conflict is positive conflict, which occurs from differences in perspectives and judg

There has been conflict over the role of conflict. The role of conflict has evolved since the early 1900’s. The traditional view, observed from 1930-1940’s was that conflict is bad and should avoided as it was thought to indicate problems. In the 1940’s until 1970’s the theory changed and conflict was deemed natural and inevitable. From this point, it was used as a positive force in group performance; this is known as the Human Relations view. Conflict is currently perceived through the Interactionist view, which not only accepts conflict, but also encourages minimal conflict to keep the team alive, thriving, and innovative.

Compromising is characterized by all members of the team participating in a give and take, giving in on one point to gain an advantage on another. In a compromise there is no winner or loser. Negotiation, trade-offs, and a high level of flexibility are also involved in compromising.

According to Robert Bolton’s book “People Skills,” conflict can be realistic and nonrealistic. The realistic conflict focuses on the facts at hand, as well as issues that can be resolved. Nonrealistic conflict focuses on irrelevant issues, and is never resolved because the proper issues are not being discussed. Group performance is the criterion that differentiates the types of conflict.

Distributive bargaining: your shopping for a home, you find the perfect home with all the amenities you wanted, but you are not will to pay the asking price. You and the owner negotiate over the price and come to an agreement. The negotiation was distributive bargaining because you and the owner both won.

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