Types of Group Conflict

There are three main types of group conflict: procedural conflict, substantive conflict, and interpersonal conflict.

• Procedural conflict is conflict over the way a group makes decisions or solves problems. This type of conflict can arise when there is disagreement about the rules, procedures, or processes that the group should use. For example, there might be conflict over how to allocate resources, how to make decisions, or how to resolve disagreements.
• Substantive conflict is conflict over the content or substance of the group’s work. This type of conflict can arise when there is disagreement about the goals, objectives, or tasks of the group. For example, there might be conflict over what the group should do, how the group should do it, or who should do what.
• Interpersonal conflict is conflict between two or more group members. This type of conflict can arise from a variety of factors, such as personality clashes, different work styles, or competition for resources. For example, there might be conflict between two members who have different ideas about how to solve a problem, or between two members who are vying for the same promotion.

Primary and Secondary Tensions in Groups

In addition to the three main types of conflict, there are also two types of tensions that can arise within groups: primary tensions and secondary tensions.

• Primary tensions are the fundamental differences that exist between group members. These differences can be based on factors such as age, gender, race, ethnicity, or personality. Primary tensions are often difficult to resolve because they are deeply rooted in the individual members of the group.
• Secondary tensions are the surface-level conflicts that arise between group members. These conflicts can be based on things like disagreements about work assignments, misunderstandings, or personality clashes. Secondary tensions are often easier to resolve than primary tensions because they are not as deeply rooted.

Tips for Managing Group Conflict

There are a number of tips or strategies that can be used to manage group conflict. Some of these tips include:

• Address the conflict early. The sooner you address a conflict, the easier it will be to resolve. Don’t let conflict fester or it will only get worse.
• Be clear and direct. When you are communicating with the other group members, be clear and direct about your concerns. Avoid using passive-aggressive language or making assumptions.
• Listen to the other group members. It is important to listen to the other group members and understand their perspective. This will help you to better understand the conflict and find a solution that everyone can agree on.
• Be willing to compromise. In many cases, the best way to resolve conflict is to compromise. This means that both parties are willing to give a little in order to reach an agreement.
• Seek help from a mediator. If you are unable to resolve the conflict on your own, you may want to seek help from a mediator. A mediator is a neutral third party who can help the group members to communicate and reach an agreement.

By following these tips, you can help to manage group conflict and create a more productive and positive work environment.