<P> Group conflict does not always lead to negative consequences . The presence of a dissenting member or subgroup often results in more penetration of the group's problem and more creative solutions . This is because disagreement forces the members to think harder in an attempt to cope with what may be valid objections to general group opinion . But the group must know how to deal with differences that may arise . </P> <P> True interdependence among members leads automatically to conflict resolution in the group . Interdependence recognizes that differences will exist and that they can be helpful . Hence, members learn to accept ideas from dissenters (which does not imply agreeing with them), they learn to listen and to value openness, and they learn to share a mutual problem - solving attitude to ensure the exploration of all facets of a problem facing the group . </P> <P> Intergroup conflict between groups is a sometimes necessary, sometimes destructive, event that occurs at all levels and across all functions in organizations . Intergroup conflict may help generate creative tensions leading to more effective contributions to the organization's goals, such as competition between sales districts for the highest sales . Intergroup conflict is destructive when it alienates groups that should be working together, when it results in win - lose competition, and when it leads to compromises that represent less - than - optimum outcomes . </P> <P> Constantino helps organizations design their own, ad hoc conflict management systems, Tosi, Rizzo, and Caroll suggested that improving organizational practices could help resolve conflicts, including establishing superordinate goals, reducing vagueness, minimizing authority - and domain - related disputes, improving policies, procedures and rules, re-apportioning existing resources or adding new, altering communications, movement of personnel, and changing reward systems . </P>

What are the different types of conflict in the workplace