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n which case academic recognition may, or may not be, a significant motive. Intellectual conflict is a subclass of cultural conflict,[1] a conflict that tends to grow over time due to different cultural values and beliefs. Conflict in a group often follows a specific course. Routine group interaction is first disrupted by an initial conflict within the group, often caused by internal differences of opinion, disagreements between its members, or scarcity of resources available to the group. At this point, the group is no longer united, and may split into coalitions. This period of conflict escalation in some cases gives way to a conflict resolution stage, after which the group can eventually return to routine group interaction or split. Definitions M. Afzalur, a professor at Western Kentucky University,[2] notes there is no single universally accepted definition of conflict.[3] He notes that one issue of contention is whether the conflict is a situation or a type of behaviour.[4] Citing a review of definitions of organizational conflicts in 1990 by Robert A. Baron,[5] Afzalur notes that all definitions of conflict include known opposing interests and the process of trying to stop the opposing view or views. Building on that, the proposed definition of conflict by Afzalur is "an interactive process manifested in incompatibility, disagreement or dissonance within or between social entities." Afzalur also notes that a conflict may be limited to one individual, who is conflicted within himself (the intrapersonal conflict). Afzalur lists some manifestations of conflict behavior, starting with disagreement followed by verbal abuse and interference.[2] Another definition of conflict is proposed by Michael Nicholson, professor of Internal Relation at the University of Sussex,[6] who defines it as an activity which takes place when conscious beings (individuals or groups) wish to carry out mutually inconsistent acts concerning their wants, needs or obligations.[7] Conflict is an escalation of a disagreement, which is its common prerequisite, and is characterized by the existence of conflict behavior, in which the beings are actively trying to damage one another.[7] A key player in inter-group relations and conflict is the collective sentiment a person's own group (in-group) feels toward another group (out-group). These inter-group emotions are usually negative, and range in intensity from feelings of discomfort when interacting with a member of a certain other group to full on hatred for another group and its members. For example, in Fischer's organizational research at the University of Oxford, inter-group conflict was so 'heated' that it became mutually destructive and intractable, resulting in organizational collapse.[8][9] Out-group-directed emotions can be expressed both verbally and non-verbally, and according to the stereotype content model, are dictated by two dimensions: the perceived warmth (friendliness) and competence of the other group

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