The document defines and discusses different types of conflicts that can occur including intrapersonal, interpersonal, intragroup, and intergroup conflicts. It provides details on the causes and nature of each type of conflict and recommends steps that can be taken to effectively manage and resolve conflicts, such as defining the issues, examining different perspectives and solutions, and making collaborative decisions.

1. By –
Shreyas Sarode
Siddharth Rana
Subrato Upadhyay
Sumit Pandey
Group 7
BCA Data Science

2. WHAT IS CONFLICT ?
• Conflict is when two individuals or groups
disagree, and that disagreement causes
resistance. One party must feel that the other’s
point of view will have a negative effect on the
ultimate outcome.
• Conflict is just a perception, meaning it only
really exists if it’s acknowledged by the parties
that are experiencing it.
• No matter what the dimensions of the business,
conflict goes to be a natural part of its
existence.
• Conflict could result in a deadlock that chokes the purpose of the
organization.

3. ADVANTAGE & DISADVANTAGE OF
CONFLICT
Conflict are often destructive to a team and to a corporation,
Disadvantages can include :
• Teams lose specialize in common goals
• Winning eclipses the other goals of the group
• Judgement gets distorted
• There is a scarcity of cooperation
• Losing members lack motivation to continue participation
But if managed well, conflict are often healthy and spark creativity,
Advantages include :
• High energy
• Task focus
• Cohesiveness within the group
• Discussion of issues

4. TYPES OF CONFLICT & THEIR
MANAGEMENT

6. INTRAPERSONAL
CONFLICT
Intrapersonal conflict is a conflict between should and want that people have within
themselves.
Should is always influenced by morals, religious views, upbringing, and so on. Wants, on the
other hand, is influenced by the environment, which tempts persons to ignore should.
Intrapersonal conflict is a natural component of human life; people experience intrapersonal
conflicts between ‘should’ and ‘wants’ at all times. Conflict comes whenever a
decision
must be made, no matter how essential or insignificant.
Intrapersonal conflict occurs when a single individual’s goals, values, or roles vary.
When a

7. HOW TO HANDLE INTRAPERSONAL
CONFLICT
Intrapersonal conflicts might arise on a regular basis, but learning to resolve them can help you
improve your critical thinking and decision-making abilities. To deal with intrapersonal conflict, follow
these steps :
Keep your ideals in mind –
Determine how the conflict affects your basic values and what is important to your working efficiency.
Think about solutions that are in line with your values and motives.
Examine your company’s policies –
Review any corporate policies that pertain to the conflict, if applicable.
Follow any existing processes or ask for assistance from a supervisor.
Make a list of the disagreements -
Examine the advantages and disadvantages of your disagreement, as well as the possible results of
the available decisions. Choose the resolution with the most benefits or the best outcomes.

8. INTERPERSONAL CONFLICT
Interpersonal conflict is due to differences in thoughts, value, and styles
between two or more people who are required to interact with each other.
This type of conflict is between individuals, so the conflicts can get to very
personal level.
Mild or severe, interpersonal conflict may be a natural outcome of human
interaction.
People tend to have personalities, values, expectations, and attitudes
toward problem-solving. once you work or interact with someone who
doesn’t share your opinions or goals, conflict may result .

9. HOW TO HANDLE INTERPERSONAL CONFLICT
Here are four steps you’ll use to resolve interpersonal conflict within the workplace :
Define the conflict –
Start by identifying exactly what the conflict is about, including what event started it and
the way each party reacted to things .
Put the conflict into context –
Discuss the conflict’s impacts on each party, the project and therefore the workplace.
This step can help each party understand the importance of resolving the conflict and motivate them
to collaborate on finding an answer .
Create options –
Let each party come up with one idea to resolve the conflict, allowing each party to
require turns. This step allows each party to identify how the conflict are often resolved amicably.
Agree on an answer –
As a group, determine an answer that positively impacts each party. Consider including goal
setting as a part of this stage to gauge and measure a resolution’s progress

10. INTRAGROUP CONFLICT
Intragroup conflict occurs when members of a group or team
disagree over goals or methods.
A board of directors, for example, may wish to take a risk by
launching a set of items on behalf of their organization, despite
the fact that numerous members have expressed reservations.
Intragroup conflict arises when they debate the benefits and
drawbacks of taking such a risk.

11. HOW TO HANDLE INTRAGROUP CONFLICT
Intragroup conflict can be managed to keep employees productive and teams on track to meet
their objectives. Here are three stages to effectively resolving intragroup conflicts :
As a group, talk about the conflict –
Discuss the source of the disagreement and how each person feels about it openly.
This stage guarantees that everyone is involved in finding a solution and that the problem can
be discussed openly.
Work together in small groups –
Divide the team into smaller groups, each with a different point of view. Analyze the
disagreement and consider the benefits and drawbacks of various solutions.
Make a decision –
Decide on a course of action as a whole team, or evaluate whether more brainstorming
is required.

12. INTERGROUP CONFLICT
Intergroup conflict refers to disagreements which exists between
two or more groups and their respective members also.
One of the foremost prominent reasons for intergroup conflict is
just the character of the group.
Other reasons could also be work interdependence, goal
variances, differences in perceptions, and therefore the increased
demand for specialists.

13. HOW TO HANDLE INTERGROUP CONFLICT
Here we go with the three steps that we should start with :
Firstly we should discuss the issue with all the relevant parties.
You can be in conversation with number of participants like an open
conference.
Have a deep discussion with important colleagues, sometimes,
have a small intergroup conflict with some of few necessary people,
such as leaders or faculty heads.
Gather a variety of possible solutions, encourage each side to
have discussion on issues as they appear. If possible, you could
shuffle teammates from one to another so they can get better view
of an issue.

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