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Greetings to all. Karthik from the second MSW here. I'm here to present interpersonal and Intragroup conflict. We start by looking into interpersonal conflict. Interpersonal conflict in the workplace is a natural part of colleague interaction. Conflict can occur between colleagues, within a team or between team members and leaders. If you're experiencing workplace conflict, learning how to resolve it can help you improve your communication skills and become more productive. In this video, I list the different types of interpersonal conflict and review potential resolution methods. Types of interpersonal conflict Interpersonal conflict is any type of conflict that involves two or more people. Workplace conflicts arise whenever two or more people express different points of view. This can happen between co-workers, managers or clients and customers. To understand interpersonal conflicts and how best to approach a resolution, it's important to consider every type. Here are the four types of interpersonal conflicts: 1. Pseudo-conflicts Pseudo-conflicts arise when two parties want different things and can't come to an agreement. If two team leaders are working on a project but one wants everyone to take notes on a computer and the other wants everyone to use pen and paper, this would be a pseudo-conflict. Their desire to approach a project in two different ways and failing to see eye-to-eye is the reason for the conflict. 2. Policy-related interpersonal conflict When conflict relates to a decision or situation that involves both parties, it can be a policy-related interpersonal conflict. For example, if a leader assigns a work project to a team, the members of the team may disagree on the best way to complete it. When policy-related interpersonal conflicts arise in the workplace, it's best to resolve them through compromise. 3. Value-related interpersonal conflicts Sometimes conflicts occur between two people when they have different underlying value system. This kind of conflict can be hard to identify when it first occurs because the people who are in the conflict often think the other party is being stubborn or disagreeable, wherein they just have different underlying values. One colleague may put such a high value on their time outside of the office that they refuse to check e-mails or be reachable during non-office hours. 4. Ego-related interpersonal conflicts In ego conflicts, losing the argument has the potential to damage a person's pride. Sometimes ego conflicts arise when many small conflicts are unresolved. One example of ego-related interpersonal conflict results is if one co-worker is already sensitive about a manager favoring another employee. If the manager then asks both parties for their opinion, the co-worker who is already sensitive about the manager favoring the other employee might say or represent his or her bigger feelings about the manager's favoring. This would escalate the conflict further than the situation might warrant. Potential resolution methods The first step to addressing interpersonal conflict is choosing a resolution method. The method you choose can vary depending on the specific conflict and those involved. These are some resolution strategies you can choose from: • Withdrawal: Withdrawal avoids conflict, and this method may be helpful for intense conflicts or minor disagreements that may not warrant thorough discussions. For example, it may not be productive to argue with a co-worker about whether hot or iced coffee is better. • Accommodation: Accommodation is a conflict resolution method in which you consider the other person's needs over your own. For example, you may enact accommodation in a conflict over an office re-design by letting a colleague make the color scheme decisions. • Competition: Those who choose the competition resolution strive to convince others to see why their perspective is best. For example, during a road construction project, you may argue for more safety measures and provide safety data to support your claim. • Compromise: When you choose compromise, both parties work to find a solution that satisfies everyone. For example, during the office re-design, your colleague may choose the color scheme while you choose the new furniture. • Collaboration: Though collaboration often takes more time and effort than other resolution methods, it may provide more long-term benefits. When your team has the time, choosing collaboration can help build relationships and communication skills Now We look into intragroup conflict. Intragroup Conflict Intragroup conflict is conflict within a group or team, where members conflict over goals or procedures. For instance, a board of directors may want to take a risk to launch a set of products on behalf of their organization, in spite of dissenting opinions among several members. Intragroup conflict takes place among them as they argue the pros and cons of taking such a risk. I hope your learning experience was beneficial. Thank you Special thanks to Dr. Naomi Lawrence