Types of Conflict
Functional/cognitive
“The general view on conflict is that not all conflict is bad. Some conflicts support the goals of the group and improve its performance; these are functional, or constructive, forms of conflict” (Langton et al., 2013, p. 324). Functional conflict is often the catalyst and driving force behind new ideas, progress, and positive change and growth, both personally and professionally. Functional conflict is considered cognitive because it is task oriented and evolves from differences in perspectives and judgments and provide valuable opportunities for identifying potential solutions to shared problems (Langton et al., 2013). When approached constructively, conflict increases individual and group creativity and innovation, improved energy and motivation, provides opportunities for personal growth and healthier relationships, encourages self-examination, and fosters situational reappraisal and reflection (Vivar, 2006).
Dysfunctional/affective
In contrast to the potential benefits of functional conflict, dysfunctional, or affective conflict, is destructive and hinders group performance (Langton et al., 2013). Affective conflict is particularly destructive and dysfunctional as it is predominantly emotionally-based and focused on an individual rather than a specific issue. When levels of affective conflict become extreme, purposeful sabotage may appear within a group, negatively impact the effectiveness of the group, reduce individual and team satisfaction, and threaten the existence of the group (Vivar, 2006).
Key Points of Functional/Cognitive and Dysfunctional/Affective Conflict:
“The general view on conflict is that not all conflict is bad. Some conflicts support the goals of the group and improve its performance; these are functional, or constructive, forms of conflict” (Langton et al., 2013, p. 324). Functional conflict is often the catalyst and driving force behind new ideas, progress, and positive change and growth, both personally and professionally. Functional conflict is considered cognitive because it is task oriented and evolves from differences in perspectives and judgments and provide valuable opportunities for identifying potential solutions to shared problems (Langton et al., 2013). When approached constructively, conflict increases individual and group creativity and innovation, improved energy and motivation, provides opportunities for personal growth and healthier relationships, encourages self-examination, and fosters situational reappraisal and reflection (Vivar, 2006).
Dysfunctional/affective
In contrast to the potential benefits of functional conflict, dysfunctional, or affective conflict, is destructive and hinders group performance (Langton et al., 2013). Affective conflict is particularly destructive and dysfunctional as it is predominantly emotionally-based and focused on an individual rather than a specific issue. When levels of affective conflict become extreme, purposeful sabotage may appear within a group, negatively impact the effectiveness of the group, reduce individual and team satisfaction, and threaten the existence of the group (Vivar, 2006).
Key Points of Functional/Cognitive and Dysfunctional/Affective Conflict:
- Functional/cognitive
conflict = healthy conflict
- Dysfunctional/affective
conflict = unhealthy conflict
- Group
performance is the criterion that differentiates functional from dysfunctional
conflict - if a group fails to achieve its goals due to conflict, the conflict
is dysfunctional (Langton et al.,
2013).
- “Conflict
in the workplace is inevitable, normal, and healthy. Dealing with it
constructively enables us to move out of our comfort zones and create the work
environment we want, rather than continue in the one we’re stuck with” (Cox, 2005, p. 57). Understanding the potential benefits of
conflict sets the foundation required to develop and foster a health work
environment for both staff and patients (Cox, 2005). Healthy conflict provides opportunities for
individuals and groups to grow and problem solve, and should be embraced rather
than avoided.