Constructive Conflict

There are two types of conflict that applies for most conflict situations. Either the conflict will be constructive or destructive. Constructive conflict will serve a purpose in order to build up the team. Members within groups gain to some degree as an outcome of a constructive conflict; these gains include, among others, self-importance, gratification, public acknowledgment of the group's task, and because of the environment friendships can be established amongst the group members (Myers & Anderson, 2008). However, destructive causes great and irrevocable harm or damage to the small group. It causes group members to feel as if they lost something; these losses include, among others, humiliation, displeasure, public acknowledgement of the

Inequities typically come about as a result of perceived or actual unfair treatment relative to other employees within the organization, and can include such things as internal and external pay discrepancies, unfair decision-making and poor career development opportunities. Perceived or actual inequities can run the gamut from small personality conflicts to illegal business practices"(n.d.).

A group member who experiences inequity often feels not as much of gratified and distinguishes a grander quantity of conflict taking place in the group." Greater inequity also is associated with conflict centered on a group member rather than on the task" (Wall & Nolan, cited by Myers & Anderson, 2008). Intrapersonal conflict transpires inside an individual. The experience the individual has occurs in the individual's mind. Therefore, this type of conflict is psychological linking the person's beliefs, morals, values and feelings. On the other hand, interpersonal conflict can be in different measures, from modest ordinary ones like deciding whether or not to eat healthy organic foods for lunch to ones that can affect major decisions such as selecting a career path (Evans, 2013).

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