Constructive conflict tests the logic of arguments and encourages participants to reexamine their basic assumptions.

Resource scarcity is a potential source of conflict in organisations.

Conflict tends to be higher when rules and procedures exist.

The yielding style of conflict resolution involves making unilateral concessions and unconditional promises.

The forcing style of conflict management presents the highest risk of relationship conflict and it should never be used to manage conflicts in organisations.

Increasing resources and creating more precise rules for the allocation of those resources represent two ways to increase conflict.

Integrators have direct authority over the departments they integrate, and they rely on legitimate power to manage conflict and accomplish the work.