Teams that show no conflict may actually be experiencing unhealthy agreement or suppressed communication.

Differences in values, beliefs, and expectations among members can create healthy task-related conflict.

Relationship conflict is generally harmful, especially in tasks requiring interdependence among members.

A high level of trust within a team can prevent task conflict from turning into relationship conflict.

Competitive reward systems in an organization may contribute to conflict by pitting individuals or subgroups against each other.

The avoidance approach to conflict resolution creates long-lasting solutions by allowing issues to resolve naturally over time.

Accommodation may preserve harmony, but it can also reduce a team's decision quality if used excessively.

Confrontation focuses on winning the argument rather than achieving the best outcome for the team.

Compromise allows both parties to win completely by maximizing their goals simultaneously.

Collaboration seeks solutions that satisfy all parties, but it may require more time and open communication to achieve.

Work teams with shared long-term goals are more likely to use collaboration and accommodation when resolving conflicts.

In highly emotional conflicts, mediators help by controlling communication and promoting respectful dialogue.

A win-lose negotiation perspective strengthens ongoing team relationships because it creates clear winners.

Developing objective criteria when negotiating helps ensure decisions are fair and mutually acceptable.