How to Read Your Team Conflict Chart
These examples show how to interpret different combinations of conflict levels in a team.
These results suggest a healthy team dynamic where team members feel comfortable sharing ideas without interpersonal tension. Teams should maintain this balance by encouraging open discussion while keeping personal and process-related conflicts low.
These results suggest there is tension within the team, and disagreements are starting to affect collaboration. Teams should work to reduce relationship and process conflict while encouraging open discussion about ideas.
These results suggest a high level of tension within the team, which may impact how the team works together. When relationship or process conflict is high, task conflict becomes less effective. Focusing on reducing relationship and process conflict can help improve collaboration.
Gamero, N., González-Romá, V., & Peiró, J. M. (2008). The influence of intra-team conflict on work teams' affective climate: A longitudinal study. Journal of Occupational and Organizational Psychology.
Jehn, K. A. (1997). A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups. Administrative Science Quarterly.
Jehn, K. A., Greer, L., Levine, S., & Szulanski, G. (2008). The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes. Group Decision and Negotiation.
Jehn, K. A., & Mannix, E. A. (2001). The Dynamic Nature of Conflict: A Longitudinal Study of Intragroup Conflict and Group Performance. Academy of Management Journal.