Conflicts are common in interpersonal relationships , because each person has his or her own idea and vision of the world. This can cause differences that go beyond simple discrepancies.

Poor communication can be the source of conflict, so this is a necessary element in mediation and proper conflict management. In this article we review the 11 types of conflict and how to solve them .

Causes of conflict

Efficient communication is a necessary tool for understanding others and the problems that can lead to conflict, because it allows us to understand differences in cultural and ideological values that may be at the root of the problem and, moreover, can prevent the conflict from getting out of hand.

The causes of conflicts can be different, since there are different types of conflicts . For example, there may be conflicts due to economic interests between two companies, emotional conflicts in internal conflicts in one person, political conflicts between two countries, religious conflicts between two communities or conflicts of competence between two police forces.

Although conflict is seen as negative, sometimes it can be an opportunity to improve things that are not going well or are not working.

Types of conflicts

As you can see, the causes of conflict can vary: values and ideologies, resources, expectations within relationships between people, clashes of personalities, the protection of territory, etc. These causes are usually more common in different types of conflicts. But, how are conflicts classified? What types of conflicts are there?

The conflicts may vary according to their content, their veracity or according to the participants. Below you can find the different types of conflicts and their characteristics.

1. Conflicts according to their truthfulness

Depending on their truthfulness, conflicts can be:

1.1. Real conflicts

Real conflicts are those that actually exist, and that are caused by various causes , whether structural or environmental (economic, legal, relational, etc.), among others.

  • For example : Paul rents his house to Adrian at a monthly cost of 600 euros, because the latter has moved to the big city. Everything is going well until Adrían loses her job and, as a consequence, stops paying the rent. An economic conflict is created that is real.

1.2. Imaginary conflicts

Imaginary conflicts derive from misunderstandings, interpretations or perceptions . In this type of conflict there is no will on the part of the parties.

  • For example : Mary thinks that John, her partner, no longer feels the same way about her. John has run out of battery and has not been able to call her as he does every night. In fact, John is worried that he won’t be able to call her, but he doesn’t have the possibility to do so at that moment. There is no conflict, but Mary thinks the reason John doesn’t call her is because he is with another woman.

1.3. Invented conflicts

Invented conflicts, just like imaginary ones, are not real . However, unlike these, there is an intention on the part of one of the parties that, generally, wants to get some benefit out of it. This means that a large part of this phenomenon is in fact manipulation or gaslighting.

  • : a person who fakes an accident so that insurance will pay for the repair of a rear-end collision that occurred because he himself hit a light pole while reversing.

2. Conflicts according to participants

Depending on the actors involved in the conflict, this can be

2.1. Intrapersonal conflict

This conflict occurs internally, in the mind of the individual . This means that it has its origin in private events: thoughts, values, principles, emotions… These conflicts can have different degrees.

  • : from a daily conflict about what to eat today, to an existential crisis that causes great suffering to the person who suffers it. Intrapersonal conflicts can help us to grow as persons if we resolve them satisfactorily.
  • Related article: “Existential crisis: when we don’t find meaning in our life”

2.2. Interpersonal conflict

Interpersonal conflicts are those that occur in the processes of interaction between people . They usually appear quickly, as it is only necessary for one person to feel attacked to start one, which can be born from misunderstandings. They can originate for practically any reason, from jealousy to conflict of interest in relation to the use of a type of resource.

  • For example : between two friends. The origin can be found in a clash of personalities, values, opinions or expectations.

2.3. Intra-group conflict

Intergroup conflicts occur between members of a group or team , for various reasons: because of interpersonal differences or because some of the participants in the group do not share the ideas of the organization, among others. This type of conflict can destabilize the smooth running of a team or group and affect its effectiveness and cohesion, since it creates an extra concern or even totally blocks the group’s ability to operate, which in turn can produce more conflicts in a chain reaction.

2.4. Intergroup conflict

Intergroup conflict is a conflict between groups and can be very destructive, since, in extreme cases, the violence derived from this type of conflict has the purpose of reinforcing the group and can even be justified . It usually has its causes in ideologies, prejudices or territorial disputes.

On the other hand, unlike what happens in interpersonal conflicts, it is more difficult for them to arise from misunderstandings, since the presence of other people makes the “contagion effect” necessary to consider an intragroup conflict delay its appearance. In addition, a greater number of observers makes it less likely that misunderstandings can arise and be sustained over time.

  • : the conflict between two companies for economic reasons, a war between peoples for their religion or between hooligans for their football team.
  • If you want to know more about the negative impact of inter-group conflicts, you can read our article: “Hooligans: the Psychology of Football Hooligans”

3. Depending on the content

Depending on the content, the conflict can be:

3.1. Relational conflicts

These conflicts occur between family members, friends or partners .

  • For example : because of poor communication between the two members of a marriage, any everyday trifle is discussed.

3.2. Conflicts of interest

Conflicts of interest have to do with the motivations and needs of each person or group and with the resources present at that moment.

  • For example : when a worker wants more money for his day and the company does not want to pay him more.

Ethical and value conflicts

They have to do with the culture and the environment in which the person has grown up . They are frequent and complex, because it is not easy for a person to change the principles that govern their behaviour. In the case of ethical conflict, it usually occurs when a person has to make a decision that is not in line with his/her deepest values.

3.4. Leadership and power conflicts

Leadership conflicts mainly affect organizations and can affect performance and workers’ health. A characteristic phenomenon of conflicts has to do with power struggle, as many authors talk about the relationship between conflict and power, as it is one of the most common causes.

3.5. Personality conflicts

Personality is a set of stable traits and qualities that shape a person’s way of being and make us unique. Personality, being an inflexible phenomenon, can be the basis of many inter-group conflicts .

Resolving Conflict

Conflicts can often bring about positive changes . This requires that they are managed correctly. It is important to understand that making a correct diagnosis of the conflict will determine the success in the resolution of the different problems. If we approach an inter-group or inter-individual conflict as if it were an intra-individual conflict, the chances of success may be low.

For example, we may find ourselves working in a company where the main problem is bad practices in the human resources department, which are generating a role conflict in the workers. They do not know exactly what their functions are, and this conflict generates stress and discomfort in the employees. If we approach this situation as a worker’s problem, we will be attacking the wrong target.

Maybe we can reduce the symptoms momentarily, but the problem will still be there, in the organizational mismanagement. Therefore, before taking any action to alleviate the effects of conflict, it is necessary to know what the root or basis of the problem is.

However, there are some principles that we must apply if we want to resolve the conflict :

  • Don’t pretend the problem doesn’t exist. Face it and try to solve it.
  • Be critical and analyze your failures.
  • Treat the other party with respect and education.
  • Explain your opinions and establish the points of connection.
  • Be empathetic to the other side and understand their position.
  • Avoid confrontation.
  • Improves communication: active listening, assertiveness…

If you want to know how to improve your negotiation skills, this post may interest you: “How to be a great negotiator, in 10 psychological keys”.

Bibliographic references:

  • Calcaterra, Ruben A. (2002). Strategic mediation. Barcelona: Gedisa. ISBN 978-84-7432-901-8.
  • Dahrendorf, Ralf. (1996). Elements for a theory of social conflict. In: Sociedad y libertad: hacia un análisis sociológico de la actualidad. Madrid: Tecnos.
  • Entelman, Remo F. (2002). Theory of conflict: towards a new paradigm. Barcelona: Gedisa. ISBN 84-7432-944-2.
  • Vinyamata Camp, Eduard. (2003). Learning mediation. Barcelona: Paidós Ibérica. ISBN 978-84-493-1364-6.