One way of understanding conflict is to identify the type of disagreement, or what the conflict is about. Although each conflict is unique, researchers have classified conflicts into three categories: task, relationship, or process. Task conflict relates to the content and goals of the work. Relationship conflict focuses on interpersonal relationships. Process conflict is about how the work gets done.

Studies demonstrate that relationship conflicts in work settings are almost always dysfunctional. The friction and interpersonal hostilities inherent in relationship conflicts increase personality clashes and decrease mutual understanding, which hinders the completion of organizational tasks. One study demonstrated that teams of individuals who are, on average, high in openness and emotional stability are better able to turn task conflict into increased group performance.

Researchers found that process conflicts are about delegation and roles. Conflicts over delegation often revolve around the perception of some members as shirking, and conflicts over roles can leave some group members feeling marginalized. We’ve all been part of groups in which the arguments about roles and responsibilities seem to go nowhere.