The basic two types of team conflict are:

 Substantial conflict: It is also called task conflict that arises in team due to disagreement in
goals and opinions about the task being performed (West, Tjosvold and Smith, 2005) that
may include various opinion in current strategies or debate over facts. These conflicts are
distraction and needed resources which are directly not invested into task performance.
 Emotional conflict: This is also known as relationship conflict. It occurs in team if there is
feeling of jealousy, insecurity, or personal conflicts to some extent. Sometimes due to
difference in working environment, interpersonal styles and attitudes also become the
reason for this conflict. It hampers team performance that directly reduces problem solving
capacity of the team.
 Process Conflict: This conflict is the worst form of conflict as it is not connected with any
specific task but arises in the team during assigning tasks and duties. Process conflict, for
instance, may affect the quality of emergent states and team ability to perform (de Wit,
Greer and Jehn, 2012).

Some methods that help to overcome conflict:

 Collaborating: The best way to solve the conflict among team is by collaborating. This can be
done by making a combine decision by the joint effort of disagreement parties that also
motivates everyone to share their ideas and opinions. It provides opportunity to learn from
others as well. Also providing long term re-solution.
 Avoiding: Avoiding is another way to tackle the conflict. It involves reducing the importance
of issue. This style is better during cooling off period for understanding the conflict situation
and when the other parties are uncooperative as well as unassertive.

West, M.A., Tjosvold, D. and Smith, K.G. (2005). The essentials of teamworking :

international perspectives. Chichester, England ; Hoboken, Nj: Wiley.

de Wit, F.R.C., Greer, L.L. and Jehn, K.A. (2012). The paradox of intragroup conflict: A
meta-analysis. Journal of Applied Psychology, 97(2), pp.360–390.