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3 Types of Conflict and How to Address Them

Different types of conflict — including task conflict, relationship conflict, and value conflict—can benefit from different approaches to conflict resolution..

By Katie Shonk — on December 14th, 2023 / Conflict Resolution

In the workplace, it sometimes seems as if some types of conflict are always with us. Miss a deadline, and you are likely to face conflict with your boss. Lash out at a colleague who you feel continually undermines you, and you’ll end up in conflict. And if you disagree with a fellow manager about whether to represent a client whose values you disdain, conflict is also likely.

In particular, three types of conflict are common in organizations: task conflict, relationship conflict, and value conflict. Although open communication, collaboration, and respect will go a long way toward conflict management , the three types of conflict can also benefit from targeted conflict-resolution tactics .

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In our FREE special report from the Program on Negotiation at Harvard Law School - The New Conflict Management: Effective Conflict Resolution Strategies to Avoid Litigation – renowned negotiation experts uncover unconventional approaches to conflict management that can turn adversaries into partners.

Task Conflict

The first of the three types of conflict in the workplace, task conflict, often involves concrete issues related to employees’ work assignments and can include disputes about how to divide up resources, differences of opinion on procedures and policies, managing expectations at work , and judgments and interpretation of facts.

Of the three types of conflict discussed here, task conflict may appear to be the simplest to resolve. But task conflict often turns out to have deeper roots and more complexity that it appears to have at first glance. For example, coworkers who are arguing about which one of them should go to an out-of-town conference may have a deeper conflict based on a sense of rivalry.

Task conflict often benefits from the intervention of an organization’s leaders. Serving as de facto mediators, managers can focus on identifying the deeper interests underlying parties’ positions. This can be done through active listening, which involves asking questions, repeating back what you hear to confirm your understanding, and asking even deeper questions aimed at probing for deeper concerns. Try to engage the parties in a collaborative problem-solving process in which they brainstorm possible solutions. When parties develop solutions together, rather than having an outcome imposed on them, they are more likely to abide by the agreement and get along better in the future.

Relationship Conflict

The second of our three types of conflict, relationship conflict, arises from differences in personality, style, matters of taste, and even conflict styles. In organizations, people who would not ordinarily meet in real life are often thrown together and must try to get along. It’s no surprise, then, that relationship conflict can be common in organizations.

Suppose you’ve felt a long-simmering tension with a colleague, whether over work assignments, personality differences, or some other issue. Before turning to a manager, you might invite the colleague out to lunch and try to get to know him or her better. Discovering things you have in common—whether a tie to the same city, children the same age, or shared concerns about problems in your organization—may help bring you together.

If you feel comfortable, bring up the source of the tension and focus on listening to the other person’s point of view. Resist the urge to argue or defend your position. When you demonstrate empathy and interest, he or she is likely to reciprocate. If the conflict persists or worsens, enlist the help of a manager in resolving your differences.

Value Conflict

The last of our three types of conflict, value conflict, can arise from fundamental differences in identities and values, which can include differences in politics, religion, ethics, norms, and other deeply held beliefs. Although discussion of politics and religion is often taboo in organizations, disputes about values can arise in the context of work decisions and policies, such as whether to implement an affirmative action program or whether to take on a client with ties to a corrupt government.

According to MIT professor Lawrence Susskind, disputes involving values tend to heighten defensiveness, distrust, and alienation. Parties can feel so strongly about standing by their values that they reject trades that would satisfy other interests they might have.

Susskind recommends that instead of seeking to resolve a values-based dispute, we aim to move beyond demonization toward mutual understanding and respect through dialogue. Aim for a cognitive understanding in which you and your coworker reach an accurate conceptualization of one another’s point of view. This type of understanding doesn’t require sympathy or emotional connection, only a “values-neutral” ability to describe accurately what someone else believes about the situation, write Robert Mnookin, Scott R. Peppet, and Andrew S. Tulumello in Beyond Winning: Negotiating to Create Value in Deals and Disputes (Harvard University Press, 2004).

In addition, you may be able to reframe a values-based dispute “by appealing to other values that you and your counterpart share,” writes Susskind in an article in the Negotiation Briefings newsletter, “including universal beliefs such as equal rights or nonviolence, rather than focusing on the differences in beliefs that precipitated the dispute.”

Learn more about conflict and dispute resolution when you read these items:

• What is Conflict Resolution, and How Does It Work?

How to manage conflict at work through conflict resolution

If you work with others, sooner or later you will almost inevitably face the need for conflict resolution. You may need to mediate a dispute between two members of your department. Or you may find yourself angered by something a colleague reportedly said about you in a meeting. Or you may need to engage in … Read What is Conflict Resolution, and How Does It Work? >>

• Conflict Styles and Bargaining Styles

Our conflict and negotiation styles have a significant impact on how we manage conflict and negotiate. Two different models can help identify our tendencies and those of our counterparts.

What type of negotiator are you? Many negotiation strategies are “one size fits all,” but our unique personalities and life experiences will shape how we carry out and react to such strategies. Familiarity with different kinds of negotiation and conflict management styles can help us better understand and work with our own tendencies and …  Read Conflict Styles and Bargaining Styles >>

Types of Conflict in Business Negotiation—and How to Avoid Them

The types of conflict we face in business negotiation can be categorized by our role and relationship with the other party. by preparing for characteristics of each one, we will be better positioned to avoid them in the first place..

Conflict in business negotiation is common, but it doesn’t have to be that way. There are steps we can take to avoid certain types of conflict and misunderstanding. Often, it helps to analyze the unique causes of conflict in particular negotiation situations. Here, we look at three frequent types of conflict in business negotiations and offer …  Read Types of Conflict in Business Negotiation—and How to Avoid Them >>

What are the Three Basic Types of Dispute Resolution? What to Know About Mediation, Arbitration, and Litigation

How to choose the best dispute resolution process.

When it comes to dispute resolution, we now have many choices. Understandably, disputants are often confused about which process to use. … Read What are the Three Basic Types of Dispute Resolution? What to Know About Mediation, Arbitration, and Litigation >>

Elements of Conflict: Diagnose What’s Gone Wrong

Basic elements of conflict contribute to disputes and cause them to escalate. we describe three primary elements of conflict and suggest ways to address them productively in your negotiations..

In the heat of conflict, it can be difficult to think rationally about how you got where you are and how you might make things better. But by taking a break to consider the elements of conflict, you can move toward a more rational assessment of the dispute and come up with ways to address …  Read Elements of Conflict: Diagnose What’s Gone Wrong >> 

Conflict-Management Styles: Pitfalls and Best Practices

Conflict-management styles can affect how disputes play out in organizations and beyond. research on conflict-management styles offers advice on managing such difficult situations..

People approach conflict differently, depending on their innate tendencies, their life experiences, and the demands of the moment. Negotiation and conflict-management research reveals how our differing conflict-management styles mesh with best practices … Read Conflict-Management Styles: Pitfalls and Best Practices >>

Get Stories about Types of Conflict

Access our library of blog articles dealing with types of conflict..

From negotiation and conflict management styles to types of conflict and how to avoid them. Even more stories about learning from mediating professional sports disputes and what is an arbitration agreement to negotiating values in conflict resolution scenarios. And more … Read Stories about Types of Conflict >>

What types of conflict seem to be most prevalent in your organization? Leave us a comment.

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No Responses to “3 Types of Conflict and How to Address Them”

7 responses to “3 types of conflict and how to address them”.

This was a helpful article as I am researching and writing about conflict management for a leadership curriculum. I see all three is being interconnected, while yet separate. Hence, the need to cognitively separate out these different ways of thinking (of what we value) is important.

I believe task conflict is the most prevalent in our organization most times due to staffing issues. Once a task is assigned, even when the staffing has been resolved the task is not reassigned to the proper department or function.

Whether it is relationship task or value oriented, conflicts arise out of images and perceptions which one has. This is again anchored in memory and conditioning. Unless the perception changes, de_escalation is not possible. Recognition, Aknowledgment and Connect are the core. Indian philosophy talks about understanding the type of energy sustaining the conflict and then being motivated to move from entitlements to equanimity

I find that task related conflict dominates followed by relationship conflicts. Value related conflicts are very limited due the nature of the organisational set up and its value system.

Great piece of work done here which provides excellent resolutions especially to management staff on dealing with day to day issues in our organisations. The three types of conflict are visible,although the value conflict due to issues to do with religion are more .

It’s helpful to have these common conflicts categorized in this way. I wonder where identity-based and cultural disputes involving gender, sexual orientation, or ethnicity would fall under? These issues are in some cases more sensitive or personal than value and relationship conflicts but I could see them falling under either. Thanks.

Identity-based and cultural disputes involving gender, sexual orientation, or ethnicity are typically classified as value conflicts. Value conflicts arise when people disagree on what is right or wrong, good or bad, just or unjust, and so on. These types of conflicts involve deeply held beliefs, attitudes, and values that individuals and groups attach to their identity and sense of self. As a result, they can be particularly sensitive and personal, as you noted. However, they are still ultimately conflicted about values.

That being said, it’s essential to recognise that conflicts related to gender, sexual orientation, or ethnicity can also have relationship components. For example, someone might feel that a friend or family member’s beliefs about their identity are hurtful or disrespectful, which could strain their relationship. In these cases, the conflict might involve both value and relationship components.

Overall, the classification of a conflict as value-based or relationship-based is not always clear-cut, and there can be an overlap between the two categories. It’s essential to consider the specific nature of the conflict and the context in which it occurs in order to determine the most appropriate way to address it.

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How does Intune show me a conflict between policy configuration

• MDM Troubleshooting
• Jeremy Moskowitz ( Enterprise Mobility MVP & Lead Trainer )

Just like families, there is bound to be conflicts in MDM land once in a while.  Tracking down the source of conflict between multiple sources such as a GPO vs. an MDM profile is challenging as mentioned earlier.  When the conflict is strictly due to MDM profiles competing with one another, you can use your MDM management interface to easily track down the points of contention.  In the example below, we can see from the Profiles screen in the Intune portal that we have two profiles conflicting with one another. 

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So we know that two MDM profiles are clashing with one another.  So first off, what happens when contention like this occurs?  In this case, there is a decorum to settling conflicts between two profiles trying to command opposing configuration settings.  If the settings are from an Intune configuration policy and a compliance policy, the compliance policy wins.  If both profiles are of the same type of policy, the most restrictive setting is enforced.  Of course, this default behavior may not be what you want.

So let’s find out which device or devices are reporting the conflict.  We can do this by clicking on Device Status.  We would then find that the device in question would have its Deployment status set to “Conflict.”  Now that we have identified the device at hand, we can drill down to that machine and click “Device configuration” and see any profiles with conflicts.  Click on one of the conflicting profiles and you can see the setting in contention as well as the source profiles once again.

Unfortunately, if one of the profiles involves a custom OMA-URI, then the profile will not appear.  While the Intune conflict reporting is a little basic right now, it is sure to expand as Intune matures and developes further.

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Troubleshoot Update rings for Windows 10 and Windows 11 in Microsoft Intune

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This article provides guidelines for troubleshooting issues with the Windows Update ring settings to ensure they're successfully delivered to your organization's Windows 10 or Windows 11 devices. Update ring settings manage how and when Windows devices install operating system (OS) updates. For more information about Update ring policies, see Update rings for Windows 10 and later policy in Intune .

If you experience an issue while deploying Update ring policies to Windows 10 or 11 devices with Microsoft Intune, it's best to determine whether the issue is Intune or Windows-related first. It's important to consider whether the Intune policy has been successfully deployed to the target device before troubleshooting.

Some deployment insights are included in this guide to highlight how OS and policy updates work. The following steps can be performed independently of others for times when other troubleshooting efforts don't provide the desired results.

What Windows Update ring policies do

Windows Update ring policies define only an update strategy, such as blocking driver installation, setting deferral periods, or setting maintenance times. The Update ring policy doesn't provide the updated infrastructure itself. This means that the policy needs to use an existing update solution, such as Windows Updates for Business (WUFB), to obtain the actual updates.

Windows Update ring policies created in Intune use the Windows Policy CSP for updating Windows devices. Once Intune deploys the Windows Update ring policy to an assigned device, the Policy configuration services provider (CSP) writes the appropriate values to the Windows registry to make the policy take effect.

Now that you know what these policies do, you can verify if the Update ring settings have been successfully applied.

Verify the prerequisites are met

There are several ways to verify whether the Update ring settings have been successfully applied. Typically, the status in the Intune admin center is sufficient, but other verification methods can be helpful when troubleshooting related issues.

To begin, review the OS prerequisites. For more information, see the Prerequisites section of Update rings for Windows 10 and later policy in Intune to assist with the review.

Run Windows 10, version 1607 or later, or Windows 11.

Windows 10/11 Pro

Windows 10/11 Enterprise

Windows 10/11 Team (for Surface Hub devices)

Windows Holographic for Business: supports only a subset of settings for Windows updates, including:

• Automatic update behavior
• Microsoft product updates
• Servicing channel (any update build that's generally available)

For more information, see Manage and use different device management features on Windows Holographic and HoloLens devices with Intune .

Enterprise Long Term Servicing Channel (LTSC)

• Only a subset of settings apply. For more information, see Windows 10 Enterprise LTSC .

Update rings can also be used to upgrade your eligible Windows 10 devices to Windows 11. When creating a policy, navigate to Devices > Windows > Update rings for Windows 10 and later , and then configure the Upgrade Windows 10 devices to latest Windows 11 release setting to Yes .

Troubleshoot in the Intune admin center

The best practice for troubleshooting policy issues is always to check its status in the Intune admin center.

Navigate to Devices > Windows > Update rings for Windows 10 and later , and then select the Update ring policy to review. You'll find the default view for the Update ring policy, which includes the essential details about the policy, reporting options for Device and user check-in status , the policy's Properties , its Assignments , and the groups of devices that are either Included and Excluded from the policy.

To access a specific device and troubleshoot the Update ring policy assigned to it, the Device and user check-in status section is the best option.

The recommended method for confirming that the Update ring policy has been successfully applied to the device, is to select the View report button on the specific Update ring policy page. The report displays the list of all devices with the policy assigned to them and their respective statuses. The list is useful for quickly identifying whether a specific device has received the update policy.

For more information about the reporting experience for Update ring policies, see the Reports for Update rings for Windows 10 and later policy section of Windows Update reports for Microsoft Intune .

Review the Update ring policy for an affected device. There can be two entries for the policy depending on the type of devices being managed. When Intune deploys a policy (any policy, not just Update ring policies), the settings are delivered against both the logged-on user and the system context of the device. This causes the two entries, which is a normal occurrence. However, if you manage kiosk devices with Autologon or a local account user type, only the system account is displayed.

For more information, see the View report section of Monitor results of your Intune Device compliance policies . To check whether a policy has been applied successfully to the device, refer to the Device configuration report. If there are issues, or to confirm that the policy has been successfully applied, verify the settings on the target device itself.

Verify the settings on the device

To confirm that the policies have been applied to the device locally, navigate to Settings > Accounts > Access work or school . The list of policies applied to the device from Intune are included if they're managed by your organization.

To view the policies managed by your organization on the Windows device, navigate to Settings > Windows Updates > Advanced options > Configured update policies .

Verify that the policy type is Mobile Device Management .

Your mobile device management (MDM) solution configures the update policies, which is Intune in this scenario. However, the update policy can come from the on-premises Active Directory, which would have Group Policy as the policy type.

Common conflicts between MDM and group policies

Mixed deployments between Intune MDM policies and group policies (GPO) can create conflicts. Many group policies are old and cached, and you won't know they still exist. It's also possible some of the group policies come from System Center Configuration Manager (SCCM).

The best way to validate what policies are delivered through GPO is with the gpresult command.

If the policy source is "Local Group Policy," SCCM could have set it. If it's not, edit the group policy object from the Active Directory infrastructure to remove the conflicting values.

A policy conflict between MDM and group policies appears as an unexpected scenario during the update process. Updates either won't apply at all or will apply but in an unplanned manner. For example, a device might be stuck on an earlier version of Windows and unable to upgrade.

Some of these conflicts can be resolved using the ControlPolicyConflict CSP. Generally, if the update process isn't working as expected, investigate for a policy conflict. For more information, see Policy CSP - ControlPolicyConflict .

[NOTE!] The ControlPolicyConflict CSP doesn't apply to the Update Policy CSP for managing Windows updates.

Confirm that the correct registry keys have been updated

If Intune successfully deploys the Windows Update ring policies to the target device, those settings appear in the Registry Editor under HKEY_LOCAL_MACHINE\SOFTWARE\Microsoft\PolicyManager\current\device\Update .

These values should match the Policy CSP description and the configuration deployed in the Update ring policy from Intune.

Check the MDM diagnostics report

Another method to verify whether the Update ring policy has been deployed to the device is to check the MDM diagnostic report. On the Windows device, navigate to Settings > Accounts > Access work or school , and then select the Export button. The report includes the Intune deployed policies. If the Update ring policy is in the report, the policy has been successfully deployed.

Review the Event Viewer log for Intune events

Review the Event Viewer log to see how the Policy CSP data is delivered to the device in real time. On the device, navigate to the Event Viewer application and then go to Applications and Services logs > Microsoft > Windows > DeviceManagement-Enterprise-Diagnostics-Provider > Admin .

Policies that couldn't be deployed (Set action) will show errors or warnings.

Optional troubleshooting methods

Certain instances can require troubleshooting the Update ring policies from the device side instead of, or in addition to Intune.

Review the Windows Update Client

When you use the Windows Update Client, some errors can appear and help pinpoint what to do next. For example, you might see that the updates were successfully downloaded, which would indicate the issue isn't related to downloading the update. Other issues include the device being unable to scan Windows update's URLs for new downloads or the device still scanning against Windows Server Update Services (WSUS) after the workload has been switched to Intune.

To access Event Viewer, on the device, find the Event Viewer app in the Windows Start menu and then select Applications and Services logs > Microsoft > Windows > WindowsUpdateClient .

Check the Windows Update registry keys source

Monitor the Windows side of things by reviewing the Windows Update (WU) source registry keys. Intune is responsible solely for deploying the values to the following registry hive:

HKEY_LOCAL_MACHINE\SOFTWARE\Microsoft\PolicyManager\current\device\Update

To review other configured settings for Windows Update on the device, access the Registry Editor app and navigate to the following registry keys:

HKEY_LOCAL_MACHINE\SOFTWARE\Policies\Microsoft\Windows\WindowsUpdate\AU

HKEY_LOCAL_MACHINE\SOFTWARE\Policies\Microsoft\Windows\WindowsUpdate

From here, find additional information about the deployed policies that might come from group policy. For example, the registry keys and the Windows Update service can point towards WSUS rather than WU servers while also having dual-scan disabled. The service misdirection would result in the device scanning against WSUS instead of WU. For more information, see Use Windows Update for Business and WSUS together .

Considerations

If the previous options didn't provide the results needed to identify the issue, and the devices are still not updating, or are doing it erratically, then consider the following questions:

Are reporting and telemetry enabled for the device? Intune can deliver telemetry to devices in multiple ways. However, the most common method via Intune is with a Device Restriction policy . Otherwise, it can also be done via group policy.

For more information, see the Manage diagnostic data using Group Policy and MDM section of Configure Windows diagnostic data in your organization .

Is there an active network connection on the device? If the device is in airplane mode, turned off, or in a location with no service, the policy will apply when it's able to connect to the network.

Is the device not upgraded to a specific previous version? Check for a conflicting TargetReleaseVersion value through other means, such as Group Policy or settings catalog, in the Windows Update registry keys.

Verify that Windows Update is configured to deliver feature and quality updates. If UpdateServiceUrl is populated in the registry, verify that DisableDualScan is set to 0 . On the device, access the Registry Editor app and navigate to HKEY_LOCAL_MACHINE\SOFTWARE\Policies\Microsoft\Windows\WindowsUpdate .

Is the device co-managed? Make sure the workload for Windows Updates has been switched to Intune .

Make sure you're not deploying conflicting Windows Update for Business settings from another Update ring or a Settings Catalog policy. Confirm the assigned policies in the settings catalog.

For Update ring policies, you should see a "Conflict" reporting in the Device Configuration pane for the device or in the colored charts.

Be sure that the Windows Update ring policy is deployed to the correct user or device group.

Determine whether the entire policy deployment fails or only certain settings aren't applied. Navigate to Device > Device configuration > Update ring report . A specific setting in the list will show an error rather than a success message.

Check the actual wording for the setting that gets the error status. For example, some specific values apply only to certain Windows versions or editions.

See the description of each setting in Settings for Windows Update that you can manage through Intune policy for Update rings .

Other considerations

If you've completed this troubleshooting guide, and still have issues, it could be an issue between the local device and the Windows Update services. Refer to the following resources to troubleshoot Windows Update policy issues:

• Windows Update issues troubleshooting
• Windows Update common errors and mitigation
• Windows Update troubleshooting guidance

If you'd like to raise a support request, see the Windows Update log files to learn about the data the support engineer will need from you. Including this data in the support ticket helps expedite the troubleshooting process as well.

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New-AzRoleAssignment doesn't return error other than status code #19605

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Foster a healthy dialogue by taking these steps early and often.

High stakes, strong wills, and increasing uncertainty can make decisions at the top of your organization fraught. The backing of a board can mobilize an organization, but a significant divergence of vision and values may lead the board to stall progress on an organization’s highest priorities — and even unseat a CEO. Executives must proactively and productively make covert disagreements overt and foster a healthy dialog with board members. First, they must be the thermostat in the room, raising tough topics and pushing productive conversations. Second, they must inform the room of a full situation and its status early and often. Third, they must identify and break down early signals of conflict among members. Fourth, they must keep the long view in mind, even in a short-term crisis. Finally, they must avoid polarities in decision-making, encouraging all members to consider the upsides and downsides of all options.

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