What Is Team Conflict?

“Conflict can be more readily understood if it is considered a dynamic process.” — Pondy (1967, p. 299)

Conflict in small groups and teams is not a static event — it is an ongoing, dynamic process that unfolds over time, shapes team relationships, and profoundly affects performance. Pondy (1967) established the foundational principle that conflict “can be more readily understood if it is considered a dynamic process” (p. 299), and Greer et al. (2008) reaffirmed this view, emphasizing that “conflict is dynamic” (p. 278).

Team conflict is most often defined as intragroup conflict in the research literature. Jehn (1995) provided the field’s canonical definition:

“Perceived incompatibilities or perceptions by the parties involved that they hold discrepant views or have interpersonal incompatibilities.” — Jehn (1995, p. 257)

This definition captures the perceptual and relational nature of conflict: it arises from perceived incompatibilities, not merely objective disagreements. Balkundi et al. (2009) observed that team conflict can have multiple disruptive effects — distracting team members, undermining relationships, and reducing the team’s ability to function. Yet, as Jehn’s (1995) research demonstrated, conflict can also be productive under certain conditions. The critical question is not simply whether conflict exists, but what type it is and how it is managed.