Research Shows Key Directions for Determining and Reducing the Level of Conflict on a Team  - Pollack Peacebuilding Systems

Summary of:

Key Directions for Determining and Reducing the Level of Conflict on a Team 

Nagibina, N. (2021). Key Directions for Determining and Reducing Level of Conflict for a Team. Retrieved March 25, 2022, from Key directions for determining and reducing the level of conflict of the team (2021)

Background & Theory

This article focuses on how to reduce conflict within a team. This article shows different strategies and tools that employees and managers should use in order to de-escalate conflicts that arise. Moreover, the research within this article relates to the different styles of behaviors such as: confrontation, cooperation, compromise, evasion, and adaptation. 

Research Question(s)

  1. What are some strategies upper management should use in order to de-escalate conflict? 
  2. What behaviors are most prevalent to identify within the team to reduce conflict? 


Interpersonal Conflict 

Interpersonal conflict relates to our own identity conflicts and how we project our feelings and behaviors onto others. In identifying our personal conflicts, we are able to move forward in our relationships through self-realization and deep reflection periods. Once we are comfortable within our identities it is easier to become open minded to the opinions and perspectives of others. 

Opposing Needs, Values, Interests, and Motives 

Finding like minded people that have the same needs, values, interests, and motives can be quite challenging because these ideologies stem from childhood and personal experiences. As an organization, it’s crucial to hire people with the same core values and mission of the company in order to prevent conflict between employees in the long run. Using psychological analysis on your employees is an effective tool in deciphering what their needs, values, and motives are. 


When people engage in a confrontational manner, this ultimately stems from deep feelings of hurt and disappointment. Through the research, it shows that when confrontation arises between two parties it’s crucial to engage in compromising tactics. If leadership gets involved it’s important to make both parties feel heard, understood, and ultimately find a middle ground for each person.


The results show that it is pertinent to understand the psychological aspects of the relationship of members of any team. Understanding the underlying needs and values of team members is also a crucial portion of the de-escalation process. Conflict arises due to a difference in perspective around values, core beliefs, and perceptions. In understanding and identifying those as a whole, executives can produce a cohesive and positive workplace culture. Conflict management correlates to identifying the conflict in a timely manner in order to prevent further escalation. It is pertinent to conduct psychological training for employees in order for relationships to deepen across the organization. 

What This Means

  • De-escalation tactics are extremely important in any organization 
  • Analyzing your team’s behavior is key in understanding how to solve the conflict 
  • Identifying the level of conflict is the first step in reducing workplace conflict 

Final Takeaway

For consultants: As consultants, it’s important to impartially evaluate the conflict, adjust personal behavior according to the specific type of conflict, and ultimately increase the level of coordination and cohesion within the team.  

For everyone: It is crucial to continue to educate ourselves and learn about our behavioral responses in order to build successful relationships.


Vanessa Chapman

Vanessa has a background in Business, Psychology, and Mediation. She is currently Director of Client Services for Peaceful Leaders Academy. Some of her hobbies include continuous learning, reading, writing, and participating in yoga retreats!

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