Conflict, it seems, is part of the human condition. It occurs at all levels of social interaction from married couples to nations, ranging from simple arguments to all out war. In organizations conflict occurs at all levels, both within workgroups and between workgroups. A considerable effort on the part of management is devoted to dealing with conflict and with its aftermath.
There has been debate among conflict researchers about whether conflict is inherently harmful, regardless of type. In particular there are differing views about whether conflict about tasks is necessarily detrimental, or if under some circumstances it can have positive effects. This point/ counterpoint exchange is between two of the field's leading conflict scholars who take opposing views. Carsten K. W. De Dreu makes the case that conflict is always detrimental. He summarizes evidence that positive effects of conflict are few and that negative effects outweigh them. He argues that organizations need to make efforts to manage conflict, not because it has favorable effects, but to minimize negative effects.
Dean Tjosvold, on the other hand, argues that task conflict is necessary for effective organizational functioning. He notes evidence that properly conducted conflict leads to better understanding between individuals, and it leads to adoption of optimal ways of working A common conclusion in both papers is that, whether there are positive effects or not, conflict is something that needs careful management. Poorly managed conflict can have serious detrimental effects on individuals and organizations.