Conflict-Development Cycle Analysis

2.Perceived conflict. The cause or causes of the conflict are recognized by one or both of the parties. Some latent conflicts are never perceived as conflicts per se and do not cross the threshold of awareness.

3. Felt conflict. At this point, tension starts to build between the participants. Feltconflict differs from perceived conflict in that at least one of the parties begins to experience discomfort, stress, or anxiety.

4.Manifest conflict. The struggle begins in earnest, and the behavior of the participants makes the existence of the conflict obvious to others who are not directly involved in the dispute. Manifest conflict takes the form of overt behavior such as apathy, withdrawal, minimum job performance, sabotage, and open aggression.

5.Conflict resolution. Attempts to resolve the conflict can range from approaches that simply ignore it to strategies designed to confront it head-on and resolve it in such a way that all parties can achieve their goals.

6.Conflict aftermath. The conflict is ended by resolution or suppression. This establishes new conditions that may lead to more effective cooperation or to a new conflict, which could be much worse than the previous one.7

Reference

More, H. W., Vito, G. F., & Walsh, W. F. (2011). Organizational behavior and management in law enforcement (3rd ed.). Upper Saddle River, NJ: Prentice Hall. ISBN-13: 9780135071526

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