Conflict may be defined as a situation of competition in which the parties are aware of the incompatibility of potential future positions, and in which each party wishes to occupy a position that is incompatible with the wishes of the other.

Conflict is viewed as the active striving for one's own preferred outcome which, if attained, precludes the attainment by others of their own preferred outcome, thereby producing hostility.

[Conflict can be defined] as the opposition of approximately equally strong field forces.

Conflict may be personal, interpersonal, or between rival groups or coalitions. It may be built into organizational structures, roles, attitudes, and stereotypes or arise over a scarcity of resources. It may be explicit or covert. Whatever the reason, and whatever the form it takes, its source rests in some perceived or real divergence of interests.

Conflict can be viewed as repeated cycles of observing, orienting, deciding and acting by both sides, and also, I might add, at all levels. The adversary that can move through these cycles faster gains an inestimable advantage by disrupting his enemy's ability to respond effectively.

Conflict... is a theme that has occupied the thinking of man more than any other, save only God and love. In the vast output of discourse on the subject, conflict has been treated in every conceivable way. It has been treated descriptively, as in history and fiction; it has been treated in an aura of moral approval, as in epos; with implicit resignation, as in tragedy; with moral disapproval, as in pacifistic religions. There is a body of knowledge called military science, presumably concerned with strategies of armed conflict. There are innumerable handbooks, which teach how to play specific games of strategy. Psychoanalysts are investigating the genesis of "fight-like" situations within the individual, and social psychologists are doing the same on the level of groups and social classes.

Before we can proceed to a formal definition of conflict we must examine another concept, that of behavior space. The position of a behavior unit at a moment of time is defined by a set of values (subset, to be technical) of a set of variables that defines the behavior unit. These variables need not be continuous or quantitatively measurable. The different values of a variable must, however, be capable of simple ordering; that is, of any two values it must be possible to say that one is 'after' (higher, lefter, brighter than) the other.

Conflict exists only when there are two opposing things: fear and non-fear,violence and non-violence.

The purpose of conflict is to create.

Conflict is the gadfly of thought. It stirs us to observation and memory. It instigates invention. It shocks us out of sheep-like passivity, and sets us at noting and contriving…conflict is a sine qua non of reflection and ingenuity.

THE subject I have been given for these lectures is The Psychological Foundations of Business Administration, but as it is obvious that we cannot in four papers consider all the contributions which contemporary psychology is making to business administration — to the methods of hiring, promoting and discharging, to the consideration of incentives, the relation of output to motive, to group organization, etc. — I have chosen certain subjects which seem to me to go to the heart of personnel relations in industry. I wish to consider in this paper the most fruitful way of dealing with conflict. At the outset I should like to ask you to agree for the moment to think of conflict as neither good nor bad; to consider it without ethical prejudgment; to think of it not as warfare, but as the appearance of difference, difference of opinions, of interests. For that is what conflict means — difference. We shall not consider merely the differences between employer and employee, but those between managers, between the directors at the Board meetings, or wherever difference appears.

We cannot avoid conflict, conflict with society, other individuals and with oneself. Conflicts may be the sources of defeat, lost life and a limitation of our potentiality but they may also lead to greater depth of living and the birth of more far-reaching unities, which flourish in the tensions that engender them.

Conflict is about issues and ideas, while accountability is about performance and behavior.

Being in a negative moment with another person can be destabilizing, hurtful, and stressful, especially if a person’s self-concept requires them to think of themselves as perfect. But it is not, by definition, Abuse. It could be Abuse, if one has power over another, but if not, it’s a Conflict. And being in a Conflict is a position that is filled with responsibility and opportunity.