For Cortese (op cit), there are categories that are considered the four main kinds of conflict: Multiple Role Conflict: An example of role conflict would be the situation where a manager is under pressure to ally with a subgroup in the dispute related organizational colleagues (top management team). You may have to choose between loyalty to colleagues or to their workgroup. Limited Resources: In every organization there are a limited amount of time, money and human resources to achieve personal goals and company. A principal source of conflict arises when demands of work is greater than the amount of available resources. Different Values and Priorities: Often, the organizational conflict more difficult to resolve is the one related to the difference of values. It is unlikely that values change over time, since they are the basis of the individual approach to life. Thus, it is unlikely that disputes between groups or individuals on the relative importance of core values modify or alter the position of either. Differences in Perception of a Problem: Although the members of an organization can agree in general terms about a problem, there is usually little or no agreement about what else.
The different perceptions of the causes of the problems of the organization, its impact and appropriate solutions can often create defensive behavior and conflict between individuals or groups working in the same institution. Moreover, several studies related to sound management of emotions, as part of the conflict resolution process and relationship with the Organizational Learning conclude that, at present the rapid process of change in organizations, encourages people regularly face two kinds of conflicts, which occur both at group and individual. The first, the conflict between groups, usually having to do with changes in policies, practices and structures that put collective work units in the same unit, on opposite sides. As the collective goals and strategic direction change, it is common to find that subsets of the same institution oppose each other, as to how to achieve the desired results. The second type of conflict, the individual has to do with the conflict between people. Unlike groups, it occurs at the individual level. It is the tension that arises between individuals in an organization because of philosophical differences, political and perception of how they should carry out the work, as well as conflicting personal goals. While there are other kinds of conflicts, both individual and organizational levels, those that occur between individuals and work units tend to prevail in modern organizations, and are those that require continued attention from driving.